Procedures Supervision in the Hospitality Industry Fourth Edition (250T or 250)
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Competencies for Recruitment and Selection Procedures 1. Describe how supervisors work with the human resources department to recruit new employees. 2. Explain how supervisors can make open positions easier to fill. 3. Identify the advantages and disadvantages of internal recruiting.
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(continued) 2 Competencies for Recruitment and Selection Procedures (continued)
4. Identify the benefits and drawbacks of external
recruiting. 5. Describe what supervisors should do before, during, and after interviewing applicants. 6. Explain how supervisors can contribute to human resources planning. 2007, Educational Institute 3 Line and Staff Departments Line Departmentsprovide services or products directly to guests: Front Office Food and Beverage
Staff Departmentsprovide services or
products to line departments. Human Resources Accounting
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Duties of Human Resources Staff Recruit applicants Screen applicants Establish employees record Help develop the orientation/training program
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Job Descriptions/Job Specifications Recruitment Tools Job Description: For a specific job, a written summary of: Duties Responsibilities Working conditions Activities
a specific job a summary of critical: Knowledge Skills Abilities Experience
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Alternative Schedules Flex-timeallowing employees to vary their times of arrival and departure Job Sharingallowing two or more part-time employees to assume responsibilities of one full- time job Compressed Schedulingallowing employees to work the equivalent of a standard workweek in less than the usual five days
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Internal RecruitingAdvantages Improves morale of promoted employee Improves morale of other staff members Managers can better assess the abilities of internal recruits Successions help reinforce a companys internal career ladder Lower costs than external recruiting Reduces training costs
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Internal RecruitingDisadvantages Promotes inbreeding Lower morale for those skipped over for promotions Skipped over staff may feel favoritism exists Filling a gap in one department may create a more critical gap in another
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Implementing Internal Recruiting Develop a career ladder Inventory employees skills Cross train employees Post job openings
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External RecruitingAdvantages Brings new talent, new ideas into a company Enables recruiter to find out about competing companies Reinforces positive aspects of a company Avoids politics of internal recruiting Serves as a form of advertising
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External RecruitingDisadvantages Difficult to find a good fit with companys culture May create morale problems if no opportunities for current staff Orientation takes longer Lowers productivity in the short run Conflicts with internal and external recruits
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Implementing External Recruiting Friends/relatives of current employees Educational work-study programs Networking
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Open-Ended Questions Prompt applicants to answer with more than just yes or no responses: What do you dislike about your current job? Can you describe the best boss youve had? How would your co-workers describe you? What was the worst thing that happened to you at work? How did you handle it? What do you want to be doing three years from now? 2007, Educational Institute 15 Closed Questions Prompt applicants to answer with short yes or no responses: Do you like your current job? When did you graduate? How long have you lived in this city? Who suggested that you apply for this position?
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Categories to Avoid When interviewing job applicants, avoid asking questions about: Birthplace, age, religion Race, creed, color Height, weight Marital status National origin Arrest records