1. © 2007, Educational Institute Chapter 3 Recruitment and Selection Procedures Supervision in the Hospitality Industry Fourth Edition (250T or 250)

2. © 2007, Educational Institute 1 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. (continued)

3. © 2007, Educational Institute 2 Competencies for Recruitment and Selection Procedures 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. (continued)

4. © 2007, Educational Institute 3 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 Line and Staff Departments

5. © 2007, Educational Institute 4 Recruit applicants Screen applicants Establish employee’s record Help develop the orientation/training program Duties of Human Resources Staff

6. © 2007, Educational Institute 5 Recruitment Tools Job Description: For a specific job, a written summary of: Duties Responsibilities Working conditions Activities Job Descriptions/Job Specifications (continued)

7. © 2007, Educational Institute 6 Job Specification: To adequately perform a specific job a summary of critical: Knowledge Skills Abilities Experience Job Descriptions/Job Specifications (continued)

8. © 2007, Educational Institute 7 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 Alternative Schedules

9. © 2007, Educational Institute 8 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 Internal Recruiting—Advantages

10. © 2007, Educational Institute 9 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 Internal Recruiting—Disadvantages

11. © 2007, Educational Institute 10 Develop a career ladder Inventory employees’ skills Cross train employees Post job openings Implementing Internal Recruiting

12. © 2007, Educational Institute 11 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 External Recruiting—Advantages

13. © 2007, Educational Institute 12 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 External Recruiting—Disadvantages

14. © 2007, Educational Institute 13 Friends/relatives of current employees Educational work-study programs Networking Implementing External Recruiting

15. © 2007, Educational Institute 14 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?” Open-Ended Questions

16. © 2007, Educational Institute 15 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?” Closed Questions

17. © 2007, Educational Institute 16 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