Recruitments
Introduction, Concept, Sources, What to look for in prospective candidates, Recruitments Policy and Techniques.
Selection: Introduction, meaning, Concept, Steps in selection process
Induction: meaning & importance Types of induction methods
Training: meaning & importance Methods of training
Recruitment is one of the most important functions of Human Resource Management. Every organization needs employees to perform different activities and achieve its goals. Recruitment is the process through which an organization searches for suitable people and encourages them to apply for job vacancies.
In simple words, recruitment means finding people for jobs.
In the hotel industry, recruitment plays a very critical role because hotels are service-oriented organizations. The quality of service provided to guests depends mainly on the employees working in the hotel. Therefore, selecting the right people with the right attitude, skills, and behavior is essential
Recruitment refers to the process of identifying the sources of manpower and attracting potential candidates to apply for jobs in an organization.
It involves:
Searching for candidates
Informing them about job opportunities
Motivating them to apply
Recruitment is considered a positive process because it encourages a large number of candidates to apply for a job.
The concept of recruitment is based on the idea that human resources are valuable assets of an organization. Recruitment aims to create a pool of eligible candidates so that the best person can be selected for the job.
The recruitment concept focuses on:
Right person for the right job
Right time and right place
Matching job requirements with candidate abilities
In hotels, recruitment is not limited to qualifications only. Equal importance is given to personality, communication skills, grooming, and guest-handling attitude.
The main objectives of recruitment are:
To attract a large number of suitable candidates
To meet the manpower requirements of the organization
To select skilled and qualified employees
To reduce employee turnover
To improve organizational efficiency
Sources of recruitment refer to the ways through which potential employees are attracted. These sources are divided into internal sources and external sources.
Internal recruitment means filling vacancies from within the organization.
Common Internal Sources:
Promotion
Transfer
Internal job posting
Employee referrals
Advantages:
Motivates existing employees
Saves time and cost
Employees are already familiar with work culture
Improves employee loyalty
Disadvantages:
Limited choice of candidates
No fresh ideas
May create jealousy among staff
Hotel Example:
Promoting a senior steward to restaurant supervisor.
External recruitment means hiring candidates from outside the organization.
Common External Sources:
Advertisements
Campus recruitment
Employment exchanges
Recruitment agencies
Online job portals
Walk-in interviews
Advantages:
Fresh talent
New ideas and skills
Larger choice of candidates
Disadvantages:
Higher cost
More time-consuming
Training required
Hotel Example:
Hiring fresh hotel management graduates for front office or housekeeping departments.
While recruiting employees, organizations should carefully evaluate the following qualities:
Candidates should have relevant academic qualifications and professional training.
Communication skills
Technical skills
Problem-solving ability
Previous work experience in hotels or related industries is preferred.
Positive attitude, willingness to learn, and service-oriented mindset are very important.
In hotels, personal appearance, confidence, and body language matter a lot.
Hotel jobs often require long working hours and physical activity.
Recruitment policy refers to the guidelines followed by an organization while hiring employees.
A good recruitment policy includes:
Sources of recruitment
Selection criteria
Equal employment opportunity
Reservation rules (if applicable)
A sound recruitment policy ensures fairness, transparency, and consistency in hiring practices.
Recruitment techniques are the methods used to attract job applicants.
Common recruitment techniques include:
Newspaper advertisements
Online recruitment
Social media hiring
Campus interviews
Employee referral programs
Hotels often use walk-in interviews and campus recruitment as major recruitment techniques.
Selection is the process of choosing the most suitable candidate from among the applicants. While recruitment attracts candidates, selection involves screening and rejecting unsuitable candidates.
Selection is considered a negative process because many applicants are rejected and only a few are selected.
Selection refers to the process of carefully evaluating candidates and selecting the best one who matches job requirements.
In simple words, selection means deciding who should be hired.
The concept of selection is based on:
Matching job requirements with candidate skills
Choosing the best available candidate
Reducing hiring mistakes
Proper selection helps organizations avoid future problems such as low performance, absenteeism, and employee turnover.
Applications and resumes are checked to remove unsuitable candidates.
A short interview to assess communication skills, confidence, and personality.
Written tests, skill tests, aptitude tests, or technical tests are conducted.
A detailed face-to-face interview to assess knowledge, experience, and attitude.
Ensures that the candidate is physically fit for the job.
Selected candidates are issued appointment letters.
Hotel Example:
A front office candidate may be tested on communication skills, computer knowledge, and guest handling ability.
Induction is the process of introducing a newly appointed employee to the organization, its policies, rules, and work environment.
It is also known as orientation.
Induction is important because:
It reduces fear and anxiety
Helps employees adjust quickly
Improves confidence
Reduces employee turnover
Builds a positive attitude
In hotels, induction helps new employees understand service standards and guest expectations.
A structured program including presentations, manuals, and orientation sessions.
Conducted by supervisors at the workplace through guidance and instructions.
One-to-one induction for a single employee.
Orientation conducted for a group of new employees.
Training is the process of improving employees’ knowledge, skills, and attitude to perform their jobs effectively. Training helps employees do their work better, faster, and more efficiently.
Training is important because:
Improves employee performance
Increases productivity
Reduces mistakes and accidents
Improves service quality
Enhances guest satisfaction
In hotels, training is essential due to frequent guest interaction and high service standards.
Training methods are broadly divided into on-the-job and off-the-job methods.
Training given at the workplace while performing actual job duties.
Common Methods:
Coaching
Job rotation
Apprenticeship
Mentoring
Advantages:
Practical learning
Low cost
Real work experience
Training given outside the workplace.
Common Methods:
Classroom lectures
Workshops
Seminars
Role play
Case studies
Advantages:
Better concentration
Expert trainers
Broader learning
