Organizational Recruitment Activities and Applicants †Free Samples

Question: Discuss about the Organizational Recruitment Activities and Applicants. Answer: Introduction In a systematic study, MeisteR (2014) denotes that one of the primary responsibilities of the human resource manager of the hospitality industry is to conduct the recruitment process of applicants to the industry, an aspect that is always the initial step in the appointment. It involves the attraction, selection, and the appointment of the appropriate candidates for the available job in the industry. It is not only the human resource managers that perform the task of recruitment but also the managers in the industry as well as the recruitment specialists with the help of social media platforms that make the whole process of selection and recruitment very effective (Sulich Adam, 2016). The main purpose of the study was to evaluate the recruitment process involved in the hospitality industry focusing on the challenges that are encountered in the process and how to counteract them by devising some strategies. This paper hence adopts qualitative method of study in analyzing various publ ications in regard to recruitment process within the hospitality industry. This paper reveals that the industry should develop the appropriate recruitment skills that assist the industry in obtaining and retaining the quality of the industry to the employees. The approaches that were employed in the recruitment process include the internal recruitment approach that involves choosing employees from the workforce that is already in place as reported by Dan (2012) and mobile recruitment that employs the use of technology to attract potential candidates to present their applications (Chan Kuok, 2011). Tourism and the hospitality industry have gained rigorous attention from the academia, business tycoons, as well as the economic analysts because of its rapid growth in the countrys GDP according to (Uddinet al., 2008). The travel and the tourism-related activities account for more that 230 million jobs, and this is an importance of hospitality industry employment in developing and developed countries (Sulich, 2016). Hospitality and tourism industry is a service-oriented sector that requires efficient workforce to give the best of the services to the visiting guests. Professionalism is a key factor for the attainment of best results. Hudaet al. (2012) state that professional identity and the level of social esteem of the career in hospitality is very low in the society today and the perception that most people have is that the tourism sector is left to the tourist guides and the cooks. As a result of this, the recruitment of some new workforce into the industry is faced with a lot of challenges (Rahaman, 2013). Recruitment in the Hospitality Industry The process of recruitment is not that easy task that the human resource manager just wakes up and decides to conduct. Instead, it should be well-planned and should follow several stages that makes the process much simpler (Sulich, 2016), and the candidates have different reactions at each stage according to (Susan Thomas, 2006) and these stages include; Looking out for sources where the required candidates will be found for recruitment. The institutions giving instructions in the area of business administration is the best source in this case Developing the methods through which the appropriate candidates will be attracted and the reputation of the organization in the hospitality industry in the market is one factor that attracts candidates. In such cases, the publicity of the organization is often considered an added advantage to the professional employers (Taylor Thomas, 2006). Employing the best techniques for the attraction of the candidates like the fiving an offer of a good salary scale, appropriate facilities that enhance the development of an individual. Stimulation of the eligible candidates to apply for the available vacancy as many as possible and this helps the human resource managers in the hospitality industry to select the best candidate from the long list of the applicants (Sow Oi, 2011). Factors that influence the recruitment process in the hospitality industry Any industry is it big or small need to be involving themselves in the recruitment of some workforce into the industry; and the hospitality industry is not left out. Some factors influence the whole process includes the labor demand and supply in the industry. The number of candidates that were recruited into the hospitality industry was largely dependent on the size of the industry. Unlike the small industry, a big industry will need some good human resources hence a good number of persons employed in the process because they have a high demand of workforce to the industry. Therefore the size of the industry plays a critical role in the recruitment process. Employment conditions- A countrys economy affects the employment conditions. This is because in a country that is underdeveloped, employment conditions, especially in the hospitality sector, are very low and therefore the industry might fail to get the suitable candidate for employment because the educational level is very low hence the absence of the qualified personnel for the job available. In a developed country, qualified persons are easily available, and selection will be very easy hence the recruitment process as well. Structure of the salary and the working conditions in the industry-The salary that is offered to the employees by the hospitality industry determines the how people will react towards the opportunity available and the interest that will be developed. In the event where the salary rate is high, the recruitment process will not be difficult because so many candidates will be interested in applying, and the human resource managers will only be tasked with the selection from the list available. Employees do show some sense of satisfaction when the industry provides them with proper working conditions, for instance, proper sanitation, ventilation, lighting, just to mention but a few. This will help the industry to retain their quality employees, but if they are unsatisfied and decide to leave their job, it becomes difficult for the industry to recruit new