The objective of any recruiting process is to obtain a collection of employees who best fit the specific requirements or preferences for an organization so that management can select the right person for the right job while helping the organization achieve its goals and objectives (Chandratreya, 2012). The first step would be to build an effective recruitment plan to find the best candidate with out wasting more time than needed. Take the time to consider each job description and determine the desirable traits needed for that position. In the case of Hotel Paris, the organization is specifically looking for employees who will put the customer first, use initiative, and work tirelessly to provide guests services that far exceed their expectations.
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Always begin with attention grabbing language and action oriented verbs, while including specific information about the position and the employer. Ensure the basics are included such as company name and location, job title, full or part time, night or day shift, application due date. Lastly summarize what you are looking for in an employee: qualifications, training requirements, and previous experiences. The Hotel Paris ad may look something like this:
Are you looking to join a team with a passion for excellence and commitment to customer service? Do you want to work for an organization that is willing to invest time and resources in your professional goals? If so, than look no further than Hotel Paris.
Hotel Paris is looking for customer service candidates who are willing to put the customer first, are capable of using initiative, and will work tirelessly to provide guests services that far exceed their expectations.
This position is responsible for superior customer service. You will be required to assist with guest check-in/check-out, resolve complaints, assist in all inquiries related to hotel services, know the local area and its attractions, and accommodate special guests whenever …show more content…
This process requires evaluating both the hiring methods and the employee turnover rate (Mayhew). Evaluating your hiring methods starts with assessing your on staff recruiters by knowing their knowledge base, skills, and accomplishments. Ones knowledge base and skills include but are not limited to management knowledge, community resources, negotiation abilities, interview techniques, and leadership skills. Whereas the number of candidates placed or the percentage of job positions filled measures a recruiter’s accomplishments (Mayhew). Additionally Human Relation (HR) managers should understand how to calculate the turnover rate and how it affects the organization’s profit and loss. Calculating the employee turnover rate is simply taking the number of losses divided by the number of employees, which equals the percentage of an organizations turnover rate. An example of this is in one year a company lost 25 of its 500 employees that equates to a 5 percent annual turnover rate. Of equal importance is taking the time to survey applicants during their interview process. Simply asking the question of how did you learn about this job will give insight as to what recruiting resources were used by the potential employee. Typical answers to this type of questioning in
Always begin with attention grabbing language and action oriented verbs, while including specific information about the position and the employer. Ensure the basics are included such as company name and location, job title, full or part time, night or day shift, application due date. Lastly summarize what you are looking for in an employee: qualifications, training requirements, and previous experiences. The Hotel Paris ad may look something like this:
Are you looking to join a team with a passion for excellence and commitment to customer service? Do you want to work for an organization that is willing to invest time and resources in your professional goals? If so, than look no further than Hotel Paris.
Hotel Paris is looking for customer service candidates who are willing to put the customer first, are capable of using initiative, and will work tirelessly to provide guests services that far exceed their expectations.
This position is responsible for superior customer service. You will be required to assist with guest check-in/check-out, resolve complaints, assist in all inquiries related to hotel services, know the local area and its attractions, and accommodate special guests whenever …show more content…
This process requires evaluating both the hiring methods and the employee turnover rate (Mayhew). Evaluating your hiring methods starts with assessing your on staff recruiters by knowing their knowledge base, skills, and accomplishments. Ones knowledge base and skills include but are not limited to management knowledge, community resources, negotiation abilities, interview techniques, and leadership skills. Whereas the number of candidates placed or the percentage of job positions filled measures a recruiter’s accomplishments (Mayhew). Additionally Human Relation (HR) managers should understand how to calculate the turnover rate and how it affects the organization’s profit and loss. Calculating the employee turnover rate is simply taking the number of losses divided by the number of employees, which equals the percentage of an organizations turnover rate. An example of this is in one year a company lost 25 of its 500 employees that equates to a 5 percent annual turnover rate. Of equal importance is taking the time to survey applicants during their interview process. Simply asking the question of how did you learn about this job will give insight as to what recruiting resources were used by the potential employee. Typical answers to this type of questioning in