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Chapter 3 Recruitment and Selection Procedures

Chapter 3 Recruitment and Selection Procedures. Supervision in the Hospitality Industry Fourth Edition (250T or 250). Competencies for Recruitment and Selection Procedures. Describe how supervisors work with the human resources department to recruit new employees.

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Chapter 3 Recruitment and Selection Procedures

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  1. Chapter 3Recruitment and Selection Procedures Supervision in the Hospitality Industry Fourth Edition (250T or 250)

  2. Competencies forRecruitment and Selection Procedures • Describe how supervisors work with the human resources department to recruit new employees. • Explain how supervisors can make open positions easier to fill. • Identify the advantages and disadvantages of internal recruiting. (continued)

  3. Competencies forRecruitment and Selection Procedures • Identify the benefits and drawbacks of external recruiting. • Describe what supervisors should do before, during, and after interviewing applicants. • Explain how supervisors can contribute to human resources planning. (continued)

  4. Line and Staff Departments Line Departments—provide services or products directly to guests: • Front Office • Food and Beverage Staff Departments—provide services or products to line departments. • Human Resources • Accounting

  5. Duties of Human Resources Staff • Recruit applicants • Screen applicants • Establish employee’s record • Help develop the orientation/training program

  6. Job Descriptions/Job Specifications Recruitment Tools Job Description: For a specific job, a written summary of: • Duties • Responsibilities • Working conditions • Activities (continued)

  7. Job Descriptions/Job Specifications (continued) Job Specification: To adequately perform a specific job a summary of critical: • Knowledge • Skills • Abilities • Experience

  8. Alternative Schedules • Flex-time—allowing employees to vary their times of arrival and departure • Job Sharing—allowing two or more part-time employees to assume responsibilities of one full-time job • Compressed Scheduling—allowing employees to work the equivalent of a standard workweek in less than the usual five days

  9. Internal Recruiting—Advantages • Improves morale of promoted employee • Improves morale of other staff members • Managers can better assess the abilities of internal recruits • Successions help reinforce a company’s internal career ladder • Lower costs than external recruiting • Reduces training costs

  10. Internal Recruiting—Disadvantages • 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

  11. Implementing Internal Recruiting • Develop a career ladder • Inventory employees’ skills • Cross train employees • Post job openings

  12. External Recruiting—Advantages • 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

  13. External Recruiting—Disadvantages • Difficult to find a good fit with company’s 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

  14. Implementing External Recruiting • Friends/relatives of current employees • Educational work-study programs • Networking

  15. 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 you’ve 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?”

  16. 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?”

  17. 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

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