employees. The growth rate of the industry: As we all know, hospitality industry reports tremendous growth all year round, and therefore the need to recruit more suitable candidates so that workforce in the industry balances with its growth without reporting some deficit. It is always frustrating when the industry grows, but the workforce remains in its limited state. The final result is poor the output of the services to the potential customers. The demographic concerns: As years pass by, the employees that started working in their youthful stage also does grow older, and as we know, the strength and workforce of an individual diminish with their aging. This is another factor that will make the human resource managers start the recruitment process because the hospitality industries do require vibrant candidates because of the nature of the industry. Generational changes need also change in the employment sector in that in this generation; it is rare to find an older adult working in a restaurant, motel, among others because they might fail to understand the tastes, interests and the preferences of the guests (Mohammed Kuan, 2014). Some of the industries identify the requirement for diversity in hiring the suitable candidates so that they can effectively compete successfully in the world market performance. Challenges faced during recruitment in the hospitality sector The main challenges facing the recruitment process in HRM departments are common as they end up mixing the recruitment sources as they search for the potential and suitable candidates for different positions in the industry. According to Rahaman (2013), some of these challenges include; Failure to select the best platform for the advertisement of the positions, for instance, the social media platforms Lack of the sufficient and appropriate budget to conduct the recruitment Lack of competent HR practice in the organization To ensure effective performance, the health industry needs to adopt a number of strategies that focuses towards meeting the goals and objectives of every organization. These include; Positioning of the company- The hospitality industry human resource managers should conduct regular job evaluations to ensure they are updated and remain competitive in the market. They can come up with programs where they will advertise the organization in the market so that many potential employees may be attracted to the industry. Employer branding: The employer branding implies the reputation of the organization according to (Barrow and Mosley, 2011). The organization image is a clear evidence of the employer branding. It shows that the organization is the best place that an individual can work in comfortably (Minchington, 2005). Despite the fact that the employer branding seems to be specific to the human resource department, it goes beyond that and covers a vast region including the employees in the industry. Promotion of the employee retention programs- Retention programs serve as a basis for the stimulation of the potential candidate because having your employees retained for a long time implies that they are satisfied. The industry may advance to the introduction of ample security and some financial benefit programs in addition to short-term benefits like bonuses and free transportation. Adopting a prompting application process: The application process should be fast, flexible, and adaptive to allow effective identification of qualified applicants as pointed out by Dan (2012). It can hence be approached easily so that applicants do not follow the long procedure of application. Social and professional networks should be implemented in the application process to allow the candidates with good social networking should be considered because they can be easily found. The industry should prioritize on the recruitment process: Every organization within the hospitality industry should motivate their existing employees because they serve as a great source of potential candidates for employment according to Barrow and Mosley (2011). For instance, it is the employees of the organization that will advertise the consent of employment to other job seekers. When they are treated with respect, they will be a source of productive employees to the industry. Creating a recruitment system: Recruitment system transforms the inputs into effective outputs. It hence brings about efficiency and the effectiveness of the organization to attain a successful recruitment process. Conclusion Among all the known functions of the HRM, recruitment is a key defining factor that helps in the determination of the good practice of the organization in the market because it is the responsibility of the HRM to promote and advocate for the organization. Recruitment process that is effective minimizes the cost, checks out for quality incumbents as well as saving on time. The attributes of the job play a critical role in the reaction of the applicants at every stage of the recruitment process during their assessment hence need for the HRM to ensure that the organization has a good image. The major challenge faced in the recruitment is the attraction of the potential candidates with talent and training them after that have been successful through the selection process, and this needs to be looked into it closely because it requires much patience. The recruitment policies of the organization should be well developed and planned in order to make the hospitality industry very attractive in the existing labor market, and this will facilitate the search and stimulation roles in the recruitment process. The hospitality industry should practice timely recruitment process to develop positive stimuli for the workforce of the future. References Barrow, S. Mosley, R. (2011).The employer brand: Bringing the best of brandmanagement to people at work. John Wiley Sons. Chan, S. H., Kuok, O. M. (2011). A study of human resources recruitment, selection, and retention issues in the hospitality and tourism industry in Macau. Journal of Human Resources in Hospitality Tourism, 10(4), 421-441. Dan, S. (2012). The Power Within: Why Internal Recruiting Hiring Are on the Rise". Time.Retrieved 28 October 2013. Huda, K., Haque, A., Jahan, I. (2012). 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