The Role of Recruitment Procedure and Strategies in Managing Effective Talent at Workplace - A Study on Hilton Hotel

This study aims to analyze the role of recruitment procedure and strategies in managing effective talent at the workplace, with a focus on Hilton Hotel. The literature review discusses the connection between recruitment and talent management, the effective talent management strategies implemented by Hilton Hotel, challenges faced by hospitality businesses in managing talent, and the impact of talent management on employee retention. The methodology involves telephonic interviews with Hilton Hotel managers.

Research Project

Table of Contents
Table of Contents.............................................................................................................................2
Title of the Project...........................................................................................................................1
The role of recruitment procedure and strategies implementing by the businesses in managing
effective talent at workplace............................................................................................................1
Chapter 1: Introduction....................................................................................................................1
Overview of the Research......................................................................................................1
Reason for choosing the Topic...............................................................................................1
Research Aim and Objectives................................................................................................2
Research Question..................................................................................................................3
Chapter 2: Literature Review...........................................................................................................3
Chapter 3: Methodology Justification..............................................................................................6
Chapter 4: Methodology Explanation..............................................................................................7
Access:....................................................................................................................................7
Sampling:................................................................................................................................7
Primary data collection Instrument........................................................................................8
Data Collection administration:............................................................................................10
Data Analysis Approach.......................................................................................................10
Ethical issue relevant to the Research..................................................................................11
Chapter 5: Results..........................................................................................................................11
Chapter 6: Conclusion and Recommendation................................................................................14
Conclusion............................................................................................................................14
Recommendation..................................................................................................................15
Chapter 7: Reflection.....................................................................................................................15
References......................................................................................................................................18

Title of the Project
The role of recruitment procedure and strategies implementing by the businesses in
managing effective talent at workplace
Chapter 1: Introduction
Overview of the Research
The study aim to analyse the role of recruitment procedure and the strategies implementing
by the businesses in managing effective talent at workplace, therefore, talent management is
termed as the key aspect of business which mainly considered as the systematic attraction,
identification, development, engagement, retention and deployment of the individuals who are of
specific value to an organisation, either in view of their ‘high potential’ for the future or because
of the reason that they are fulfilling business/operation-critical roles. Managing talent is the key
consideration of business and its management as the suitable assessment of talent helps the
business to aid the operations in right manner to gain more progression. Therefore, in this present
study, analysis is based on the study of Hilton Hotel as the discussion starts from the business is
suitable to provide significant direction to the study. Hilton Hotel and Resorts is a global brand
of full service hotels and the resorts and the flagship brand of the American multinational
hospitality business (Baum and Hai, 2020). The headquarter of the firm is in McLean, Virginia
United States. The company was founded in the year of 1919 by the significant efforts putted by
Conrad Nicholson Hilton. The company is operating with around 584 Hilton hotels and resorts
properties with involving 216379 rooms in around 94 countries or territories in around side
continents. With the increasing competition in the market, Hilton Hotel is widely concern over
managing effective talent at workplace, therefore, this create value for the business in enhancing
the operation and generating effective brand image to get competitive edge.
Reason for choosing the Topic
The research into consideration is based on investigating the role of recruitment procedure
and the strategies implementing by the businesses in managing effective talent at workplace,
therefore, the potential reason of selecting the present topic is that, it is the most recognised topic
in today’s scenario as businesses are widely facing the issue of managing talent at workplace,
due to high competition in the market, increasing demand of employees and so on (Béland,
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Brodeur and Wright, 2020). thus, the study is imperative in providing suitable recognition in
relation to the aspect of talent management and the procedure and strategies implementing by the
businesses to attracting and retaining talent at workplace. The study is creating value for the
Hilton Hotel and the similar businesses to get significant idea about managing talent at
workplace to attain development. The another intention of executing the analysis is the personal
interest of the researcher as the investigator wants to explore own idea and knowledge in relation
to the chosen subject and enhancing personal and professional ability. However, the personal
skills will aid value in gaining effective academic records and professional skills will crate value
in execution of the similar study in more liable manner. the study, provides detailed evaluation
about the effective strategies and the process of recruitment implementing by the Hilton Hotel to
attract and retain top talent at workplace (Gössling, Scott and Hall, 2020).
