Tourism Enterprises

1. + Recruitment and Selection http://www.flickr.com/photos/bitzi/176304506// Tourism Enterprises Supporting website

2. Recruitment Selection • The process of attracting suitable individuals to apply for positions in an organisation. • Aim - to attract the best applicants and exclude any that are not suitable

3. Recruitment • Recruitment is job centred: • Questions to ask before starting the process • Should the job continue in its present form? • Is it needed at all? • Can the work be redistributed • Does this job add value or assist the organisation to achieve its objectives

4. Recruitment Process • Determine the vacancy • External • Do we buy in skills, knowledge, ability? • Internal • grow our own inside the organisation?

5. Recruitment Process Internal vs External • Before any decision is made to recruit new staff, the experience and qualifications of current staff need to be considered • Vacancies should be advertised on staff noticeboards before going outside

6. Recruitment Process Benefits of internal recruitment : • Saves on cost of recruitment and selection • Builds staff morale • Reduces costs of induction and training • Allows for succession planning • Selection is based on actual performance assessment of current staff • Provides career paths for employees Taken from: Building Quality Service by Lynn Van der Wagen (pg65)

7. Recruitment Benefits of external recruitment : • Brings in new skills • Encourages competition • Gives the organisation exposure in employment market • Brings in applicants with current knowledge and qualifications Taken from: Building Quality Service by Lynn Van der Wagen (pg65)

8. Recruitment Process • Advertise the vacancy • National press • Local press • Recruitment agencies • Radio • Internet • Internal methods • Educational sources http://jobs.search4.co.nz/job/view/2n6q4v/search/o/education-training/3/

9. Recruitment • If you are too detailed in the specifications –not enough people will apply; and if you are too general, too many will apply • Important to choose people who will mix/blend in well and compliment the skills of the existing team • http://www.jobsearch.co.uk/show_job.cgi?j=4814049&c=7&o=219&cat=39

10. Selection Process • Want candidates who have: • Skills • Knowledge • Correct attributes • Good fit to the organisation • Bilateral Process • Candidates are more assertive in choosing organisations they want to work for

11. Selection Process • Job Analysis • Job description • Person profile • Job context

12. Selection Criteria • Job descriptions • Person specifications What is the difference between the two of these?

13. Selection Criteria • Job description – the role of the person, duties and responsibilities of the individual and of the job • Full or part-time • Fixed, casual, permanent contract

14. Selection Criteria • Person specification – the skills, experience and knowledge necessary to perform the job • http://www.ers.dol.govt.nz/publications/pdfs/checklist_personal_profile.pdf

15. Selection Criteria • Job Context • This is the situational and supporting information regarding the job • Work climate (safety) • Reporting relationships • Unspoken rules • Budgetary information and incentives • eg. The job context for someone working in front-line tourism may state that the position could be associated with complaints, time pressure, stress, unpredictable work hours

16. Selection Process • Selection devices: • Psychological, aptitude or ability testing • Medical examinations • Reference check • Academic achievement • Selection interview • Training and experience

17. References • Wagen Der Van, Lynn. (1994) Building Quality Service – with competency-based human resource management. Butterworth-Heinemann, Australia.