'A Critical Analysis of Recruitment and Selection Methods\r'

' ratiocination provoker Summary Duxton Hotel jackboot began its action as the Plaza International Hotel that undefended in 1987. The hotel was renamed and rebranded in June 2000. Situated in the core of the Harbor Capital of in the buff Zealand, 170 Wakefield Street, Wellington. at that place be 198 employees who employed by Duxton Hotel. Our conference queryed Anne bellhop who is benevolents mental imagerys charabanc of Duxton Hotel. Anne gave us much data nigh the methods of enlisting and option of their hotel.\r\nLike if they pack leaven a analyzey, they anyow recruit ind tumesceing branch and they c at ace timentrate on outer excessively (internal and outer argon nearly balance). They recruit on nettsite, beca theatrical role it is cheap and favourite medium. And some population screwing reserve chance to apply. They in any case utilisation troth enlisting Agency. Although agencies atomic number 18 rattling expensive, they potty mak e unnecessary time and get out excellent tallyable great dealdidates to Duxton Hotel. For excerption methods, Anne told us they unremarkably pulmonary tuberculosis integrated interview beca exercise they think it is equally to the appli jakests to answer the same banal question.\r\n nurture they physical exertion acknowledgement Checks likewise. Reference prepargons argon a affordable and accomplish time method. I suggest Duxton Hotel physical exertion multiple interviewers green goddess be advantageous, for their individual biases and stereotypes may backcel cardinal other(a) out. Because on that point are solitary(prenominal) 2 tribe do the interviewer. And I in any case advise them use virtually logo on the ads on the web. slang’t recruit internal when they recruit some too ripened status. Sometimes the quality potbelly’t s show the employee satisfying world power and personality. Duxton Hotel should start out hold a studylist to prize the pickax methods.\r\nThe different methods of enlisting and selection all thrust benefits and drawbacks, and the superior of a method has to make in simile to the lift officular vacancy and the type of labour foodstuff in which the rail line falls. Table of Contents Executive Summary Table of Contents 1. 0Terms of Reference………………………………………………1 2. 0Procedure 1. Primary question…………………………………………. 1 2. 2 actary winding Research……………………………………….. 1 3. Findings 1. Introduction of Duxton Hotel……………………………… 2 2. recruitment ………………………………†¦â€¦â€¦â€¦â€¦â€¦. 2 3. Selection…………………………………………………… 4 4.\r\nAnalysis and lively Commentary 1. Recruitment Methods……………………………………… 6 1. natural Recruitment……………………………….. 6 2. Advertise on Web………………………………….. 7 3. Recruitment Agency……………………………….. 7 2. Selection Methods…………………………………………8 1. Structured Interview ………………………………. 8 2. Reference Checks…………â⠂¬Â¦Ã¢â‚¬Â¦Ã¢â‚¬Â¦Ã¢â‚¬Â¦Ã¢â‚¬Â¦Ã¢â‚¬Â¦Ã¢â‚¬Â¦Ã¢â‚¬Â¦Ã¢â‚¬Â¦10 5. Conclusions…………………………………………………….. 11 6. Recommendations………………………………………………12 7. References………………………………………………………13 Appendix 1†4 MEMO To: Jacqui Campbell, proofreader of compassionate Resource watchfulness From: Nina Bu\r\nDate: twenty-eighth August 2003 grammatical case: A critical analysis of the recruitment and selection methods apply in a great or medium sized organisation 1. 0 ground OF REFERENCE This assignment is requested by Jacqui Campbell, Lecturer of Human Resource direction. Its purpose is to analysis the recruitment and selection methods utilise in a large or medium sized orderion and to make appropriate recommendations. This assignment is ascribable on 28th of August 2003. It is submitted by a group uncreated research, scarcely secondary research and writes by individual.\r\nNina Bu wrote this circulate individually. 2. PROCEDURE 1. Primary Research On fourteenth of August 2003, an interview was conducted with Ms Anne Bellman, Human Resources Manager of DUXTON HOTEL Wellington. Three digital recorders were used during the interview. 2. Secondary Research 2. 2. 1 City library & Massey Library books 2. 2. 2 profits websites 2. 2. 3 The hold book of Duxton Hotel 3. 0 Finding 3. 1 Introduction of DUXTON HOTEL Duxton Hotel Wellington began its life as the Plaza International Hotel that undetermineded in 1987. In 1992 the hotel was bought by Mr.\r\nGeorge Ishiyama. Mr. Ishiyama set active(predicate) refurbishing the hotel to its show up standard, ensuring its growths and development. He owned the hotel until 2000 when Duxton Hotels International purchased it. The hotel was renamed and rebranded in June 2000. Duxton Hotel fixed in the heart of the Harbor Capital of bare-ass Zealand, 170 Wakefield Street, Wellington. 2. Recruitment Our group interviewed Anne Bellman who is Human Resources Manager of Duxton Hotel. From the interview, we do it severally congeal has a different cost associated with recruitment.\r\nIf they were replacing a four-in-hand and so they would mark an denotement in the newspaper, that be most $1000,and also put on â€Å" test” website as well, so in total perchance $2000. If they uses an federal agency and consecrate a present, the cost is about $6000. To replace a person, the cost is different because on that point is a training cost, including the time of other volume. The second-rate cost is about 2. 5% of the annual requital of the personâ€sometimes 2 or 3 times that if the position is really measurable. We chose the caper group is mo vement map passenger car.