Recruitment Challenges and Data Analysis in the Hotel Industry

This report delves into the challenges encountered by the hotel industry, particularly medium-sized organizations, in their recruitment processes. It begins with a literature review that examines the impact of the hotel industry on the GDP, the challenges of multicultural recruitment, and the importance of vocational training and strategic career development. The report then explores the primary and secondary data collection methods used, including questionnaires and interviews, to assess employee satisfaction, management approaches during interviews, and the qualities employers seek in candidates. Key findings highlight issues such as low wages, high turnover rates, and the need to rebuild the industry's image to attract skilled employees. The report concludes with recommendations for improving recruitment practices, including building a strong reputation, offering competitive benefits, and creating a positive work environment.

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ACADEMIC SKILLS

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Table of Contents
INTRODUCTION...........................................................................................................................2
LITERATURE REVIEW................................................................................................................3
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................6
TASK 2............................................................................................................................................7
The primary data collection methods.....................................................................................7
Secondary Data and its methods.............................................................................................9

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INTRODUCTION
Hotel industry is the section of the service industry that deals with guest accommodation or
lodgings. By most definitions, the hotel industry refers not only to hotels, but also to many other
forms of overnight accommodation, including hostels, motels, inns and guest houses. This study
covers issues such as challenges faced at the time of recruitment and data collection method.
LITERATURE REVIEW
The role of recruitment function within medium organizations in hotel industry in London
According to Van der Rest and et.al., (2015) The Hotel industry in London 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 medium hotels in
London 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. At the time of recruitment every hotel faces the problem and challenges
of dealing with multicultural people. This industry includes all the aspects such as food,
beverage, providing accommodation and catering these are provided by hotels, restaurants and
catering of hospitality services. People from different countries who belong to different regions
are looking to make a career in this industry. In accordance to Collins, (2016.) 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. Apart from this for the proper functioning of this industry
vocational training is a must. In terms of developing the career of people industry needs to focus
on a approach which is more strategic. If these measures and changes are not implemented then
the company won't be able to recruit talented candidates. They have to increase the wages of the
people in this industry so that they can attract more intellectual people and influence them to
apply in this career.

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As per the view of Leung, Bai and Stahura, (2015.) Recruitment of staff is done on the
basis of their attitude and the characteristics of behaviour. 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. Most of the hotels in London which operate on the scale of
medium level use induction programmes on an extensive level so that they can decrease the level
of employee turnover. Staff of the hotels are convinced to see it as a unit instead of place of
discrete functions. To generate cooperation and increasing the level of team building they aim on
cross functions. They encourage the flexibility and multi skilling with the exposure on a cross
stage. It allows the staff of the hotel to emphasize on other parts of the hotel. According to
(Lalitha, Narayana, and Vaishnav, (2017.)
To encourage the autonomy in functions decentralization is implemented extensively. 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. They had to do this so that they can provide appropriate service to the customers.
Industry needs to increase the level of turnover which prevents the industry and increase the
level of retention. For instance company can offer or increase the bonus so that they can
convince or influence them to stay. In accordance with (Wirahardja, Turner and Richardson,
(2016.)Hotels need to come up with a new style of leadership so that they can introduce new
ways of coaching and guiding to employees. It will also develop the working of team and the
managers so that they can improve the level of operation. Medium scale hotel industries must
change their approach of top down so that they can support and appraise the evaluation of
clients, review of peer, performance of the team and subordinates appraised by the managers.
The main aim of the appraisal system must be to improve the efficiency of attaining the goals
and their quality with this it must also include the evaluation of behaviour of employees so that
they can sustain these. In this industry there is a need for bringing up a creative system which
rewards the employees on the basis of their performance. It will result in encouraging them to
achieve goals with more quality work. Apart from this they must provide security for their job as

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it is a essential component in every industry. Managers of the hotel need to maintain the relation
with the employees by involving in their role so that they can offer creativity in work, autonomy,
self control and cooperation in the process of work. Activities by HR which involves staffing on
selective measures, training with the help of broad development and efforts by them in rotating
the job.
Challenges faced by industry while recruiting the candidates-
According to Zervas, Proserpio and Byers, (2017.) 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. It has been harder than ever for hotels of medium scale to recruit
the staff according to their suitability. Apart from this many candidates consider this to be a
tough job as it requires a lot of patience and the level of tolerance which makes it very difficult.
It has been difficult for this industry to attract the candidates to work for them because of
the reasons such as low wage and the level of opportunity is little with little scope of making
progress in their career. Some of the people consider this job as poor or inferior because of the
wage in comparison with the effort they put in it. They need to rebuild their image and remove
the stereotype so that they can find the suitable employees with talent. In accordance with
Karatepe and Karadas, (2015.) It is believed that the rate of turnover in this industry is 2 to 3
times more than the rate of other industries. Most of the people leave this industry because of
two reasons that is the quality of leadership and the process of selection. The hotel must ensure
that the hiring process recruits the candidate which must be able to fit in the culture.
Tips for recruitment in the hospitality industry

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It is essential for hotels to build their reputation in the market in order to attract the eligible
candidates. This aspect includes advancement in career, benefits to employees and offering a
good work environment with great culture. (Park and Allen, 2018.)
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.

