Hotel Recruitment and Selection Strategies

The assignment examines the recruitment and selection practices of a hypothetical hotel group. It highlights the company's expansion plans into New Zealand and Malaysia, emphasizing the need to recruit qualified individuals who align with the hotel group's objectives. The analysis delves into the significance of advertising vacancies effectively to attract suitable candidates. Additionally, it discusses the importance of aligning candidate selection with both job requirements and the overall goals of the hotel group.

RUNNING HEAD: CASE STUDY OF THE INTERNATIONAL HOTEL GROUP
tHE INTERNATIONAL HOTEL GROUP (CASE STUDY)
tHE INTERNATIONAL HOTEL GROUP
MELBOURNE, AUSTRALIA

CASE STUDY OF THE INTERNATIONAL HOTEL GROUP
Contents
Abstract:......................................................................................................................................................1
Business Objectives:....................................................................................................................................1
Introduction (Discussion with senior manager):..........................................................................................1
Work force Diversity:..................................................................................................................................2
Procedure of Recruitment, Selection and Introduction:...............................................................................2
Recruitment:............................................................................................................................................2
Selection:.................................................................................................................................................3
Introduction:............................................................................................................................................3
Action Plan Development:...........................................................................................................................4
Recruitment:............................................................................................................................................4
Selection:.................................................................................................................................................4
Introduction:............................................................................................................................................5
Recruitment and Selection policies:............................................................................................................5
Evaluation of Recruitment and Selection Procedure....................................................................................6
Future recommendation:..............................................................................................................................6
Conclusion:.................................................................................................................................................6
References:..................................................................................................................................................8

CASE STUDY OF THE INTERNATIONAL HOTEL GROUP
Abstract:
An organization cannot progress in all direction without human resource management because
HR is the important assets of the management. For any organization to select the right person in
right place, recruitment and selection is the main criteria. Every organization should have its own
policies of recruitments. In this case study the selection and recruitment issue for “The
International Hotel Group” have been focused. The International Hotel Group started business
with two small boutique style hotels in Melbourne, Australia. Over a period of 15 years it has
grown to now comprise a chain of 20 hotels across 5 different countries in the Australasian
region. In every organization manpower planning and approve budget re the main criteria for
recruitment and selection of candidates. For this hotel group the selection criteria is very
transparent in terms of selecting right person. The hotel Group have now employs 1000 staff in
full time, part time and casual positions. The Head Office, located in Melbourne, houses the
management team for the group.
Business Objectives:
The Business objectives of “The International hotel Group” will focus on the improvement of the
quality services and hotel experience of customer and their feedback. Across the hotel chain,
Hotel group will implement of design strategy for consistency of experience. To update
marketing approach, Hotel will develop a marketing plan and will direct implement on it. By
developing the loyalty strategy, the regular customer base are becoming more strong.
Introduction (Discussion with senior manager):
Being the Recruitment manager you need to discuss first about the requirements of the company,
and recruitment and selection process for new candidates as well. Because the post of customer
service manager will vacant soon in the hotel. Strategy of The Hotel Group, they hire some
experienced and talented candidates for their hotel staff (Liu, et al., 2010). Expansion of the hotel
group is due to the demand of existing clients of hotel. Recruitment and selection of the hotel
group composition of the method of selection candidate, workforce diversity, and recruitment
process. Being the recruitment manager you can suggest many methods of selection as such:
Internal, external and approaching to consultancy firms for the student’s database, placement in
universities. Recruitment practice always follows as per the requirement of management.

CASE STUDY OF THE INTERNATIONAL HOTEL GROUP
Work force Diversity:
The term diversity itself introduce to build a strong and more competitive hotel group in the hotel
market. In the hotel group male and female works together. The diversity in hotel group force to
people to interact and communicate with each other it helps them to enhance their skills and
exchange the new ideas thoughts as well. It also makes hotel group more responsible. By the
broader group of people talents, cultures, and ideas of people are very helpful in growth of
organization. We can say in short diversity in workplace:
 Introduce the perspective of people as well new ideas.
 Equality in employees.
 Fairness within an organization.
 Remove the all type of differences among the employee and force them work for
company.
 All employee work in team with equal contribution.
 Diversity creates more productive environment.
Procedure of Recruitment, Selection and Introduction:
Recruitment:
Every candidate wants to work with “The International Hotel Group” for gearing up their growth
opportunities. And in terms of hotel group, they also want to recruit the appropriate staff for the
desired position and for the growth of the Hotel Group (Lin, 2010).
HR Team along with the senior management of the organization adopts necessary methods for
the selection of the candidates internally and externally. For selection of internal employees for
the upgraded job positions, HR team should announces the vacancies on the official website and
desired candidates could apply for the same position and as per their capability, person will be
selected. This method for recruitment saves the cost as well as it also motivates the employees to
showcase their talent and skills that will boost up the performance of the organization. HR team
could also select the particular person for the required position without any interview by just
reviewing his/her capabilities along with their performance criteria. Nominations given by the
team leaders for the promotion for upgraded job positions of their talented team members could
also be used as the selection process in internal job recruitment.