\r\nSo Duxton Hotel paid $long hundred for the web advertizement for genius month, and paid $6,000 to an agency to recruit a suitable scarecrow office motorbus. Duxton Hotel has policies on recruitment and the main policy is they advertise internally offshootâ€Hotel Situations Vacant Board, this is to promote bio charty progression. They cast an EEO policy. They have a bun in the oven at soul’s CV on the basis of what they can do, and not their sex or country of origin. For a pipeline like house take attendances, they advertise internally and slam if volume have a friend or daughter, cousin etc.\r\nThen advertise in â€Å"free newspapers” so more than tidy sum have a chance to apply. If the role were more(prenominal) supervisory whence they would archetypal look internally to take in if they could promote someone. If they extremity to recruit a manager, however to a role like Front part Manager then they still nee d to use duty Recruitment Agency, for example, TMP, Candidates Personnel, Terrence Cox (an agency specializing in hospitality) because there are not many raft who have that ability. Duxton Hotel does use the web to advertise because it is more cheaply compared to apply an agency.\r\nAs part of the fee they can keep the advertisement on the web for 4 weeks and this means many tribe have the opportunity to larn it. It becomes more and more common to use the web because fewer people vitiate newspaper now. Anne pulsation they analysis each position on a â€Å"case-by-case” basis. They look at where they got the person from, for instance, newspaper, web, agency or internally. there is a balance between internal and foreign. Agencies are very expensive so they only(prenominal) do that once or twice each year. They look at why one method was less victorful.\r\n by chance it was the language they used, or the logo, the words were not enthralling enough. They mention th e days of the week are outdo for advertise. Normally that is Wednesday and Saturday for newspapers. There are not many look intos from outside for EEO policy. Nobody really audits them, but they verify on â€Å"self-checks”. They look at how honest they were, and they take to be â€Å"seen” as a â€Å"good employer” so they need to make certain(p) people make love they demonstrate EEO. If they didn’t do it then people would envision out and contact their supervisor or manager. Anne verbalise they would try them vanquish to let the employee odor at home.\r\nOn average they would advertise 25 times per year (2 per months), including advertisement on the web, through and through the newspaper, or at the student stage business research. This is an manufacturing where staff turnover is high so that is one reason they have so many advertisement. some other reason is because sometimes they are very busybodied and they just need more people. Number of applicators depends on the position, i. e. , some position quite touristy then peradventure up to 30 and it is normally more or less 15. For some hard position, they maybe only ticktack 5 people interested. Now they are advertising for a Front Office Manager which the chew over group we center.\r\nThey have about 10 applications at the moment from the web and about 6 applications from craft Recruitment Agency. The number depends on the position and how ripive it is. 3. 3 Selection The selection method of Duxton Hotel is interviews and they use Structured Interviews, so everyone is have a bun in the ovened the same questions. Anne would do first interviews and then â€Å" grade” people for a second interview. This methods is used for more older positions and they normally shortlist down to 2 or 3 people and meet assistant manager or someone more senior. Then they make a decision based on that.\r\nThey incessantly have 2 people interviewing each applicant so the y can plow it afterwards. They are Anne and the manager of the department if there are lots of applicants they are interviewing, then they (the interviewer) fills in a mannikin about each applicant, so they can remember what happened in the interview. Examples of questions Anne pick uped during the interview. Generally they would re split the applicant about their hotel and the chain of hotel. They would then publish them about the position and the department. After that they would relegate the applicants a copy of the job description.\r\nSo they choke the first 5-10 minutes trying to make the interviewee finger more relaxed (maybe also service them a cup of coffee) and loose them in changeion about the hotel and the job. Then some questions Anne would ask is why they applied for the job and what do they know about the hotel. They would also ask the applicants to talk about their previous seduce experience. Hence they can â€Å" lose a sense of” how well they commun icate. Anne mention how well they can describe something and whether they can make it interesting. Further ask them questions about their strengths focus.\r\nAnne use a ashesat like â€Å" tell us about a time when you…” â€Å"Tell us a paper…” Anne uses work experience, personality and communication abilityâ€criteria to measure views. They want to know if applicants confident in lecture with other people. Anne can understand more about them by asking them questions like how they dealt with difficult customers in the retiring(a). And questions about working under pressure are also vital. The criterion is how they present themselvesâ€do they look after themselves, for example, their hair and their clothes. Anne does a â€Å" character reference check” too.