2. The Recruitment and Selection of Travel and Tourism Staff Human Resource Management -Session 4 Suhel Khan

3. Aims By the end of the session students will be able to: 1) Understand the processes around recruitment and selection 1) Understand the processes around recruitment and selection 2) Handle competently the recruitment and selection process 3) Conduct a selection interview

4. Recruitment Where will you advertise? Where will you advertise? Are there any internal options? Are there any internal options? What is the likely pool of skilled individuals? What is the likely pool of skilled individuals? How many people do you want too see? How many people do you want too see? Are the salary and benefits in line with expectations. Are the salary and benefits in line with expectations. Will you advertise before the current post holder leaves? Will you advertise before the current post holder leaves?

5. Some Do’s and Don’ts Do Do Focus on the needs of the job Focus on the needs of the job Consider all the options Consider all the options Use only objective measures Use only objective measures Ask open questions Ask open questions Don’t Don’t Be swayed by appearance Worry about if they’ll fit in Include additional criteria Ask about hobbies private life etc.

6. Recruitment What is Recruitment? What is Recruitment? What is Procurement? What is Procurement? The Difference Between Recruitment and Selection and Placement. The Difference Between Recruitment and Selection and Placement. Why Recruitment is more important for an organization? Why Recruitment is more important for an organization? How not to recruit employees in the organization? How not to recruit employees in the organization? General Factors affecting Recruitment: General Factors affecting Recruitment:

7. What is Recruitment? Recruitment is the process used to attract individuals to become employees in an organisation. Recruitment is the process used to attract individuals to become employees in an organisation. The aim is to attract the right people in sufficient numbers and at a cost-effective price. The aim is to attract the right people in sufficient numbers and at a cost-effective price. The starting point for induction. The starting point for induction. Major factor in the company’s image. Major factor in the company’s image.

8. The sources of Recruitment Internal Sources Internal Sources 1. Transfers 1. Transfers 2. Promotions 2. Promotions External Sources External Sources 1. Press Advertisements 1. Press Advertisements 2. Educational Institutions 2. Educational Institutions 3.Placement Agencies 3.Placement Agencies 4.Employment Exchanges 4.Employment Exchanges 5.Labour Contractors 5.Labour Contractors 6.Unsolicited Applicants 6.Unsolicited Applicants 7.Recommendations 7.Recommendations 8.Recruitment at Factory gate 8.Recruitment at Factory gate 9. Online 9. Online

9. Recruitment Process Steps in Recruitment Process: Steps in Recruitment Process: 1. Requisitions for recruitment from other department 1. Requisitions for recruitment from other department 2. Locating and Developing the sources of Required number and type of employees 2. Locating and Developing the sources of Required number and type of employees 3. Identifying the prospective employees with required characteristics 3. Identifying the prospective employees with required characteristics 4. Communicating the information about the organization, the job and the terms of conditions of service. 4. Communicating the information about the organization, the job and the terms of conditions of service. 5. Encourage the identified candidates to apply for jobs 5. Encourage the identified candidates to apply for jobs In the organization. In the organization. 6. Evaluating the effectiveness of recruitment process. 6. Evaluating the effectiveness of recruitment process.

10. Legal Aspects In the UK it is illegal to discriminate on the basis of sex, race or disability In the UK it is illegal to discriminate on the basis of sex, race or disability Indeed the law encourages positive action on disabled candidates Indeed the law encourages positive action on disabled candidates New laws will extend this to age New laws will extend this to age Discrimination can be direct or indirect Discrimination can be direct or indirect

11. What is Selection? Getting the right individual(s) from the recruitment process Getting the right individual(s) from the recruitment process First stage shortlist from applications against the job description and person specification First stage shortlist from applications against the job description and person specification Consider the use of appropriate tests Consider the use of appropriate tests Use and interview for the final selection Use and interview for the final selection Chose the best candidate on merit only Chose the best candidate on merit only Make the formal job offer Make the formal job offer

12. What is Selection? Selection is the process of choosing the most suitable persons out of all the applicants. Selection is the process of choosing the most suitable persons out of all the applicants. Selection is a process of matching the qualifications of applicants with the job requirements. Selection is a process of matching the qualifications of applicants with the job requirements. It is the process of weeding out unsuitable candidates and finally identify the most suitable candidate. It is the process of weeding out unsuitable candidates and finally identify the most suitable candidate. The purpose of Selection is to pick up the right person for every job. The purpose of Selection is to pick up the right person for every job. Selection is negative process as it rejects a large number of unsuitable applicants from the pool. Selection is negative process as it rejects a large number of unsuitable applicants from the pool.

13. Prepare for a Selection Interview Decide how many will be on the panel Decide how many will be on the panel Prepare a list of questions making sure you cover the criteria Prepare a list of questions making sure you cover the criteria Find a venue – this will set the tone Find a venue – this will set the tone Invite the candidates Invite the candidates Prepare a timetable Prepare a timetable Agree when you will announce the decision Agree when you will announce the decision

14. Methods of Selection (a) Tests: (a) Tests: 1. Aptitude Tests: 1. Aptitude Tests: Mental or Intelligence test Mental or Intelligence test Mechanical test Mechanical test Psycho-motor test Psycho-motor test 2. Achievement Tests: 2. Achievement Tests: - Job Knowledge test - Work sample test 3. Personality Tests: 3. Personality Tests: Objective test Objective test Projective test Projective test Situation test Situation test 4. Interest Tests: 4. Interest Tests: Continued… Continued…

15. Methods of Selection (continued) (b) Interviews (b) Interviews 1. Informal Interview 2. Formal Interview 3. Patterned or Structured Interview 4. Non-Directed or Unstructured Interview 5. Depth Interview 6. Group Interview 7. Stress Interview 8. Panel or Board Interview

16. Selection Process… 1. Preliminary Interview 1. Preliminary Interview 2. Application Blank 2. Application Blank 3. Selection Test 3. Selection Test 4. Employment Interview 4. Employment Interview 5.Medical Examination 5.Medical Examination 6.Reference Checks 6.Reference Checks 7. Final Approval 7. Final Approval

17. Your Experiences What happened when you first joined your organisation? What happened when you first joined your organisation? What aspects made you feel positive about the company? What aspects made you feel positive about the company? What aspects gave rise to doubts? What aspects gave rise to doubts? Did the job meet your expectations? Did the job meet your expectations?

18. Conduct a Selection Interview So now we will role play a series of selection interviews So now we will role play a series of selection interviews Observers will assess against the selection criteria Observers will assess against the selection criteria

19. How Did It Go? So lets reflect on the exercise and consider So lets reflect on the exercise and consider Was the interview fair? Was the interview fair? Did the candidate do most of the talking? Did the candidate do most of the talking? Was the outcome bases of the evidence? Was the outcome bases of the evidence? How well did they assess the ability to do the job? How well did they assess the ability to do the job? What would you do differently? What would you do differently?

20. Summary Recruitment is a key process Recruitment is a key process Good selection means better retention Good selection means better retention Ensure the process is fair and legal Ensure the process is fair and legal Think of it as an investment Think of it as an investment