Recruitment and Selection

Dr. vara prasad

KEY SKILLS

The 7 F’s
* FAIR Balance Co/Staff Needs
* FIRM Make the Right Decision
* FAST The Faster the Better
* FLEXIBLE Keep an Open Mind
* FAITHFUL Keep your Word
* FORGIVING Of Yourself and Others
* FRIENDLY Use your Personality
Human Resources Management
Recruitment
 School
Internal Placement Employee
Searches Referrals

Recruitment
Employee Temp
Leasing
Sources Services

Employment
Agencies Advertisements
Introduction
In this session, you will be finding out
about the key stages involved
in recruitment and selection
in the travel and tourism industry.

As you’ll see, it’s not quite as simple

as you might think!
What are the stages involved
in recruitment and selection?

 We will identify 7 stages in the process

 These stages will differ slightly according
to the job involved
 Each stage is essential if organisations in
the industry are to get effective people
into the right jobs
 Being aware of the stages will help you
maximise your job-seeking chances
The 7 Stages
 Identifying a need
 Analysing the job
 Attracting candidates
 Pre-selection
 Selection
 Appointment
 Induction
1. Identifying a Need
Why does the organisation need new staff?
 A process of job analysis is needed

to identify the need for new staff

 It could be that there is no need and staff

could just be organised better

If new staff are needed,
then stage 2 starts….
2. Analysing the Job
What will the job involve?
 Skills analysis – what competences
will be needed for the job?
 Specifying the job – what’s needed
to be done?
 Describing the job – main activities, training
provided, terms,
location described.
 Specifying the person – qualifications,
experience, skills needed
2. Analysing the Job (cont’d)
This stage is where the key documents involved
in recruitment and selection are created:
 The job description
 The person specification
These documents are crucial
for working out if you have
the ‘right’ candidate.
At this stage, an information pack
for applicants could be created.
3. Attracting candidates
 Internally – are there suitable candidates
for the job already working in the
organisation?
 Externally – will the organisation work
with an agency or directly through the
media?
 Workplace notice boards,
local or national press,
internet-based agencies may be used.
4. Pre-selection
 Short listing – eliminating unsuitable
applicants by measuring each application
against criteria in job description and
person specification

 Who to involve? Consistency important in

assessing applications fairly

 Inform unsuccessful candidates

5. Selection
 Often a mix of presentation, testing
and interview.

 Essential that interviewers/assessors are

trained for the task, and that they follow an
agreed procedure.
6. Appointment
 Making the appointment
of the selected candidate
 Agreeing terms and conditions, start date
 Reference checks made if not carried out
earlier
 Relevant criminal records checks made.
 Inform unsuccessful candidates.
7. Induction
Crucial to enable new starter to fit in
as soon as possible. May involve:
 Training activities
 Presentations from key areas
of the organisation
 Technical training in use of ICT systems, policies
and procedures used in organisation