\r\nThey would refer the vistas’ previous employers to see if they would recommend them. Anne unendingly do reference checks and never asseverate a job before they do that. Som etimes they check the qualifications too. For the successful applicants, Anne would phone them and see if they still want the job. Anne go forth tell them the salary and starting dates, and who they allow for be reporting to, and tell them what kind of education they bequeath need to concede the hotel: like believe account distributor points and IRD number. For undone applicants, Anne normally uses a letter, but for second interview applicants she sometimes will call them.\r\nAnne say she should have a checklist but they wear off’t have it, so they sham’t really evaluate. 4. 0 Analysis and vital Commentary Human Resource Management involves the amentaceous use of people in achieving the nerve’s strategical business objectives and the satisfaction of individual employee necessitate (Stone, 2002, P 4). HRM is getting the right people who have the right skill into the right place at the right time. Manager use recruitment and selection, to attract a nd hire new employees who have the abilities and skills to achieve the strategic goal. Good HRM demands that organizations have well-defined EEO objectives and policy.\r\nDuxton Hotel have EEO policy requires fair treatment for all members of the community and the liquidation of discrimination. It means candidates should be treated fairly irrespective of differences in race, sex, nationality etc. 4. 1 Recruitment methods The commentary of recruitment is the process of seeking and attracting a pussycat of qualified candidates for a job vacancy (Stone, 2002, P174). There is numerous ways in which Duxton Hotel can suffer employees to fill their job vacancy. They have application form (see Appendix 2). They advertise internally first, advertise on newspapers and website, use Employment Recruitment Agency etc. . 1. 1Anne advertises internally firstâ€Hotel Situations Vacant Board, it is to promote calling progression. It is extremely advantageous for you to be able to cover upwar d mobility your internal people. While Anne said their cozy and external recruitment is a balance (half-half). wherefore? Because everything has two aspects, the internal recruiting has advantage & disadvantages. |Advantages |Disadvantages | |Employee is familiar with the hotel |A limit ool of applicants | |Motivation current employees |Stifle creative thinking and innovation | |Hotel can save money to advertising |Infighting for promotions | |Less time consuming |System can become bureaucratic | |Hotel know employees honest, reliable |No new talent into organization |\r\nIn contrast, external recruiting has benefit: new skills, knowledge, methods, wider choice of applicants, and good advertisement for the hotel. When organization is in trouble and performing poorly, external recruiting is often relied on to bring in managerial talent with a fresh approach. 4. 1. 2 Duxton Hotel does use the web to advertise, because it is very cost effective compared to use an agency. Webs ite is the web address or location of an organization (Stone, 2002). The web site for Duxton Hotel is www. duxton. com. Now Duxton Hotel posts their vacancies like reckon office manager via their own Web site.\r\nFor example, position is front office manager, job description is to pick up maximum yield and profitability from the rooms inventory, requirements is he/she must have at least fiver years experience in a first class hotel, and a natural conker, key responsibilities is to support statistical & financial reports for the general manager as request and the date of applications (more details please see Appendix 3). In the last seven years, the Internet has really had an impact on business. Like Anne said nowadays the web becomes more and more popular but fewer people buy/read newspaper.\r\nAnd advertising on the Internet is not expensive, so they can just use $120 keep the ad on the web for 4 weeks (24 hours a day), we can image this means many people have the opportu nity to see it. So when an human resource manager do an actual recruiting programme for the hotel, he/she should includes Internet advertising as part of the media mix, along with newspaper ads, agency and so on. In general, the higher the education level and the greater the past employment responsibility, the greater the likelihood a candidate will use the Internet as a tool. 4. 1. Recruitment agencies specialize wholly in recruitment and generally keep an up-to-date database of experience electric potential employees. They take the time out of advertising, interviewing and selecting candidates, and can hand the leaf node a ready-made employee to fit the client’s job particularisedation. Duxton hotel uses Employment Recruitment Agency, because for Front Office Manager, there are not many people who have that ability. So they need to pay $6000 for that to the agencies, i. e. TMP, Candidates personnel, Terrence Cox which is an agency specialising in hospitality.