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The Recruitment and Selection of Travel and Tourism Staff

The Recruitment and Selection of Travel and Tourism Staff. Human Resource Management -Session 4 Suhel Khan. Aims. By the end of the session students will be able to: 1) Understand the processes around recruitment and selection

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The Recruitment and Selection of Travel and Tourism Staff

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  1. The Recruitment and Selection of Travel and Tourism Staff Human Resource Management -Session 4 Suhel Khan

  2. Aims By the end of the session students will be able to: 1) Understand the processes around recruitment and selection 2)  Handle competently the recruitment and selection process 3) Conduct a selection interview

  3. Recruitment • Where will you advertise? • Are there any internal options? • What is the likely pool of skilled individuals? • How many people do you want too see? • Are the salary and benefits in line with expectations. • Will you advertise before the current post holder leaves?

  4. Do Focus on the needs of the job Consider all the options Use only objective measures Ask open questions Don’t Be swayed by appearance Worry about if they’ll fit in Include additional criteria Ask about hobbies private life etc. Some Do’s and Don’ts

  5. Recruitment What is Recruitment? What is Procurement? The Difference Between Recruitment and Selection and Placement. Why Recruitment is more important for an organization? How not to recruit employees in the organization? General Factors affecting Recruitment:

  6. What is Recruitment? • Recruitment is the process used to attract individuals to become employees in an organisation. • The aim is to attract the right people in sufficient numbers and at a cost-effective price. • The starting point for induction. • Major factor in the company’s image.

  7. The sources of Recruitment Internal Sources 1. Transfers 2. Promotions External Sources 1. Press Advertisements 2. Educational Institutions 3.Placement Agencies 4.Employment Exchanges 5.Labour Contractors 6.Unsolicited Applicants 7.Recommendations 8.Recruitment at Factory gate 9. Online

  8. Recruitment Process Steps in Recruitment Process: 1. Requisitions for recruitment from other department 2. Locating and Developing the sources of Required number and type of employees 3. Identifying the prospective employees with required characteristics 4. Communicating the information about the organization, the job and the terms of conditions of service. 5. Encourage the identified candidates to apply for jobs In the organization. 6. Evaluating the effectiveness of recruitment process.

  9. Legal Aspects • In the UK it is illegal to discriminate on the basis of sex, race or disability • Indeed the law encourages positive action on disabled candidates • New laws will extend this to age • Discrimination can be direct or indirect

  10. What is Selection? • Getting the right individual(s) from the recruitment process • First stage shortlist from applications against the job description and person specification • Consider the use of appropriate tests • Use and interview for the final selection • Chose the best candidate on merit only • Make the formal job offer

  11. What is Selection? Selection is the process of choosing the most suitable persons out of all the applicants. Selection is a process of matching the qualifications of applicants with the job requirements. It is the process of weeding out unsuitable candidates and finally identify the most suitable candidate. The purpose of Selection is to pick up the right person for every job. Selection is negative process as it rejects a large number of unsuitable applicants from the pool.

  12. Prepare for a Selection Interview • Decide how many will be on the panel • Prepare a list of questions making sure you cover the criteria • Find a venue – this will set the tone • Invite the candidates • Prepare a timetable • Agree when you will announce the decision

  13. Methods of Selection (a) Tests: 1. Aptitude Tests: Mental or Intelligence test Mechanical test Psycho-motor test 2. Achievement Tests: - Job Knowledge test - Work sample test 3. Personality Tests: Objective test Projective test Situation test 4. Interest Tests: Continued…

  14. Methods of Selection (continued) (b) Interviews Informal Interview Formal Interview Patterned or Structured Interview Non-Directed or Unstructured Interview Depth Interview Group Interview Stress Interview Panel or Board Interview

  15. Selection Process… 1. Preliminary Interview 2. Application Blank 3. Selection Test 4. Employment Interview 5.Medical Examination 6.Reference Checks 7. Final Approval

  16. Your Experiences • What happened when you first joined your organisation? • What aspects made you feel positive about the company? • What aspects gave rise to doubts? • Did the job meet your expectations?

  17. Conduct a Selection Interview • So now we will role play a series of selection interviews • Observers will assess against the selection criteria

  18. How Did It Go? • So lets reflect on the exercise and consider • Was the interview fair? • Did the candidate do most of the talking? • Was the outcome bases of the evidence? • How well did they assess the ability to do the job? • What would you do differently?

  19. Summary • Recruitment is a key process • Good selection means better retention • Ensure the process is fair and legal • Think of it as an investment

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