Problem Identified
It has been analysed that now a day the main issue and challenges that are being faced by
the business organisation is related with the effective implication of recruitment strategy. Lack of
talented workforce and effective management of new candidates and appointed skilled
employees is the biggest challenge being faced by the Hilton Hotel. Thus, current study is
focused and emphasising on the role of recruitment procedure and the strategies implementing
by the businesses in managing effective talent at workplace.
Research Aim and Objectives
Research Aim
To investigate the role of recruitment procedure and the strategies implementing by the
businesses in managing effective talent at workplace. A study on Hilton Hotel.
Research Objectives
 To enhance knowledge in relation to evolving the use of digitalization in the process of
effective recruitment in the hospitality industry, considering the literature that has already
been published around the topic. Apart from this, it is important to ascertain the issue
faced in the recruitment aspect of talent management including the development of job
descriptions, CV screening, and referral recruitment.
 To conducting phone interviews with experienced recruitment professionals, and
ascertain the opportunities created by the rising use of technology in recruitment; as well
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as ascertain the issues that have arisen due to it. The broader focus is to be given on the
overall issues of recruitment.
 To design realistic and value-added recommendations, so as to ensure that the process of
recruitment can be made more effective with the use of digital recruiting, considering
both the cost and quality of recruitment.
Research Question
 What is the role of recruitment and selection procedure and the strategies implementing
by the businesses in managing effective talent at workplace?
Chapter 2: Literature Review
Literature review defined to the comprehensive summary to previous research over a
specified investigation area. It is an effective written impression of the main writings and some
of the other sources on the selected area. It provides suitable analysis, summary and evaluation
of the each source to develop in-depth understanding. This part of research has been conducted
via applying secondary sources for an instance books, journals, articles and internet sources.
Role of recruitment procedure and talent management strategies within business.
According to the view of Hocking (2019), the aspect of recruitment and managing talent
are connecting with each other as the two performs effective role at workplace in increasing the
performance and the retention of employees at workplace. However, HR professionals and the
management teams are alike to have long held that view which prioritizing the talent assessment
that leads to positive business outcome (Hoque and et. al., 2020). The suitable assessment of
talent management process involving identifying the business goal, finding the right candidate
for the vacant profile, directs them, increasing professional ability and so on. as well as the
strategies like rewards, compensation, training, high opportunity and so on, plays important role
in business to increasing the professional ability, performance, operational enhancement,
managing talent, retention of workforce, anticipating future hurdles and nipping them in bud,
building and employing talent, increasing talent pool and so on, that are creating value for the
business in enhancing the operations at wider level.
The effective talent management strategies implementing by Hilton Hotel
According to the view of Carter (2020), in the context to the hospitality business, the
quality of buyers and the staff responsiveness has a direct influence over the image and
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reputation of the hotel and its bottom line. Hilton is a large and highly recognised multinational
hotel which was founded by Conard Hilton in the year if 1919. Over the years, the business has
adhered to the individual oriented assessment philosophy, treated employees with the respect and
equality and won the title of the best multinational workplace within Asia in the year of 2018. As
a large service industry, Hilton’s staff are mainly categorised through the youth. Therefore the
major proportion of workers lies under the age group of 25 years old, and the management
personnel are mainly bachelor degree or above. With consideration of this, Hilton has the
following five recruitment channels like internal application, internal recommendation, campus
recruitment, headhunting company recommendation and online recruitment. In respect to attract
and retain talents as much as possible, Hilton headquarters has a Talent Bank with constantly
updated information, which involves thousands of key people at workplace to putting their
significant efforts in the growth operations of the business (Jasmine, 2019). In addition to this,
the company is also concern over implementing more strategies to retain the employees at
workplace like training and development to employees, performance management, pay and
benefits, digital information management, rewards, incentives, Expatriate management and so
on that are effective for the business to increasing the operations of the business. the effective
talent at workplace also helps the business in increasing the satisfaction of the customers and
enhancing the competitive edge.