CASE STUDY OF THE INTERNATIONAL HOTEL GROUP
In terms of external recruitment process, Hotel group will need to pay huge amount on the
advertisement for the job vacancies for hiring an adequate candidate or for a group of candidates
for multiple positions. Walk in and write in method of recruitment, recruitment through
placements conducted in colleges, universities, etc. could also be used for the external
recruitment (Leslie, et al., 2015). In walk in methods, a notice is pasted on the website of the
organization and in famous newspaper brands to attract much number of candidates to select the
appropriate candidate for the job.
Selection:
HR team and senior management is responsible for selecting the candidates for the required
positions for the betterment and for growth of the hotel group. In The hotel group selection
process, mainly two approaches are used for selecting the appropriate candidate. In the first
approach, HR team analyzes the behavior of the candidate, disciplinary actions, adjustability to
settle down in the new environment (Kenny, 2011). These all are terms in relevance to the
organizational point of view so that selected candidate could settle down and showcase its skills
and talent for the potion his/her selection is done. Person selected for the desired positions should
be organizational fit in nature. Whereas the other approach of selection defines the selection of
the employees on the basis of requirement of the job only. Person selected should be job-fitted or
he/she should be suitable for performing adequately for which his/her selection was done. For
performing those two approaches of the selection, HR team conduct various steps of selection
process i.e. personal interview, aptitude test, group discussion, etc. And HR team of the hotel
team mostly concentrates on recruiting the candidates who can be fitted in both approaches of
selection. Selection of the candidates from the inside or from the outside of the hotel group is
crucial in terms for selecting appropriate candidate for the desired vacant position. This process
helps the hotel group to attain better results as vacant position is filled with the experienced and
skilled candidate (Lane, et al., 2015). The hotel group HR team and senior management uses
these selection methods together to attain the appropriate results for the organization.
Introduction:
The Recruitment manager will welcome the selected candidates with relevant documents as
such: offer letter, appointment letter etc. The HR manager will tell about the all job
responsibilities to the candidates (Ho, et al., 2010). Manger will work as the mediator between

CASE STUDY OF THE INTERNATIONAL HOTEL GROUP
new candidates and senior hotel staff, HR manager will help to new candidates the interact with
old hotel staff . HR will provide all the required things as such uniform, files, equipment’s to the
candidate, and also will explain the work procedure of the hotel staff (Hitt, et al., 2012).
Action Plan Development:
Action plan include the all three procedure Recruitment, Selection, and Induction process.
Recruitment:
Approval for recruitment from Senior
manager
 Write the position description.
 The senior management will decide
that whether approval to recruit is
given or not.
Strategy of Recruitment  Senior management will discuss the
sourcing strategy with line manager.
 It will arrange the proper advertising
which may include: advertising by
Internal, external, online, newspaper,
trade publications, and use of
recruitment agencies.
Use of Recruitment Agencies  Senior management with line manager
will decide that external recruitment
agencies is required or not.
Selection:
Selection process  Panel of selection should be consist
between 2 or 4 people.
 At least one panel member must be
from the senior management.
 All interviews should be conducted in
fair manner.
Documentation  Selection panel must submit all the

CASE STUDY OF THE INTERNATIONAL HOTEL GROUP
documents related to selection and
recruitment as such resumes, mark
sheets, references etc.
Checking of references  Telephone interview should conduct
by the line manager to offer
employment (Kumari, 2012).
Selection of Candidates  Rejection letter for unsuccessful
candidate should not be send with
short listed candidates.
 Salary discussion will be determined
by the senior manager.
Introduction:
Organization orientation  New candidates will welcomed by HR
and team with the employment
document
Introduction by Line Manger  Introduction about the all staff
members.
 Explanation of work and probation
requirement.
 Issuing the required uniform.
Recruitment and Selection policies:
Strategic management of the hotel group includes the benchmarks, standards, rules, regulations,
policies, etc. developed for the smooth working of the hotel group. These all should be followed
in the activities of the hotel group and with the help of these benchmarks, set targets, goals could