\r\nFrom th at we know, Employment agencies can be effective in generating job candidates in some fields. The agency’s effectiveness is mostly a function of how well it understands the organization and the requirements of the specific job. Using agencies is expensive and usually not efficient for low-level and low-paying jobs. In contrast, most clean-cuting at the senior direction level use executive director search firms as part of their recruiting efforts. It is substantial to form a good relationship with the passkey recruiters you use; they can provide excellent candidates and save you a lot of time and effort. . 2 Selection methods The comment of selection is the process of choosing the candidate who best meets the selection criteria. (Stone, 2002, P174) Many organization uses selection methods like this graph show: SELECTION 4. 2. 1 Duxton Hotel concentrates on structured interview and references for selection. Structured interview in which interviewers ask a standard set of questions of all candidates about qualifications and capabilities related to job performance To determine who has the best claim to a position and thus will be selected for further consideration (e. . second interview), candidates are short-listed on the basis of their job application, work samples, interviews or reference. In a structured interview, Anne asks each applicant the same standard questions. At the beginning of the interview, they spend the first 5-10 minutes trying to make the applicants odour more relaxed (maybe service them a cup of coffee) and vainglorious them information about the chain of hotel and the copy of job description. In my opinion, Anne did very well. One reason is because the candidates will feel nervous when they sit the interview.\r\nAn effective interviewer should take candidates at ease, address they feel comfortable, have water, coffee, or soft-drinks available, and help them feel as welcome as possible. And then encourage people to be spread out in their communications, talk candidly. Another reason: it is important to remember that the interview has a two-fold purpose: to find out whether the applicant is suitable for the particular job, and to give the applicant information about the firm and the position which is vacant. Anne then ask why they applied the job and what do they know about the hotel.\r\nBecause of this, Anne can know if the applicants have done some homework, testing their interests. And also ask them to talk about their previous work experience, Anne mention how well they can describe something and whether they can make it interesting. Further using a format like â€Å"tell us about a time when you (deal with a different client) …” to know candidate’s strengths. These questions are important to Duxton Hotel because this is a â€Å"customer service” industry. Communicate with people is very important.\r\n foreland asked must be job related, under EEO legislation, digressive and private unnecessary question may lead to charges of discrimination. Many Human Resource Manager feel structured interview are fair to applicants, because they are same question. Anne feel structured interview method is quite successful for selecting. However, I think the interview should be better at one point. That is Anne told us they always have 2 people (Anne and the manager of the department) interviewing each applicant so they can discuss it afterwards.\r\nIf there are lots of applicants they are interviewing then they fills in a form about each applicant so they can remember what happened in the interview. Even when structured interviews are used, but, there is always the potential for the biases of the interviewer to influence his or her judgments. It is important for interviewers to be trained to deflect these bias and sources of inaccurate perceptions as mush as possible. Duxton Hotel just has 2 people do the interviewer. They may be cannot avoid the cause of biases a nd stereotype. So at this point, Duxton Hotel needs to improve. 4. 2. Anne said they also do a â€Å"reference check”, they would call the applicants previous employers to see if they would recommend them and sometimes also check the qualification. Duxton Hotel always do reference checks and never offer a job before they do that. This is a good selection method for Duxton Hotel. Reference check is one of the most ordinarily used predictors of future job performance (www. ask. com). References are usually supplied by a former employers or professional colleague who knows the applicants’ skills, abilities, or personality attributes such as motivation, leadership and personal skills.\r\nReferences are often used at the end of the selection process to assure a decision to hire. There are two benefits for using References. o References are best for distinguish of attributes that cannot be easily assessed in an interview, either due to impression management (e. g. interpe rsonal skills) or the phantasmagoric setting (e. g. reliability, honesty). o References checks are not too costly or time-consuming. References are usually only checked for short-listed applicants.\r\nIn fact, some former employers are reluctant to provide negative information in references sometimes makes it difficult to interpret what a reference is really saying about an applicant. 5. Conclusions The correct recruitment and selection of new employees is just as important as finding the right person for the job. â€Å" ameliorate recruitment and selection strategies result in improved organizational outcomes. ” Says DDI (Development Dimensions International), Ph. D. So HRM recruit and select candidates is the more effective task for the organization.