The Hilton Hotel implements digital recruitment in around 93 countries in respect to hire
a talented workforce for the business to assisting the operations in right manner. However, it has
been successful in increasing a callable and high-volume recruiting model that has suitably met
its recruitment needs and also creating value for the business in increasing talent pool. This
process has assisted the business in the manner of having the access to a pool of large talented
people. Digital platforms have assisted developed businesses in making a selection from a large
and diverse pool of applicants. Innovation in enrolment has developed to incredible degree, and
it helps in tracking down the right ability, permitting associations to accelerate the interaction
using artificial intelligence (Kabir and et. al., 2020). It lessens the general expense of employing
and reduces the chance of human mistake by building up an obvious benchmark comprising of
various abilities that are needed in a new recruit.
The challenges faced by Hospitality business in managing talent at workplace.
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According to Lytle (2020), in the modern business era, the survival of hospitality
business is becoming hard due to the impact of COVID 19 over the entire globe and the business
industry. The hospitality industry is one of the few whose development is acutely affected
through the buyer’s satisfaction. Hospitality employees are the face of the brand and project the
values of the business they represent. However, there are assorted challenges like increasing
demand of employees, suitable candidate for the job profile, high employee turnover, attracting
the right candidate for the job profile, inefficient communication, minimal growth opportunity,
unclear job expectation, disconnect with managers and so on (Maliszewska and et. al., 2020).
Therefore, these are the key challenges which are mainly being faces by the businesses in
managing talent at workplace. these are effectively be needs to be considered by the businesses
to increasing the growth opportunity for the business.
The impact of talent management process and strategies in retention of employees at
workplace.
According to the view of Isfahani and Boustani (2014), talent management is mainly
founded important for the today’s business era as of the advent of the modern economy, new
generations entering the human resources and the need for the business to become more strategic
and competitive that implies effective ways of managing resources and human capital. Therefore,
the suitable assessment of talent management process and strategies creating direct positive
impact over the retention of employees at workplace as the businesses are more liable in
attracting and retaining top talent at workplace and developing the functional ability of the
business (Nicola and et. al., 2020). However, it is important for the management o the business
to implement effective strategies and processes to increasing the hiring and also approaching
highly skilled and talent employees at workplace.
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Chapter 3: Methodology Justification
The suitable assessment of this section in this particular investigation based on the aspect of
analysing the role of recruitment procedure and the strategies implementing by the businesses in
managing effective talent at workplace, helps in providing significant assistance in regards to the
use of suitable primary research methodology to assist the work in right manner. primary
research is effective in providing suitable information that are specific to the subject area and
never being accumulated before, thus, in his present study, telephonic interview is being
implementing by the researcher as it is the most specific tool to accumulate primary information
from the managers of Hilton Hotel as the managers of the hotel are more liable in providing
specific information to aid the project in right manner (Parnell and et. al., 2020). There are
assorted advantages and disadvantages of interview, in which some are associated as under:
Advantages
 The key advantage of interview is that it is riches in details as it is effective in providing
detailed analysis with the execution of personal conversation with the individual. It
allows the interviewer to explore the complex issue; therefore, the interviewer can gauge
the emotion and sentiment of the people to whom they argue (Wen and et.al., 2020).
 Qualitative investigation basically includes opinionated views and answers through the
individual and evaluating those results to find the suitable subtitles that would help to
prove a theory. This is also an effective tool that survey as there is an effective control of interviewer
over the questions that are being asked from the participants.
Disadvantages
 The key disadvantage of this method is that it is quite time consuming in nature. Not only
on the ground of having conversation with the participants but the interviewer will also
have to transcribe the interview word for word which helps in evaluating the view of
others.
 The another con of telephonic interview is that, some time network cause issues in
disconnecting the call or showing less interest of the participants due to disturbance
(Zheng, Goh and Wen, 2020).
 The small number of sample is also a key challenge as the opinion accumulated may not
be representative of the whole population.