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REFERENCES
Books and Journal
Collins, A., 2016. Higher education globalization and student mobility: A case study of
comparison of tourism and hotel management schools. CAUTHE 2016: The Changing
Landscape of Tourism and Hospitality: The Impact of Emerging Markets and Emerging
Destinations, p.722.
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(6), pp.1254-1278.
Lalitha, K., Narayana, M.S. and Vaishnav, M., 2017. Human resource management practices in
the hotel industry in Vijayawada. Human resource management, 2(6).
Leung, X.Y., Bai, B. and Stahura, K.A., 2015. The marketing effectiveness of social media in the
hotel industry: A comparison of Facebook and Twitter. Journal of Hospitality &
Tourism Research, 39(2), pp.147-169.
Park, S.Y. and Allen, J.P., 2018, July. THE HOTEL INDUSTRY VS. ONLINE TRAVEL
AGENCIES: FOREVER FOE?. In 2018 Global Marketing Conference at Tokyo (pp.
837-842).
Van der Rest, J.I., and et.al., 2015. Hotel revenue management: from theory to practice.
International Journal of Contemporary Hospitality Management.
Wirahardja, F., Turner, G. and Richardson, S., 2016. Who will stay in the hospitality industry?:
A blue mountains international hotel management school case study. CAUTHE 2016:
The Changing Landscape of Tourism and Hospitality: The Impact of Emerging Markets
and Emerging Destinations, p.632.
Zervas, G., Proserpio, D. and Byers, J.W., 2017. The rise of the sharing economy: Estimating the
impact of Airbnb on the hotel industry. Journal of marketing research, 54(5), pp.687-
705.
TASK 2
Continued in PPT
The primary data collection methods
Questionnaire
Identify the source from where you got to know about the knowledge of the job?

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Advertisement 3
Consultant 2
Personal reference 1
Campus 1
Interpretation: from the questionnaire it was obtained that 3 people came to know about the job
from advertisements, two of them came to know from consultants and one people from personal
reference and one from campus.
Are you satisfied with the process of recruitment?
A) Yes B) No
Yes 1
No 3
Interpretation- only one person was satisfied with the process of recruitment and three of them
rejected with the process of satisfaction.
What impression do people have of medium hotel organizations in UK?
Satisfactory 2
Average 3
Unsatisfactory 2
Interpretation- Two people feel that hotels which operate on medium scale gives services which
satisfies them, three of them feel that their services are average and two of them feel that there
services are no at all satisfactory for them.
Interview
How was the approach of management at the time of interview?
Interpretation- Two out of six people feel that their approach was serious at the time of
interview. One of them felt that the approach of the employer felt casual and three of them felt
that their approach was negative at the time of interview.
How many experience of years you have in this industry?

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Interpretation- Out of seven people two of them had nil experience that is zero they were fresher
in this industry. Three of them has experience of more then five years and two of the people has
the most experience among them and that is of 10 years.
What qualities does the employer look for in a candidate at the time of recruitment
Interpretation- seven people was asked this question and one of them thought knowledge was the
most important for the employer, two of them thought that they were hiring on the basis of work
experience in the industry, one of them thought that discipline was their priority, two of them
though that it was the attitude towards working in a team and last one thought that they were
hiring on the level of optimism that the candidate had.
Findings
With the help of information and data that is extracted from primary data it tells the hotel of
medium scale in the industry that they need to improve their process of recruitment and their
approach at the time of interview. They must give clear guidance and indication so that they can
possess the eligible candidates. Questionnaires and interview method tells them that most of the
people are not satisfied with their services. Most of the people got to know about the job with the
medium of advertisement. So they need to focus on this approach more than other so that they
can find out suitable employees for the job. They had people who were freshers and they had
people who had experience of their line of work. They need to figure out what will be best for
them.
The primary data collection method can be divided into two groups i.e. quantitative and
qualitative.
The quantitative method of data collection
This method of data collection is based on the mathematical calculations in several formats. The
median, mode, mean, methods of regression and correlation, questionnaires with the close ended
questions or etc. are all included in the quantitative methods of data collection and their
analysation. In comparison to the qualitative methods of data collection, the quantitative methods
are usually cheaper to apply as well as these methods took competitively shorter period.
Furthermore, it is easier to make comparison of findings through quantitative methods as it is
having higher level of standardizations.
The qualitative method of research

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This method of research does not include the mathematical calculations as well as numbers. This
method of data collection is closely associated with the elements such as non quantifiable,
colours, emotions, feelings, sounds, words etc.
the study of qualitative research method ensures that there must be higher level in depth of
understanding & methods of qualitative data collection. This method of data collection generally
includes case studies, games or role-playing, observations, focus groups, open-ended questions,
questionnaires, interviews etc.
Thus, the nature of research or the area of research determines which method of data collection
whether quantitative or qualitative will be best suited for the research.
The Survey method
The method of data collection through survey method could be explained as the method in which
data is collected by questioning the individual on some specific topic or topics and then
describing their response. For the survey of business studies the data collected through the
methods of primary collection are used for conducting segmentations researches, establishing
customer satisfactions, reflecting attitudes of the people as well as for testing the concepts.
Thus, the method of data collection through survey method can be used for both qualitative and
quantitative studies.
There are two main purposes perused by survey method
To describe the characteristic and aspect of certain population.
To test the hypothesizes of nature of relationship among population.
Therefore, personal interviews, telephone survey as well as mail survey are the three main
categories in which survey method could be broadly divided.
Secondary Data and its methods
When the data is collected for the purpose of a researcher which was already collected by
someone else and has analyzed before statistically is known as secondary data. There are many
sources to this data such as sales report, financial statements, information of the company, details
of the customer, information system of management other than this there are various sources to
collect this data externally such as business journals, social books, libraries, business magazines,
internet and census released by the government. This data can be both qualitative and
quantitative.

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