RECRUITMENT IN RESTAURANTS AND HOSPITALITY INDUSTRY

Recruitment in Restaurants and Hospitality Industry

Recruitment in Restaurants and Hospitality Industry

Introduction

The recruitment processes and the selection criteria's can be different for different sectors and new graduate must know all the possible aspects of selection criteria in targeted sector. In this writing we will be discussing the job descriptions, selection criteria's and evaluating techniques of an employer in a hospitality industry. This writing will also be discussing the methods to find the best potential resource out of the market. This writing will surely help an individual, who is planning to join this sector.

Recruitment And Selection

In general, the size, structure or activity, the tourism and hospitality businesses of all recruitment and selection is an essential element of human activity, people who fill existing or new positions. We, the "right" service increases each election, the importance of organizations have seen on the print quality are not common, although often a decision is made a lot of ad hoc and reactive manner. This point is well-developed management skills and human resources recruitment and selection systems to set up and small companies, may be especially dependent largely irregular informal systems and methods (Jameson, 2000).

For the hospitality industry in the context of its investigation as the descriptions of the use of any time that the sample 241 hotels Award (1994) has found. Recently, survey of more than 80 hotels to choose from on the recruitment, has found a general lack of systematic procedures. lack of systematization of things point to poor recruitment and selection costs as reflected in many authors, may appear strange: ? expensive to use time management; ? Recycle artists; ? compensation setting for people to leave quickly; ? high staff turnover rate; ? absenteeism; ? morale; ? ineffective management and supervision; ? discipline problems; ? layoffs.

Of course, they need to decide to make an appointment and cost of a successful recruitment and selection to increase the likelihood of approaching the organization's consideration. Profitability the second opinion is important to recognize the nature of contingent recruitment and selection. Thus, although the recruitment and selection for all items but this may be a good practice approaches are reasonable for Organization. For example, a large hotel management companies for a trial period resulted in an assessment center complex and expensive machines, use a variety. A part-time temporary position for a trade fair on the other hand, an employee of the company to hire based on word of mouth. If the tourism and hospitality recruitment and selection, Lockyer (2005), is to aspire to best practice in education can be difficult to know if the reason for the lack of formality is usually overcome by the use of effective, see the fact by staff of local networks. For example an employer is in contact with the labor market and knows who fits best in the following position (Jacoby, 2000, 12-36). Another point, to win the individual and commitment, flexibility, quality issues for the organization, such as the "right" to see ...