Role of recruitment function within medium organizations in hotel industry in London

This presentation discusses the role of recruitment function within medium organizations in the hotel industry in London. It explores the challenges faced by the industry while recruiting candidates and provides tips for recruitment in the hospitality industry. The presentation also emphasizes the need for rebuilding the brand of the hotel industry to attract skilled candidates.

ACADEMIC SKILLS

TABLE OF CONTENT
 Introduction
 MAIN BODY
 CONCLUSION
 REFERENCES

INTRODUCTION
 The Hotel industry is turning out to be one of the most
leading industries which contributes 10 per cent of share in
GDP.
 The reason behind the growth of the industry is because in
the recent years many companies have adapted changes to
cope up with the environment. Even when they are facing
competition on a huge level then also this industry is the one
which is contributing the most in the global market share

Role of recruitment function within medium
organizations in hotel industry in London
 People from different countries who belong to different regions are looking to make a career
in this industry. It is difficult for them as there are many people who want to join this
industry which increases the factor of competition.
 It is the key aspect in the list of achievement of these industries as they all participate in the
activities of internationalization which is considered to be as important issue for the
intellectuals.
 The graph of the employment in this industry has been affected because of the economic
disorder on the global level. The complexity and fragmentation of this sector is
notwithstanding the diversity. Upgrading the level of training in this requires a huge amount
of practice and education in this industry.

CONTINUE
 Recruitment of staff is done on the basis of their attitude and the
characteristics of behavior.
 In the process of selection hotel look over many types of
assessments such as to evaluate their value for work, their
personality and skills which are related to interpersonal factors.
 Apart from this they look for the abilities of problem solving
and the potential of employees so that they can check if or not
they are able to assess the orientation of service.

CONTINUE
 Sometimes they use the scheme of empowerment to
support their team. Many employees spread their
views and provide consultation to the people who are
looking to make a career in this field.
 Many hotels held the survey annually so that they can
evaluate their performance and check their attitude
towards work. In this industry they are appraised on
the basis of their performance and on yearly basis.
 Employees in the hotel were also encouraged by a
labor market which was internally strong. They had to
do this so that they can provide appropriate service to
the customers.

Challenges faced by industry while recruiting
the candidates
 Finding Candidates-
 Hotel needs to hire the eligible candidates such as manager or receptionist, chef or
waiter. It is very difficult to hire suitable candidates in the hotel as it requires skills to
cope up with the requirement of the job.
 It is estimated that these industries by the year 2022 requires the staff of 993,000 with
870,000 to be replaced with the staff which is already existing.

Tips for recruitment in the hospitality
industry
 Build the Brand-
 It is essential for hotels to build their
reputation in the market in order to attract the
eligible candidates.
 Highlight the value proposition-
 This aspect includes advancement in career,
benefits to employees and offering a good
work environment with great culture.

CONCLUSION
 From the above studies it has been concluded that hotel industry needs to rebuild their
brand and remove the stereotype so that they can attract more candidates which possess
skills and can do quality work for the hotel.
 Task one highlights the challenges the medium hotel organizations face at the time of
recruiting candidates.

REFERENCES
 REFERENCES
 Books and Journal
 Bontis, N., Janošević, S. and Dženopoljac, V., 2015. Intellectual capital in Serbia’s
hotel industry. International Journal of Contemporary Hospitality Management, 27(6),
pp.1365-1384.
 Gémar, G., Moniche, L. and Morales, A.J., 2016. Survival analysis of the Spanish hotel
industry. Tourism Management, 54, pp.428-438.
 Karatepe, O.M. and Karadas, G., 2015. Do psychological capital and work engagement
foster frontline employees’ satisfaction? A study in the hotel industry. International
Journal of Contemporary Hospitality Management, 27