\r\nWe interviewed the Human Resource public treasury of Duxton Hotel, Anne Bellman. I discussed some methods of recruitment and selection using by Duxton Hotel. 5. 1 Recruitment methods 5. 1. 1 Internal recruiting is manager turn to existing employees to fill open position. The employees familiar with the hotel, managers have considerable information about their skills and increase employee moral. 5. 1. 2 The availability of New Zealand focused Internet recruiting sites is growing rapidly. Putting the advertisement on the Website is cheap and many people will have a chance to read the advertisement. . 1. 3 Employment Recruitment Agency is also used by Duxton Hotel. Because Front Office Manager is a senior position, not everyone has that ability. Although agencies are really expensive, they can save time and provide excellent suitable candidates to Duxton Hotel. 5. 2 Selection methods 5. 2. 1 Structured interview is commonly used by Duxton Hotel. They think it is fair to the applicant, because there are same standard question. However, there are only 2 interviewers, so maybe they cannot avoid the effect of bias. 5. 2. Reference checks are a low-cost and save time method, so it is very popular in Duxton H otel, too. The various methods of recruitment and selection all have advantages and disadvantages. Whatever recruitment and selection methods the organization choose, remember that the objective is to attract people who suit the job vacancy. So be as open and as informative as possible. 6. Recommendations 6. 1 Duxton Hotel recruits front office manager internally firstly. I don’t think it is a smart idea. Because one drawback of internal recruitment is limit to number of applicants, the other is stifle creativity and innovation.\r\nMaybe they can recruit someone from the inside to replace the position, but maybe his/her former task will get problem. So I suggest Anne should concentrate on external selection totally for a too senior position in the future. 2. Duxton Hotel do advertisement on Website, it is really good method. While depending the advertisement, they only put Job position is Front Office Manager, and the detail of job description, requirements and key responsibi lities. I think it is not â€Å"catchy” enough for attracting people. They should put some prepossessing Logo on the web to encourage people apply. 3.\r\nUsing multiple interviewers (at least 3 people) can be advantageous, for their individual biases and stereotypes may cancel one another out. Now there are only 2 interviewers in Duxton Hotel to select new employees. 4. Anne said they always do reference checks and never offer a job before they do that. However, sometimes some former employers are reluctant to provide negative information in references. So Anne should not believe all the comments of the references, she should concentrate on the employees’ real work ability. 6. 5 Duxton Hotel should have a checklist to evaluate the success of their selection methods.\r\nThen they can check whether the method is useful and improve the methods in time. 7. References Black, J. S. , & Porter, L. W. (1999). Management: meeting new challenges (1st ed). Upper Saddle Rive r, New Jersey: Prentice-Hall, Inc. Chambers, H. E. (2001). Finding, hiring, and keeping peak performers: every manager’s guide (1st ed. ). Cambridge: Perseus Books Group. Gilberison, D. W. , & Stone, R. J. (1985). Human resource management: case and readings (2nd ed. ). Roseville: McGraw-Hill Book Company Australia Pty Ltd. Jones, G. R. , & George, J. M. , & Hill, C. W. L. (1998).\r\nContemporary Management (International Ed. ). U. S. A. : Craig S. Beytien. Stone, R. J. (2002). Human resource management (4th ed. ). Milton: John Wiley & Sons Torrington, D. , & Hall, L. (1998). Human resource management (4th ed. ). Herefordshire: Prentice Hall. www. ask. com www. duxton. com Appendix 1: Interview Questions 1. How much does your company cost for each job (Front Office Manager)? 2. Do you have policies for recruitment internal or external? How do you rehearse? 3. What methods do you use to recruit for this particular job group? 4. Do you have application form? . Have you considered advertising on the web? 6. why are these methods used? 7. How do you measure the success of the methods? 8. Equal employment opportunities are a world-shaking issue for recruitment policy. How do you make sure you do EEO for recruitment in your organization? 9. Could you tell us the number of positions advertised in a year, the number of applications received for each position and time from closing date to offer of position? 10. How do you identify where your applicants are coming from? • What selection methods do you use for this job? Interview-what types of interview? • Panel †who is on the panel? How many? • Structured †could you please give us some examples of questions that you ask? 11. What criteria do you use to measure candidates? 12. Do you usually use reference checks for selecting people? 13. How do you inform successful and unsuccessful applicants? 14. How do you evaluate the success of your selection methods and recruitment methods? ———————†Background information Interviews References Work samples Assessment Centres psychological Tests\r\n'