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Chapter 4: Methodology Explanation
Access:
This is the primary obligation of the researcher to gain access from the participants or the
business to gather significant information, therefore, the access was gained from the Hilton Hotel
in the form of permission through the senior member of the staff. In gaining consent the
investigator took into account concerns in relation to the sensitivity of the investigation subject.
There is need of consent to taking approval from the participants to taking part in the
investigation, therefore the investigator mainly receiving approval from the senior personal of
Hilton hotel (Gössling, Scott and Hall, 2020). The researcher need to providing consent as it is
mainly important in the process when information is mainly accumulated from the population
and in the terms of interview researcher has follow all the ethics and ensure to not asking
questions that are not related with the hosen subject.
Sampling:
Sampling mainly replicates from the original population, therefore, this is the key selection
of the researcher to choose the suitable people to execute the analysis in right manner. The
selection of sampling is mainly encompassing over two aspects i.e. probabilistic and non-
probabilistic data sampling. In the case of this present investigation work, based on the aspect of
analysing the role of recruitment procedure and the strategies implementing by the businesses in
managing effective talent at workplace, sample has been picked to applying purposive sampling
from the non-probabilistic approach as it is the best suitable tool under which investigator selects
participants according to the criteria they have set (Zizek, 2020). For this study, four Hilton
Hotel professionals from various locations within the same hospitality business were used as the
sample size. The respondents were chosen from a variety of socio-cultural backgrounds. The
quantity of information we have is dictated by the sample size, which in turn influences the
precision or degree of confidence in sample estimations. An estimate always has an amount of
uncertainty associated with it, which is determined by the data's inherent variability as well as the
sample size.
Primary data collection Instrument
Statistical and non-statistical data sources can be divided into two categories. Censuses and
officially organised surveys are examples of statistical sources. The term "non-statistical
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sources" refers to data collected for administrative or private-sector reasons. Primary information
is the most important data as it renders specific information related to the chosen subject. In this
research report, researcher is considering primary and secondary method of data collection. Both
of these are significant method for gathering and collecting appropriate information. In this,
interview is consider as the source of primary method. This is effective in order to find and
gather accurate and appropriate information according to research topic. There are assorted tool
to gather primary information like survey, interview, questionnaire, focus group, case study and
so on. However, in the case of this present investigation work based on the aspect of analysing
the role of recruitment procedure and the strategies implementing by the businesses in managing
effective talent at workplace, interview has been executing by the researcher as it is effective in
supporting quantitative analysis via gathering descriptive data based on the chosen subject.
Interview is mainly being implemented in this research as it is effective in executing detailed
analysis via executing personal round with the managers of Hilton who are appointed on the
different grounds as managers from different segment are more liable in providing detailed view
about the strategies and procedure implementing by the hotel to retain employees at workplace
(Carr, 2020).
Interview Questions:
Questions Prompts Notes
What do you think are the
benefits and weaknesses of
how you advertise posts at the
moment?
 Do you get enough
good quality
applications?
 What about advertising
using social media?
 Have you tried this?
 Do you think it could
help?
 What about asking
Issue in communicating with
others due to different
language and culture.
Formation of group
Data on individual manager’s
experience
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existing staff to
recommend people?
 Have you tried this?
 Do you think it could
help?
What are the benefits of job
descriptions?
 How to shortlist
applicants?
 Do you think job
description will help in
selecting the right
candidate?
 CV screening is an
effective option to hire
candidates?
Increasing professional ability,
enhancing talent pool,
developing overall
performance. Reducing
turnover.
Staff members experience with
the recruitment process and
the strategies implementing by
the business.
What do you think are the
benefits and weaknesses of
how you shortlist applicants
at the moment?
 Do 2 different
managers go through
the applications
separately, then
compare their choices
before making a final
decision?
 Could this work better
than what you do now?
 Do you assess against
specific job criteria,
Better opportunity, training to
employees, rewards and
incentives, compensation,
flexible working and higher
job opportunity.
Easy hiring, attracting wide
range of applicants, easy way
to screening the skills and
ability of individual via
checking the CV.
