Chapter 3 Recruitment and Selection Procedures

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