Impact of Organizational Image on Recruitment

This assignment examines the crucial role that organizational image plays in successful recruitment. It delves into how factors like reputation, employer branding, and perceived values shape candidate perceptions and ultimately influence their decision to apply for positions within a company. The analysis considers various theoretical frameworks and empirical evidence to demonstrate the significant impact of organizational image on attracting and securing top talent.

RUNNING HEAD: HUMAN RESOURCE MANAGMNET (RECRUITMENT AND SELECTION)
HUMAN RESOURCE MANAGMNET
RECRUITMENT AND SELECTION STRATEGY OF INTERNATIONAL HOTEL GROUP

RECRUITMENT AND SELECTION STRATEGY OF INTERNATIONAL HOTEL GROUP 1
Executive summary:
Human resource management is the essential part of any organization, without HRM
organization cannot progress and HR is the main part of the human resource management.
Recruitment and selection is the main criteria of any organization to select the candidate for the
desired position. In this case study the main focus on the recruitment and selection criteria for
“The International Hotel Group”. The main objectives of the hotel group is to improve the hotel
quality services and the feedback of the customer. Over the hotel group network, Hotel gathering
will actualize of plan methodology for consistency of experience. To refresh showcasing
approach, Hotel will build up an advertising design and will directly applied on it. By building
up the reliability methodology, the regular client base are becoming up more solid.

RECRUITMENT AND SELECTION STRATEGY OF INTERNATIONAL HOTEL GROUP 2
Contents
Introduction:....................................................................................................................................1
Workforce diversity at the workplace:............................................................................................2
The process of the recruitment:.......................................................................................................2
The process of the Selection:...........................................................................................................3
Process of Introduction:...................................................................................................................4
Action Plan of the Hotel Group:......................................................................................................4
Recruitment Process:....................................................................................................................4
Selection process:.........................................................................................................................5
Introduction process:....................................................................................................................6
Recruitment and Selection policies:................................................................................................6
Evaluation of the procedure of recruitment and selection...............................................................6
Future Recommendation:.................................................................................................................7
Conclusion:......................................................................................................................................7
References:......................................................................................................................................8

RECRUITMENT AND SELECTION STRATEGY OF INTERNATIONAL HOTEL GROUP 3
Introduction:
This hotel group started their business with two small style hotel which is situated in
Australia. Over a time of 15 years, it has developed to now include a chain of 20 hotel crosswise
over 5 unique nations in the Australasian region. In each association labor arranging and endorse
spending the fundamental criteria for recruitment and choice of competitors. For this
organization selection criteria is exceptionally straightforward regarding choosing perfect
individual candidates. The international hotel Group have now utilized 1000 staff in full time,
low maintenance and easygoing positions (Hussain, et al., 2016). The Head Office, situated in
Melbourne, houses the administration group for the gathering. In every organization recruiting
manager first need to discuss the requirements and vacant position in organization, and
recruitment and selection procedure for the new employee. In hotel group, the post of the
customer service manager will be free soon. So the strategy of the hotel group is to hire some
experienced and qualified candidates for the desired position. The hotel group is thinking to
expand their business because of the demand of the hotel group clients. The procedure of
recruitment and selection in the hotel group is the composition of the workforce diversity and
transparent recruitment process.
Workforce diversity at the workplace:
 The term workforce diversity introduces the diversity in organization in form of age,
gender, culture of the employees. The workforce diversity in workplace builds a
competitive and a strong environment among the employees in the hotel group. The
diversity in the organization helps to employee to interact and communicate with each
another, this will help the employee to enhance their communication skills, exchanging
the ideas, thoughts, and their experience (Kulik, et al., 2014). This technique helps the
hotel group to build a responsible environment among the employees. The workforce
diversity helps the employee to show their hidden talent and also beneficial in the growth
of hotel group. The benefits of workforce diversity in hotel group:
 Introduce the perception and ideas of the employees (Cromheecke, et al., 2014).

RECRUITMENT AND SELECTION STRATEGY OF INTERNATIONAL HOTEL GROUP 4
 Equality in candidates
 Fairness decision with employees in the hotel group
 It helps to remove all kind of diversity as such age, gender, culture among
the employee.
 Employee work with more enthusiastically.
 All candidates work in team try to achieve the target on time in the hotel
group.
 Workforce diversity helps to create more productive atmosphere in the
hotel group (Carpenter, 2014)
Procedure of the recruitment, selection and introduction of the candidate in hotel group:

RECRUITMENT AND SELECTION STRATEGY OF INTERNATIONAL HOTEL GROUP 5
The process of the recruitment:
Now a days every employee wants to work with a brand organization for the growth of
themselves. The international hotel group is an organization, which is the part of international
hotel chains. These hotels are situated in most of the country. For the vacant position of the
customer service manager, the management of the hotel group announced the vacancy on their
official websites (Sivertzen, et al., 2013). The hotel group also give the opportunities to their
internal employee to upgrade the position. And a desired candidates could apply easily for the
vacant position via the filling job form from the website or via he can do walk in to the hotel
group office directly. And the capable candidate will get select for the desired position. This
technique of the recruitment consume the time and money, this recruitment technique also gives
the candidate to show their hidden talent and boost up their skills and confidence. The
management team of the hotel group also have the right that, they can select the candidate
without taking any interview or other selection procedure according to his or her performance
criteria. The nominated candidate will be announced by the team leaders for the desired job
position, this procedure comes under the internal job recruitment of the hotel employee
(Sivertzen, et al., 2013).
There are two procedure of the recruitment which is internal and external (Bock, et al., 2014). In
the external procedure, the hotel group need to expand the big amount of money in the
promotions as such advertisement, posters, announcement for the vacant positions in the
organization, to hire the desired candidate for the multiple vacant position. In the colleges and
universities, the procedure of the placement for the students are been done by walk in or write in.
these procedure of recruitment are known as the external recruitment too. To select the
appropriate candidate for the desired position, colleges pasted a notice on the websites, city
walks to attract the huge number of candidates.
The process of the Selection:

RECRUITMENT AND SELECTION STRATEGY OF INTERNATIONAL HOTEL GROUP 6
The whole procedure of the selection and recruitment is done by the HR team and senior
management team to select the capable candidate for the desired position. This procedure is help
to improve the growth of hotel group. In the selection procedure, there are two methods are used
to select the capable candidate, in the first approach HR team examine the behavior of the
candidates, disciplinary action, the adjustability to settle in the new environment of the hotel
group. This all are help to settle down the candidates in the new environment and to showcase
their skills and talent for the desired position his/her selection is been done (Garnero, et al.,
2014). The candidate who is selected for the desired position, he should fit in the organization
environment. The other approach of the selection is based on the job requirement of the
organization. The selected candidate perform adequately for which he is select. To perform these
two methods of selection the HR team of the hotel group made many steps including personal
interview, aptitude test, and group discussion round. The main focus of the HR team, is to select
the candidate who is easily fulfilling the requirement of both approaches. The hotel group will
select an appropriate and skilled candidate for the vacant position in the hotel. The last
discussion has been done by the senior managers of the management that which candidates are
been selected (Jonsen, et al., 2013).
Process of Introduction:
The selected candidates have been welcomed by the HR manager of the company. The
responsibility of the HR is to introduce the new candidates to every one in the company. The HR
manager will tell the new candidates about the company and their job responsibilities. The HR
manager performs the role of the mediator between the candidate and the company. The Hr
manager will provide the things as such uniforms, I’d cards to the new staff of the hotel group.
And he will explain the work procedure of the hotel to the newly recruited staff.
Action Plan of the Hotel Group:
Action plan of any organization include the all three methods Recruitment, selection and
introduction of the candidates (Chaneta, 2014):
Recruitment Process:

RECRUITMENT AND SELECTION STRATEGY OF INTERNATIONAL HOTEL GROUP 7
Approval from Senior manager  Write the position
description in details
 The senior manager
will decide that whether approval to
recruit is given or not.
Strategy of Recruitment process  Senior manager will
discuss the sourcing strategy with line
manager.
 HR team will arrange
the proper promotion which may
include: advertising by Internal,
external, sourcing, newspaper, trade
publications, and use of recruitment
consultancy (Liu, et al., 2017).
Use of Recruitment consultancy or
outsourcing
 Senior manager with
line manager will decide that external
recruitment agencies is required or
not.
Selection process:
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.

RECRUITMENT AND SELECTION STRATEGY OF INTERNATIONAL HOTEL GROUP 8
Documentation  Selection panel must
submit all the 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.
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
(Sirianni, et al., 2013).
Introduction process:
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 (Bellou, et
al., 2015).
 Issuing the required
uniform.
Recruitment and Selection policies:
The strategy of the hotel group includes May factors as such benchmarks, standards,
regulations, terms and conditions, policies, which develop the smoothing working environment
in the hotel group. These all factors should be followed by the HR team to get the targets, goals

