1. What Applicants Should Know The Factors of a Guest Services Selection Tool and How College Students Fit D.J. SergentFort Lewis College

2. What Applicants Should Know People desire to find an organization where they feel they fit People desire to find an organization where they feel they fit People want to be happy with their jobs People want to be happy with their jobs Organizations feel that employees who fit the job are more productive Organizations feel that employees who fit the job are more productive

3. What Applicants Should Know The Human Resources Department is there as a strategic element to help the organization be more productive as a whole. The Human Resources Department is there as a strategic element to help the organization be more productive as a whole. Because of the Civil Rights Acts of 1964 and 1991 employers must select for KSAs that are important for that position. Because of the Civil Rights Acts of 1964 and 1991 employers must select for KSAs that are important for that position.

4. What Applicants Should Know The purpose of the study was to analyze this selection tool to see if it was searching for specific qualities for the tourism industry or just general qualities that lead to successful employees The purpose of the study was to analyze this selection tool to see if it was searching for specific qualities for the tourism industry or just general qualities that lead to successful employees

5. What Applicants Should Know The “Guest Services Survey” was created by Hilton Corp. and consisted of 30 multiple choice questions. The “Guest Services Survey” was created by Hilton Corp. and consisted of 30 multiple choice questions. 20 students participated: 20 students participated: 10 Tourism majors 10 Music majors The scores were analyzed using exploratory factor analysis and the means were compared using independent t-tests. The scores were analyzed using exploratory factor analysis and the means were compared using independent t-tests.

6. Factor Analysis Results: Factor 1- Drive to Work 13. How fast do you usually work? 13. How fast do you usually work? 15. How do you feel about the statement “people who work hard get ahead?” 15. How do you feel about the statement “people who work hard get ahead?” 17. How much do you feel that hard work is the basic factor of success? 17. How much do you feel that hard work is the basic factor of success? 23. If I were to ask your last employer how fast you learned your job, what would he or she say about you? 23. If I were to ask your last employer how fast you learned your job, what would he or she say about you?

7. Tourism vs. Music: Factor 1

8. Factor Analysis Results: Factor 2 – Work Completion 6. When you have a certain amount of work to do, how do you usually do it? 6. When you have a certain amount of work to do, how do you usually do it? 19. How good were your grades in High School? 19. How good were your grades in High School?

9. Tourism vs. Music: Factor 2

10. Factor Analysis Results: Factor 3 – Interpersonal Skills 14. As a general rule, which one of the following do you like best? 14. As a general rule, which one of the following do you like best? 18. How do you feel about talking to people you do not know? 18. How do you feel about talking to people you do not know? 20. Describe you general ability to make shy, quiet people feel more comfortable. 20. Describe you general ability to make shy, quiet people feel more comfortable.

11. Tourism vs. Music: Factor 3

12. Factor Analysis Results: Factor 4 – Work Discipline 12. When you have a common cold what do you usually do? 12. When you have a common cold what do you usually do? 22. What do you do when your opinions differ from those of other people? 22. What do you do when your opinions differ from those of other people?

13. Tourism vs. Music: Factor 4

14. T-test Results Overall mean T = 83.70 Overall mean T = 83.70 Overall mean M = 87.20 Overall mean M = 87.20 Overall mean comparison t(18)=0.960, p=0.350, two tailed. Overall mean comparison t(18)=0.960, p=0.350, two tailed. There were no significant differences between the groups. There were no significant differences between the groups.

15. Drive to Work: t-test Question 13 t=-0.943 p= 0.358 Question 13 t=-0.943 p= 0.358 Question 15 t=-0.293 p=0.773 Question 15 t=-0.293 p=0.773 Question 17 t=0.287 p=0.777 Question 17 t=0.287 p=0.777 Question 23 t=0.214 p= 0.833 Question 23 t=0.214 p= 0.833 There were no significant differences between the two groups within this factor. There were no significant differences between the two groups within this factor.

16. Work Completion: t-test Question 6 t=-1.987 p=0.062 Question 6 t=-1.987 p=0.062 Question 19 t=-1.203 p=0.245 Question 19 t=-1.203 p=0.245 There was no significant difference for question 19, however there was a moderate difference for question six. There was no significant difference for question 19, however there was a moderate difference for question six.

17. Interpersonal Skills: t-test Question 14 t=0.231 p=0.820 Question 14 t=0.231 p=0.820 Question 18 t=0.293 p=0.773 Question 18 t=0.293 p=0.773 Question 20 t=0.268 p=0.791 Question 20 t=0.268 p=0.791 There was also no significant difference between the groups in this factor as well. There was also no significant difference between the groups in this factor as well.

18. Work Discipline: t-test Question 12 t=-0.827 p=0.419 Question 12 t=-0.827 p=0.419 Question 22 t=-1.627 p=0.121 Question 22 t=-1.627 p=0.121 There was no significant difference between the groups in this factor either. There was no significant difference between the groups in this factor either.

19. What Applicants Should Know Further research could compare multiple selection tools from one industry to see if they are looking for general skills or industry specific skills. Further research could compare multiple selection tools from one industry to see if they are looking for general skills or industry specific skills. This could improve tools for different industries, and help people with their overall job satisfaction. This could improve tools for different industries, and help people with their overall job satisfaction.