Analyzing Early Stage of Recruitment: Challenges and Obstacles Faced by Z Hotel

Unit 6: Managing a
Successful Business
Project

Table of Contents
Chapter 1: Introduction....................................................................................................................1
1.1. Background to the study..................................................................................................1
1.2. Aim and objectives..........................................................................................................1
1.3. Rationale and justification for selection of topic.............................................................1
1.4. Research questions..........................................................................................................2
Chapter 2: Literature Review...........................................................................................................2
2.1. To review about main methods of early-stage recruitment.............................................2
2.2. To investigate about the various recruitment strategists.................................................3
2.3. To measure various impact of recruitment......................................................................3
2.4. To identify various challenges and obstacles that is faced by the Z Hotel during selection
in early stage of recruitment...................................................................................................4
2.5. To analysis issues faced Z Hotel in early stage of recruitment.......................................4
2.6. Ways through which Z Hotels advertise a job vacancy..................................................5
2.7. To analyse the significant changes that is addressed within an organisation with support
of talent management.............................................................................................................5
Chapter 3: Methodology..................................................................................................................6
3.1. Data collection Tool (Interview).....................................................................................9
Chapter 4: Results..........................................................................................................................10
Chapter 5: Conclusion and Recommendation................................................................................13
5.1. Conclusion.....................................................................................................................13
5.2. Recommendation...........................................................................................................14
Chapter 6: Reflection.....................................................................................................................14
REFERENCES..............................................................................................................................15
Annex 1. Ethical issues approval form..........................................................................................17
Annex 2. Project log-book template.............................................................................................20

Chapter 1: Introduction
1.1. Background to the study
Human resource forms out a vital part of every organisation on which the overall stability
and performance of a company depends. Thus, attracting and hiring of talented employees forms
out a vital part of every organisation which resents and leads out the importance of effective
recruitment and selection process within a firm (Cai and et. al., 2018). The process of
recruitment can be defined as the one which is associated and related with identifying gap and
job vacancy within a firm along with attracting and catering interest of most suitable candidate
for vacant job position to ensure hiring and selection of most talented candidate for a longer
period of time. The organisation selected for current investigation is Z hotel which is well known
brand having headquartered in central London. Further, health, safety and wellbeing of guests
and teams has always been the first priority of Z hotel along with exceptional services,
cleanliness, reputation, and comfort.
1.2. Aim and objectives
Aim
The aim to this research project is to analyse the early stage of recruitment, key
challenges, and obstacles relevant to Z Hotel.
Research Objectives
 To investigate the various recruitment strategists
 To carry out semi-structured interviews.
 To measure various impact of recruitment.
 To identify various challenges and obstacles that is faced by the Z Hotel during selection
in early stage of recruitment.
 To analyse the significant changes that is addressed within an organisation with support
of talent management.
1.3. Rationale and justification for selection of topic
The selection of current research topic based on recruitment is rationale as human
resources forms out a vital part of every organisation as early stage of recruitment comprises the
first step for on-boarding and hiring of employees. Thus, having efficient knowledge and
underdoing about recruitment process is significant which is ensured and provided by current
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investigation to lead better management of talent within a firm. Further, selection of current topic
is also justifiable from personal aspect of researcher as meet academic preference and also
ensures improved skills and managerial competencies.
1.4. Research questions
 What are the methods of early-stage recruitment?
 How Z Hotels advertise a job vacancy?
 What issues faced Z Hotel in early stage of recruitment?
Chapter 2: Literature Review
It forms a vital part of every research project that facilitates and ensures systematic analysis
of secondary information which is present in form of past article, journals, books, and other form
of literature (Glaister and et. al., 2018). Current literature review is based on topic of analysing
the early stage of recruitment and its key challenges, and obstacles for which a number of online
article and journal are analysed a discussion of which is provided as follows:
2.1. To review about main methods of early-stage recruitment
According to the view point of Tsai, W.L., 2021, the stages of recruitments are mainly
associated with the process of attracting, engaging, assessing, and on-boarding talented candidate
for work on vacant job position. There are two main methods of early stage recruitment out of
which one or a combination of both is applied by an organisation to attract and cater employees
during the early stage of recruitment which are discussed as below:
Internal recruitment- This method of recruitment is associated with attracting and
recruiting candidate from within the organisation through hiring candidates from the pre-existing
employees to fill the new job vacancy. The main form of internal recruitment method consists of
promotion, job rotation, re-hiring, internal transfer. An analysis can be made that biggest
advantage of internal recruitment comprises of the fact that it offer most cost effective way of
recruitment as no extra cost of advertising and other expenses is required. The drawback of
internal recruitment consists of the fact that it limits the scope of recruitment as no new candidate
is being hired or recruited in company (Gurca and et. al., 2020).
External recruitment- This method of recruitment comprises of evaluation of open pool of
job all suitable candidates from outside the firm other than that of existing staff to fill the
requirement by hiring a new employee from outside. Campus recruitment, hiring through
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recruitment agency, etc. are some common way of external recruitment. The advantage of
external recruitment consists of the fact that it ensures wider pool of candidate to recruit more
efficient and talented employees while being an expensive method of recruitment is its
drawback.
2.2. To investigate about the various recruitment strategists
As per the information provided by Rowden, M., 2017, recruitment strategists or strategy
is mainly related and associated with formal plan of action made by an organisation to make
successfully attempts in order to identify, attract, recruit and hire top quality candidates with the
main purpose of filing the vacant job positions. The various recruitment strategies which can be
adopted by a firm are discussed and evaluated as below:
Campus Recruiting- The various colleges and world class universities provide the most
convenient and efficient sources of new employees especially for entry level position within a
firm. Thus, campus recruitment is considered as a suitable recruitment strategy which provide a
great source and wider pool of talented candidates which have specialised training and
understanding in a specific area (Harsch and Festing, 2020).
Professional association or recruitment agencies- These are the organisation which
supports better recruitment for employer by the way of finding suitable job candidate. Appoint a
recruitment agent is also an effective recruitment strategy as it ensures more better researching,
identifying qualified people, screening the candidates, and providing support during selection of
the new hire.
2.3. To measure various impact of recruitment
As per the view point Johnson, A.B., 2019, it has been analysed that an efficient and
systematic recruitment system leads a positive impact on the performance and productivity level
of a firm as it reduces time in hiring and also leads to on-boarding of a skilled and talented
candidate. The impact of recruitment comprises of attracting higher quality candidates which
plays a vital role in enhancing overall strength and competencies of a firm (Using effective
recruitment to gain competitive advantage, 2020). Apart from this, improved skill and creativity
level is also ensured by an effective recruitment system through hiring if more innovative and
creative employees which sustain and leads to improved competitive strength. Thus, an analysis
can be made that overall a positive impact is led by recruitment on the performance and
profitability of a company.
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