RECRUITMENT AND SELECTION STRATEGY OF INTERNATIONAL HOTEL GROUP 9
with the help of the employee. In every organization, they have their own strategies to get the
targets and for better results and to perform all the activities in a proper manner with hotel staff.
These policies measure the terms and conditions of the hotel group. While performing the
procedure of selection and recruitment process the HR manager should be very fair with
everyone, they should not hire the candidates for their benefits, or on the basis of the diversity
(Shackleton, 2015).
Evaluation of the procedure of recruitment and
selection:
Selection and recruitment are the methods through which any organization identifies the
recruitments and appointments of the capable employee to get the specific goal in the market. By
this process, employee work very enthusiastically which help the organization to achieve the
heights of success (McGraw, 2013). Every HR manager should select the capable candidate
which is suitable for the desired post and fit easily in the environment of the organization. The
advertisement of the vacant position by the hotel group should not be done to get the bulk of the
candidates it should be done for to get experienced and an appropriate candidate who fulfill the
job requirements. HR will do his duty in a fair manner if the management of the hotel group has
all control of all activities.
Future Recommendation:
The future plans of the international hotel group is to expand their organization into new
area, as such possibly comforting landmass, New Zealand, and Indonesia/Malaysia (Theurer, et
al., 2016). The Primary expansion will be in New Zealand in the next coming 12 months. By
giving the valuable services the international hotel group is planning for conference facilities in
hotel for small conferences.
Conclusion:
In every organization, the HR manager, and senior managers have the responsibility to
select the appropriate candidate for the desired position. The candidate should fulfill the
requirement of the job position. Every organization selects the candidate with a specific

RECRUITMENT AND SELECTION STRATEGY OF INTERNATIONAL HOTEL GROUP
10
procedure. Which include recruitment and selection of the candidate’s, so that every eligible
candidate can get the desired job post.
References:
Bock, D. E., Poole, S. M., & Joseph, M. (2014). Does branding impact student recruitment: a
critical evaluation. Journal of Marketing for Higher Education, 24(1), 11-21.
Carpenter, D. (2014). Reputation and power: organizational image and pharmaceutical
regulation at the FDA. Princeton University Press.
Chaneta, I. (2014). Recruitment and Selection. International Journal of Management, IT and
Engineering, 4(2), 289.
Cromheecke, S., Van Hoye, G., & Lievens, F. (2014). Beyond intention: organizational image
and job advertisements as predictors of application decisions. In 74th Annual Meeting of the
Academy of Management.
Garnero, A., Kampelmann, S., & Rycx, F. (2014). The heterogeneous effects of workforce
diversity on productivity, wages, and profits. Industrial Relations: A Journal of Economy and
Society, 53(3), 430-477.

RECRUITMENT AND SELECTION STRATEGY OF INTERNATIONAL HOTEL GROUP
11
Hussain, I. A., Ishak, N. A., Daud, N., & Yunus, N. (2016). Impact of Organizational Image in
Determining the Level of Engagement Among Commercial Banks’ Employees. In Proceedings of
the 1st AAGBS International Conference on Business Management 2014 (AiCoBM 2014) (pp.
117-126). Springer, Singapore.
Jonsen, K., Tatli, A., Özbilgin, M. F., & Bell, M. P. (2013). The tragedy of the uncommons:
Reframing workforce diversity. Human Relations, 66(2), 271-294.
McGraw, P. (2013). Recruitment and selection. na, 205.
Shackleton, V. (2015). Recruitment and Selection. Elements of Applied Psychology, 153.
Kulik, C. T., Ryan, S., Harper, S., & George, G. (2014). Aging populations and
management. Academy of Management Journal, 57(4), 929-935.
Schröder, H., Muller‐Camen, M., & Flynn, M. (2014). The management of an ageing workforce:
organisational policies in Germany and Britain. Human Resource Management Journal, 24(4), 394-
409.
Liu, G., Ko, W. W., & Chapleo, C. (2017). Managing employee attention and internal
branding. Journal of Business Research, 79, 1-11.
Theurer, C. P., Tumasjan, A., Welpe, I. M., & Lievens, F. (2016). Employer Branding: A Brand
Equity‐based Literature Review and Research Agenda. International Journal of Management
Reviews.
Bellou, V., Chaniotakis, I., Kehagias, I., & Rigopoulou, I. (2015). Employer Brand of Choice: an
employee perspective. Journal of Business Economics and Management, 16(6), 1201-1215.
Sirianni, N. J., Bitner, M. J., Brown, S. W., & Mandel, N. (2013). Branded service encounters:
Strategically aligning employee behavior with the brand positioning. Journal of Marketing, 77(6),
108-123.
Sivertzen, A. M., Nilsen, E. R., & Olafsen, A. H. (2013). Employer branding: employer
attractiveness and the use of social media. Journal of Product & Brand Management, 22(7), 473-483.