Chapter 3

Recruitment and Selection

Procedures
Supervision in the Hospitality Industry
Fourth Edition
(250T or 250)

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 Competencies for
Recruitment and Selection
Procedures
1. Describe how supervisors work with the human
resources department to recruit new employees.
2. Explain how supervisors can make open
positions easier to fill.
3. Identify the advantages and disadvantages of
internal recruiting.

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 Competencies for
Recruitment and Selection
Procedures
(continued)

4. Identify the benefits and drawbacks of external

recruiting.
5. Describe what supervisors should do before,
during, and after interviewing applicants.
6. Explain how supervisors can contribute to
human resources planning.
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 Line and Staff Departments
Line Departments—provide services or
products directly to guests:
• Front Office
• Food and Beverage

Staff Departments—provide services or

products to line departments.
• Human Resources
• Accounting

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 Duties of Human Resources Staff
• Recruit applicants
• Screen applicants
• Establish employee’s record
• Help develop the orientation/training
program

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 Job Descriptions/Job Specifications
Recruitment Tools
Job Description: For a specific job,
a written summary of:
• Duties
• Responsibilities
• Working conditions
• Activities

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 Job Descriptions/Job Specifications
(continued)

Job Specification: To adequately perform

a specific job a summary of critical:
• Knowledge
• Skills
• Abilities
• Experience

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 Alternative Schedules
• Flex-time—allowing employees to vary their times
of arrival and departure
• Job Sharing—allowing two or more part-time
employees to assume responsibilities of one full-
time job
• Compressed Scheduling—allowing employees to
work the equivalent of a standard workweek in less
than the usual five days

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 Internal Recruiting—Advantages
• Improves morale of promoted employee
• Improves morale of other staff members
• Managers can better assess the abilities of
internal recruits
• Successions help reinforce a company’s
internal career ladder
• Lower costs than external recruiting
• Reduces training costs

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 Internal Recruiting—Disadvantages
• Promotes inbreeding
• Lower morale for those skipped over for
promotions
• Skipped over staff may feel favoritism exists
• Filling a gap in one department may create a
more critical gap in another

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 Implementing Internal Recruiting
• Develop a career ladder
• Inventory employees’ skills
• Cross train employees
• Post job openings

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 External Recruiting—Advantages
• Brings new talent, new ideas into a company
• Enables recruiter to find out about
competing companies
• Reinforces positive aspects of a company
• Avoids “politics” of internal recruiting
• Serves as a form of advertising

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External Recruiting—Disadvantages
• Difficult to find a good fit with company’s culture
• May create morale problems if no opportunities
for current staff
• Orientation takes longer
• Lowers productivity in the short run
• Conflicts with internal and external recruits

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 Implementing External Recruiting
• Friends/relatives of current employees
• Educational work-study programs
• Networking

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 Open-Ended Questions
Prompt applicants to answer with more than
just “yes” or “no” responses:
• “What do you dislike about your current job?”
• “Can you describe the best boss you’ve had?”
• “How would your co-workers describe you?”
• “What was the worst thing that happened to
you at work? How did you handle it?”
• “What do you want to be doing three years
from now?”
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 Closed Questions
Prompt applicants to answer with short “yes”
or “no” responses:
• “Do you like your current job?”
• “When did you graduate?”
• “How long have you lived in this city?”
• “Who suggested that you apply for this
position?”

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 Categories to Avoid
When interviewing job applicants, avoid asking
questions about:
• Birthplace, age, religion
• Race, creed, color
• Height, weight
• Marital status
• National origin
• Arrest records

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