Assignment task: The new recruitment process The competitive strategy of the Hotel Paris is "to provide guests with superior service to differentiate the properties of the Hotel Paris and thus increase the length of stay and the percentage of repeat visits, in order to increase revenue and profitability". HR manager Lisa Cruz must now formulate policies and functional activities that support this competitive strategy by fostering required employee behaviors and competencies. As Lisa Cruz had been a long-time HR professional, she was aware of the importance of effective employee recruitment. If the Hotel Paris didn't get enough applicants, it couldn't be selective in hiring. Furthermore, without being selective in hiring, hotels were unlikely to enjoy the customer-focused employees that the organization's strategy required. Therefore, she was disappointed to find that the Paris Hotel was paying almost no attention to the activity. recruiting potential employees. Hotel managers would get together to post job ads when they needed to fill a position, and no one in the chain had a measurable idea of how many candidates those ads produced, or which ones. recruiting methods worked better (if they worked at all). Lisa knew it was time to step back and gain control of the recruiting function at the Hotel Paris. As they reviewed the details of the hotel's recruiting practices, Lisa Cruz and the finance director became very concerned. Specifically, they found that virtually no one was managing recruiting activities. The previous HR director only allowed this responsibility to continue in each separate hotel and hotel managers, not being Human resource professionals often took the easy route when a position became open, such as placing job ads in their local newspapers. There was no sense of direction from the Hotel Paris headquarters regarding the type of applicants the company preferred, the mass media, and the alternative sources of recruitment that their managers should use; was not done online recruitment nor was the effectiveness of the process measured. The organization was unaware of recruiting measures that other companies used effectively, such as the number of qualified applicants per position, the percentage of positions filled with firm personnel, the rate of offers and acceptance, acceptance by the recruiting source, the turnover of each recruiting source, and the results of selection tests such as recruiting source. It is worth adding that the achievement of the strategic goals of the Hotel Paris depended on the quality of the personnel that it attracted and then selected for positions in the company. "We want employees who put our guests first, who take the initiative to check if our guests are satisfied, and who work tirelessly to provide our guests with services that exceed their expectations," said the CFO. Both Lisa and the CFO knew that this process had to start with better recruiting. The director approved his idea to design a new recruiting process.
Questions:
Q1. Given the type of employees preferred by the hotel, which recruiting sources would you suggest they use and why?
Q2. What would a Hotel Paris job ad look like?
Q3. How would you suggest that the effectiveness of your activities be measured? recruiting?
References