Managers of Hilton Hotel may
experience with effective
rewards, opportunities, high
pay scale.
Individual may refer
information about evaluating
the use of digital advancement
like social media channels,
email, and internet and so on
for evaluating the job
applicants.
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included in the JD and
ad?
Data Collection administration:
The administration of information can be done via executing telephonic interview due to
the restriction of covid 19. The researcher is avoiding having the personal interaction with the
participants (Zaman and et. al., 2020). Due to this, the investigator conducted telephonic
interview. For storing the information, the researcher is using recording option to keep the data
safe. In this, proper interview has been conducted of the respondents in order to find correct and
appropriate information about the topic. In this process of data collection, telephonic interview
has been used. The interviews on telephone are recorded with the motive of keeping information
and data safe with the researcher.
Data Analysis Approach
Data analysis is mainly defined as the procedure of inspecting, cleansing, transforming or
modelling the information with the objective of reaching at suitable data that supports the
decision making. Therefore, the existing investigation is entirely based on qualitative approach
and for this, thematic analysis has been implementing by the researcher. As this is the most
suitable and effective tool to executing detailed view via implementing themes over the question
of interview (Cattivelli and Rusciano, 2020). However, this termed to be the best approach for
executing qualitative research. Qualitative research is used as a researcher is able to analyse the
concepts in a more effective way. For qualitative research, a researcher used interviews so that
they can find out the best strategies of recruitment. This will results in an effective management
of talented employees. Human resource is a valuable resource of organisation and that’s why it is
necessary for an organisation that they need to formulate strategies for retaining their talented
employees in the company. The use of the thematic nature of analysis has been made out with
respect to current study which comprise of setting a common theme related with a common
issue and analysis the response in a more collective and appropriate manner.
Ethical issue relevant to the Research
Considering the ethics is the primary obligation of the researcher, which is effectively needs
to be performed by the investigator to executing the analysis effectively. Therefore, there are
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assorted ethics like follow informed consent, be conscious of multiple role, respect
confidentiality and privacy, confidentiality and anatomy and so on. Thus, these are the important
ethics which are effectively needs to be considered by the researcher while executing an
investigation work. In the case of this present investigation, both primary and secondary sources
of information are implementing by the researcher and for the execution of primary research,
investigator needs to be concern over providing consent to their participants as to receiving their
consent to participate in the work and also initiating the norm to ensure them that they can
withdraw their consent from the research any time without making any kind of prior notice.
 Researcher also needs to ensure the participant about managing safety and security of
their private data as individual are very much concern about the leaking or unauthorised
use of their private information, so this is important for the researcher to ensure safety.
 Managing confidentiality and investigation is significant for the researcher to get
significant information via asking the appropriate question from the chosen participants.
Informed consent is one of the ways to preserve the responses or answers of the
respondents during the investigation process. Through self-determination, informed
consent aims to include the rights of persons who are responder.
 In addition to this, researcher also needs to ensure about confidentiality of their private
information as the researcher needs to manage confidentiality of the private information
of the participants so that they are freer to provide suitable discussion about the chosen
study area.
 Further, to ensure effective meeting of the ethical consideration of current study
implication and adoption of the BERA code of ethics has been also made which are leads
out by British Educational Research Association (BERA) and believes that educational
researchers should operate within an ethic of respect for any persons – including
themselves – involved in or touched by the research they are undertaking. Along with
this, to effectively maintain the safety and privacy of the collected information adoption
of the provisions of the privacy act has been also made along with taking voluntary and
prior approval from the participants.