CASE STUDY OF THE INTERNATIONAL HOTEL GROUP
be achieved. In hotel group, strategic system is developed for achieving better results and for
performing all the activities in adequate manner (Freeman, 2010). These philosophies, policies,
measures, rules and regulations. While performing recruitment and selection processes, in the
hotel group, HR manager should not leave any formality and mainly he/she should not hire any
candidate for their personal benefits. While selecting any candidate, organization’s benefit
should be reviewed first because for performing these selection and recruitment procedures, they
are getting paid very well.
Evaluation of Recruitment and Selection Procedure:
These are the methods through which every organization including identifies its requirements
and appoints the desired candidates to achieve certain targets in the market. Through this
process, Employees and their hard work have helped the Hotel Group to achieve these heights.
Recruitment and selection process should concentrate on selecting the appropriate candidates
that is suitable for the job requirements (Kim, 2011). Job advertisement, promotion of the vacant
seats in the hotel group should not be done to gain the more number of applicants, infect it
should be done to gain the appropriate number of candidates for the suitability of the job position
of customer service manager, this will make difficult for HR team to select an appropriate person
in terms of organizational as well as from the job requirements (Donnelly, 2013).
If management and administration has control over every activity of the organization then HR
team needs to perform their duties in fair manner otherwise HR team could hire employees for
their benefits.
Future recommendation:
The future plans of the international hotel group is to expansion their business into new region,
as such possibly pacific island, New Zealand, and Indonesia/Malaysia. Primary expansion will
be in New Zealand in the next 12 months. By adding the value services the hotel group is
planning for conference facilities in hotel for small and medium conferences.

CASE STUDY OF THE INTERNATIONAL HOTEL GROUP
Conclusion:
HR manager and Senior management believes in selecting adequate and appropriate candidates
which suits the job’s description as well as they should also suit the hotel group objectives also
(Arlot & Celisse ., 2010). HR manager should perform all the relevant activities to advertise
regarding the vacancies in the hotel group, so that desired and adequate candidate could not get
chance due to non-advertisement about the job.

CASE STUDY OF THE INTERNATIONAL HOTEL GROUP
References:
Arlot, S., & Celisse, A. (2010). A survey of cross-validation procedures for model selection.
Statistics surveys, vol. 4, pp. 40-79.
Donnelly, J. (2013). Universal human rights in theory and practice. Cornell University Press.
Freeman, R. E. (2010). Strategic management: A stakeholder approach. Cambridge University
Press.
Hitt, M. A., Ireland, R. D., & Hoskisson, R. E. (2012). Strategic management cases:
competitiveness and globalization. Cengage Learning.
Ho, W., Xu, X., & Dey, P. K. (2010). Multi-criteria decision making approaches for supplier
evaluation and selection: A literature review. European Journal of operational research, vol.
202(1), pp. 16-24.
Kenny, M. (2011). Gender and institutions of political recruitment: candidate selection in post-
devolution Scotland. In Gender, Politics and Institutions. Palgrave Macmillan UK. pp. 21-41.
Kim, S. (2011). Sociocultural analysis of the commodification of ethnic media and Asian
consumers in Canada. International Journal of Communication, vol. 5. pp. 19.
Kumari, N. (2012). A Study of the Recruitment and Selection process: SMC Global. Industrial
Engineering Letters, vol. 2 (1), pp. 34-43.
Lane, T. S., Armin, J., & Gordon, J. S. (2015). Online recruitment methods for web-based and
mobile health studies: a review of the literature. Journal of medical Internet research, vol. 17 (7).
Leslie, E., Magarey, A., Olds, T., Ratcliffe, J., Jones, M., & Cobiac, L. (2015). Community-
based obesity prevention in Australia: background, methods and recruitment outcomes for the
evaluation of the effectiveness of OPAL (Obesity Prevention and Lifestyle. Adv Pediatr Res, vol.
2 (23).

CASE STUDY OF THE INTERNATIONAL HOTEL GROUP
Lin, H. T. (2010). Personnel selection using analytic network process and fuzzy data
envelopment analysis approaches. Computers & Industrial Engineering, vol. 59 (4), pp. 937-944.
Liu, J. T., TSOU, M. W., & Wang, P. (2010). Workforce composition and firm productivity:
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