Tourism: Recruitment & Selection Strategy

• Recruitment and selection processes in the tourism and hospitality industry are important
• Steve Wynn, the founder of Wynn Resorts, believes that human resources is the core thing that runs business
• Steve Jobs, the co-founder of Apple Inc. stated it is important to hire smart people so they can advise on what to do
• Starbucks uses blind hiring to reduce bias by removing names and universities, ensuring fair opportunities and increasing workforce diversity

Recruitment & Selection

• Recruitment and selection obtains and attracts capable applicants for employment purposes
• Recruiting is the process of finding and gathering qualified people interested in working for an organization
• The organization then selects the best person or people from this group to hire

Recruitment Strategy

• Every organization has a specific recruitment strategy
• Recruitment is done for two main reason:
  • Preparation for future needs
  • Addressing an immediate need

Types of Recruitment Needs

• Planned: Predictable needs, for example retirements, promotions, or company restructuring
• Anticipated: Expected changes based on trends, for example maternity leave or employees leaving for better jobs
• Unexpected: Sudden needs that happen without warning, for example resignations, accidents, illnesses, or contract endings

Recruitment Methods

• Internal: Filling job vacancies with existing employees
• External: Seeking candidates from outside the organization

Advantages of Internal Recruitment

• Cost-Effective: Reduces expenses related to advertising and recruitment agencies
• Faster Adjustment: Internal candidates are already familiar with company culture and processes, leading to a smoother transition
• Improves Employee Motivation: Employees feel encouraged when they see opportunities for promotion within the company
• Increase Job Satisfaction: Knowing that hard work can lead to advancement boosts employees' overall happiness and loyalty

Disadvantages of Internal Recruitment

• Limited Group of Candidates: Only current employees can apply, so talent may be limited
• Potential Resentment: Employees passed over for promotion may feel undervalued
• Skill Gaps: Filling one position internally can create vacancies elsewhere, leading to operational disruptions
• Employee Dissatisfaction: Employees who are not promoted may experience frustration or disappointment

Advantages of External Recruitment

• Broader Available Candidates: Access to a wide range of skills and experiences
• Fresh Perspectives: New hires can introduce innovative ideas and practices
• Competitive Advantage: Hiring top external talent can enhance the company's position and improve business performance

Disadvantages of External Recruitment

• Higher Costs: External hiring often involves greater expenses, including advertising and agency fees
• Cultural Fit: External candidates require more time to adapt to company culture and processes
• Employee Dissatisfaction: External hiring may make current employees feel undervalued or overlooked

Selection

• Selection is the process that follows recruitment
• The best candidate is chosen from the shortlisted applicants

Selection Tools

• Phone interview
• Group interview
• Video interview
• In-person interview
• Trial period/Probationary employment
• Reference check

Types of Job Interviews & Selection Methods

• Phone Interview: Used in the early screening stages to assess candidates qualifications through a brief phone call
• Video Interview: Conducted via platforms like Zoom or Skype, allowing for remote face-to-face interaction(International hiring and remote positions)
• Group Interview: Multiple candidates are interviewed together, enabling employers to evaluate teamwork, communication, & leadership skills

Interview Formats

• In-Person (Face-to-Face): Candidates meet employers at the workplace
• Trial Period (Probationary Employment): Evaluates performance with a short-term work period
• Reference Check: Employers contact previous workplaces to verify the candidate's experience, skills, and reliability

Interview Types

• Structured vs. unstructured interviews
• Situational interviews
• Behavioral interviews
• Stress interviews

Interview Questions

• Closed-Ended Questions: Questions that can be answered with a simple "yes" or "no," or with a brief piece of information, for example "Do you have experience with project management?"
• Open-Ended Questions: Questions that require a detailed response, encouraging the interviewee to elaborate on their thoughts and experiences, for example "Can you describe a challenging project you've managed?"
• Probing Questions: Follow-up questions that delve deeper into a topic, seeking more detailed information or clarification, for example "What steps did you take to overcome the challenges in that project?"

Employment Tests

• Cognitive (aptitude) ability tests
• Psychomotor ability tests
• Personality tests

Shortlisting

• Shortlisting narrows down applicants to the most suitable candidates based on job requirements to help employers to choose who to interview or assess further

Summary

• Identifying and hiring the most qualified candidate efficiently and cost-effectively, whether from inside or outside the organization
• It involves assessing job requirements, attracting candidates, screening and selecting applicants, hiring, and onboarding the new employee

Recruitment and selection processes are crucial in tourism and hospitality. Companies like Starbucks use blind hiring to reduce bias. Every organization has a specific recruitment strategy to prepare for future needs and address immediate staffing requirements.