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Chapter 5: Results
This chapter of the evaluation has rendered the outcome through the interview, along with
an evaluation of the information. The table below provides general information over the
participants:
Interviewee
Number
Job Description Age Gender Nationality Name
1 Food and Beverage 32 Male Italian Fabrizio
2 Kitchen 53 Male African Michael
3 Housekeeping 50 Female Bulgarian Anna
4 Front of House 48 Female Italian Maria
Data Analysis and results
Identification of different issue which is faced by management at the time of recruitment
The above literature demonstrate that there are various individuals from different
background perform their work at a same place and the process to hire or recruit individuals is
known as recruitment process. From the perspective of different authors who define information
on which secondary sources consider that recruiting challenges generate problems to manager
work in an organised manner. One of the major challenge which is faced by the management is
that this is difficult to attract the right candidates and this is because candidates are not capable to
qualify and demonstrate their experience at the time of interview. Also, this challenge relates
with job description because large number of candidates does not prepare or generate right CV
due to which qualified candidates face difficulties to stand out from a large pool of candidates.
Sometimes organisation is focused towards completion of hiring process or procedures in a quick
manner. Due to this the problems related with identify of a potential candidate is difficult to
identify and this relates with issue of the CV screening. On the other side, if hiring teams slow
the process than vacant positions increase cost of business. Sometimes, it put pressure on
recruiters due to which talented workforce is difficult to manage and control work. Long-term
hiring results towards the shortage of product and qualified candidates it also results that
management and employee face difficulty to discuss on the employment terms and conditions.
Also, secondary information helps for identify the current techniques for improve the
development of individuals and recruitment process also.
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Overall issue related with recruitment while conducting phone interviews
According to the above secondary information specifically, literature this is understand
that “Improvement in technology” also improve the process of recruiting right talent. Similarly,
experienced workforce or professional individuals conduct and adopt new methods such as to
use technology because it helps for complete of all work in an organised manner. The complaint
factors define that needs for organise data is an important perspective to manage all work
according to the recruiting of talented workforce with implement of streamlined and efficient
ways to complete all work according to decided systems. Data-driven recruitment use constant
factors for enhance the recruiting process and also to make informed decisions. But, sometimes
at the time of recruitment processing and collecting data is a hassle or difficult process.
Spreadsheet is an appropriate way for track the hiring data but this requires the manual
engagement. So this is hard to store data and also to export the reports by use of different
systems related with ATS. Google-analytics and recruitment marketing software identify
accurate process to manage work with streamlined process. The conservation with senior
management settles metrics which make sense for organisation to settle recruitment at the phone.
Thus, this is understand secondary source provide information and issue about those methods
which are related with the process of recruitment through the engagement of professional and
modern work techniques. So with overcome from them talented workforce is recruited by use
those metrics that are effective for organisation.
Use of the digital methods for recruitment
As per the views form the article of harver (2021), it has been analysed that digital
method of recruitment are very useful and significant in order to attract right and talented
candidates. If all work related to recruitment practices are implement with the use of right current
technology then it will lead to enhance overall functioning of business. It has been analysed that
digital recruitment strategy for complete all work according to the technology oriented method.
Digital recruitment is explained as a process of utilise the leveraging technology to induce all
those sources which attract, select and assess candidates which are suitable for the with vacant
positions. On the other side, this include the leveraging job boards, career website and submit of
online assessments for complete process of recruitment by the adoption of digital methods. It is
essential for managers to consider innovative and creative technology for conducting different
practices. Also, secondary information define the fields which helps for generate interaction
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through induce online and follow the successful recruiters to take advice for implement new
ideas. It has been evaluate the there are different digital media and platforms which could be
consider by organisation in order to successfully carry out recruitment practices with the
assistance of digital technology. This includes Facebook, Instagram, official site of business, job
advertisement platforms and many more. This is very useful digital recruitment activities that
will assist in attracting large number of highly quality and talent candidates towards respective
company.
The data collected though current primary research has been vital and helpful in
mitigating the issue and problem faced in recruiting talented candidates, a discussion of which
has been provided and facilitated as below:
Benefits and weaknesses of advertise posts in effective recruitment
It has been find out that the assorted benefits and weakness of advertise posts comprises
of relaying over the attracting more and more applicants and providing them suitable view about
the business through online media. While, the key weakness of advertise post is that, the
company may receive unwanted application and the Online Job posting doesn't ensure filling up
of vacancies. Further, it has been also find out with current investigation that the major
advantage of advertise post is that, it is less cost consuming in nature and helps in attracting
applicants widely while the weakness comprises of the fact that company some time not receive
any kind of response due to high market competition. Along with, it has been also analysed that
the advertise posts only contains positive impact for the business to approaching applicants
globally as it is an easy way to approach people and it is the most effective way to providing
detailing about the vacant profile and helps in attracting more people. whereas, sometime it not
provides benefit to the business in the manner to attracting the suitable candidates.
Advertising using social media
With respect to current study it has been analysed that the advertising thorough social
media is the most suitable way to attract applicants as during the current COVID 19 pandemic
this is the most suitable way to approach people towards the job profile. Further, it has been also
find out and analysed that the Advertising using social media is the best and most effective way
because individual are spending a huge time over social media and this helps the business to get
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positive response. Along with this, it has been also analysed that the making use of social media
supports improvement in the brand reputation and attracting job applicants.
Implication of job description in selecting the right candidate
With respect to the provide and collected data, it has been analysed and find out that the
job description will help in selecting the suitable candidate as individual can apply with
evaluating the profiles and this, will aid value in effectively selecting the candidates. Further, it
has been analysed and identified that appropriate use of job description provides most suitable
approach where individual can analyse the requirement of the business and recognise themselves
for the profile. Thus, a discussion and analysis can be made that job description is effective for
the Hotel to evaluating their requirements and finding the suitable candidates.
CV screening as an effective option to hire candidates
It has been analysed and find out through current study that the use of the screening of CV is
termed as the most suitable way to hire candidate for the job profile as the CV works as the
representative of an individual. It has been also analysed and evaluated that the A CV known as a
Curriculum Vitae, provides a written overview of the skills, education, and work experience of a
candidate thus, it may be used for a variety of reasons, to effectively meet and screen the
prospective employers when looking for a new job.
Chapter 6: Conclusion and Recommendation
Conclusion
As per the detailed analysis of the study, it has been concluded that the talent management
is the most important aspect to be considered by the business and its management to increasing
the operational ability of the business. The initial aim of the research is to investigate about the
recruitment process which helps for recruit the talented workforce. Based on the primary data
this understands that management face issue due to difference in the background and culture. It
has been analysed that one of the major challenges which is faced by the management is that this
is difficult to attract the right candidates. This is because candidates are not capable to qualify
and demonstrate their experience at the time of interview. Recruitment and selecting right and
talented employees for conducting business practices is very challenging for organisation
Therefore, recruitment process and strategies are effective in increasing the retention of
employees at workplace. Recruitment process and strategies plays effective role in increasing the
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professional ability, performance, operational enhancement, managing talent, retention of
workforce. On the other side, secondary data and information consists that recruiters also
perform an important role for maximise the recruitment process. It is important that interviewer
have appropriate information and knowledge so that they can successfully carry out recruitment
process. It is consider professional experts will lead to enhance recruitment procedures through
utilise overall experience which aids for recruit capable and potential employees. The entire
evaluation of the study has also stated that, service industry is the sector where growth and
development is measures via the satisfaction of the customers; therefore, hospitality business is
mainly concern over increasing the satisfaction of the customers via retaining and sustaining
employees for longer operations. As per the analysis of both primary and secondary study, it has
been concluded that there are assorted strategies like training and development to employees,
performance management, pay and benefits, digital information management, rewards,
incentives, Expatriate management and so on that are effective for the business to increasing the
operations of the business that are effectively being implementing by the hospitality business in
increasing the operational ability. From the evaluation of the study, it has been analysed that,
hospitality business in the modern scenario are concern over implementing innovation and
technology advancement in the recruitment process to enlarging the business scope and attracting
more and more candidate towards the job profile and select the best among the alternative for
increasing the business operations.
Recommendation
From the analysis of the study, executing over the aspect of investigating the role of
recruitment procedure and the strategies implementing by the businesses in managing effective
talent at workplace, it has been evaluated that, in this entire analysis is based on Hilton Hotel and
it is a large multinational business and has its major concern over increasing the talent at
workplace. It is recommended to the manager of Hilton company to use new and innovative
approach while conducting its recruitment practices Therefore, as per the evaluation of the
performance of Hilton Hotel it has been suggested to the business to implement innovating
recruitment process and using social media to attracting the most suitable candidate for the
vacant job profile to enhancing the operational ability of the business. This will assist respective
hotel to promote job vacancy to large market areas as well as attracting more and more
candidates towards the respective hotel. Hilton is operating at a large level and it has also been
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suggested to maintain competitive via increasing the retention of employees at workplace via
offering them effective job opportunity, increasing incentives or bones, providing flexible
working and so on. The manager of Hilton initiates few issues like high employee turnover,
decreasing performance, less customer satisfaction and for resolving the issue it has also been
recommended to the hotel or its administration to effectively screening the CV of individual and
taking suitable personal interview to analysing their unique skills and ability which suits the
profile of the business. As per the analysis of the report, it has also been suggested to Hilton to
hire youth as individual for the youth are having innovative ideas and plans that would help the
business to increasing the retention of employees and also enhancing the talent pool at
workplace. It is recommended to the manager of Hilton hotel to provide accurate and correct
training to its employees so that they can carry out its practices in significant and effective
manner. Training and development program will assist in improving lacking skills or capabilities
of employees which is needed to perform recruitment practices in significant manner.
Chapter 7: Reflection
While conducting this research I have gain information about role of recruitment procedure
and the strategies implementing by the businesses in managing effective talent at workplace. I
have analysed that this is very important learning experience which will lead to have positive
impact on my academic as well as professional career. Through this research I was able to
determine different aspects and practices regarding recruitment. With the completion of this
research, I analysed that the research is changed as expected and also there are many factors
exists which surprise me while managing and completing the research in a proper manner. At the
time of this research this is analysed the time and experience are totally different from my
experience. Also, the research factors define various perspectives and this consider staff
members face problems to induce the changes specifically, at the time when diverse team-
members make slights for complete the work by implement the additional methods which
promote all those perspectives through which most of the times work is done through answer all
questions related with talent management. On the other side, for some other answers the first
important factors such as respond of the respondents is considered to answer different questions
related with business. Similarly, the research generates better learning experience for me and
other investigator because this helps for achieve right goals and objectives related with business.
Improvement also perform an important role and this consider current research framework is
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more appropriate because this include all perspectives which relates with all segments and
samples related with the topic and factors which relates and improve talent management at the
workplace.
If I found or had another possibility to complete the research there are different factors is
underlined that change current perspectives for manage work in a proper manner. This define
first factor which is changed by me is the change in sample size and this means that views related
with current factors represent the whole population. Also, interviewees does not communicate in
a proper manner and due to this factors represents about whole population that leads for deal
with issues so respondents are comfortable to manage work in a proper manner. Moreover, at the
time of interacting with team-members of the researcher this is identified management view and
induce all those factors that helps to represent better communicate factors with motive of
generate and implement better views related with sample. Also, the second thing which is need
to be manage or change is to store the confidential information as this considered for make and
induce all information in a proper manner.
Also, I would prefer to change is the investigation subject as it is a wider and most
sensitive topic which influences the recruitment process for the organisation. This also helps for
implement the changes that are required for talent management. Therefore, the information
provided by the respondents to me not effective investigator might be not effective or a they are
not true as they are the important part of the business and it is quite obvious to not providing any
sort of sensitive information. with all the considered issues, I would have to change the topic into
positive one related to analysing the impact of talent manager over increasing performance of the
business as regarding this chosen people from business can render suitable data and evaluation
might more easy than the selected talented area. I have learnt a lot from the study as the most
important thing I have learnt is data collection ability and the time management skills which
helps me in assisting or executing my future projects in more liable manner. Through this I have
analysed that there are several issues and problems which affected my performance of
conducting research in effective manner. The major issues are that I have faced while conducting
this research practices is lack of time. I have determined that I have lack of time management
issues. This lead to have a negative impact on my performance as well as on capability to attain
desired outcome. In order to overcome this issues I have taken support from my senior person
who have guide me to correctly manage time and attain desired objectives.
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