Recruitment and Selection Process in the travel industry
Recruitment
and Selection Process in the travel industry
Rehman,
(2012), states that recruitment is the process of attracting individuals on a
timely basis, in sufficient numbers and with appropriate qualifications, to
apply for jobs with an organization. It is a process of screening, sourcing, shortlisting, and
selecting the right candidates for the vacant positions Webster, (2012). The educational qualifications, experience,
abilities and skills of the individuals need to be taken into consideration
when recruitment takes place. It is the process of attracting, selecting and
appointing potential candidates to meet the needs and requirements of the
organizations Thakur, (2013).
Recruitment takes place internally, or
within the organization and externally Ann,
(2015). The employers put into practice recruitment strategies and methods that
would be the most beneficial to achieve organizational goals and objectives.
The costs of recruitment and selection can be staggering; hiring new employees
should occur only after careful consideration and only when the organization
anticipates a long-term need for additional labor Cling, (2010).
Recruitment
planning begins only when other alternatives have been considered and
eliminated. In any kind
of organization, recruitment and selection processes are considered useful,
because they help in finding the most suitable candidates for the jobs Billsberry, (2000). Recruitment and selection are
important operations in human resource management, designed to make best use of
employee strength in order to meet the strategic goals and objectives of the
employers and of the organization as a whole Ludlow, (2008).
It may be appropriate for an organization to consider alternatives to
recruiting, such as outsourcing or contingent labor, instead of hiring regular
employees. If this is a temporary fluctuation in work volume, the simplest
solution may be part time labor or overtime by existing employees Mailer, (2011).
In any kind of organization, recruitment and selection
processes are considered useful,
because they help in finding the most suitable
candidates for the jobs. Recruitment and
selection are important operations in human resource
management, designed to make best use
of employee strength in order to meet the strategic
goals and objectives of the employers and
of the organization as a whole. It is a process of
screening, sourcing, shortlisting, and
selecting the right candidates for the vacant
positions. The employers put into practice
recruitment strategies and methods that would be the
most beneficial to achieve
organizational goals and objectives.
Recruitment process is the first step in creating a powerful resource base Edwin, (2006). The process undergoes a systematic procedure starting from sourcing the resources to arranging and conducting interviews and finally selecting the right candidates Yoder, (2014)
Factors affecting recruitment process
Zhao, (2011) states that the factors affecting
recruitment process are internal factors and external factors. Some of the
factors of internal factors that affects the recruitment process are
The size of the organization
is one of the most important factors affecting the recruitment process, the organization in which I work in the travel industry it has
three branches, therefore, recruitment planning is mandatory for hiring more
resources, which will be handling the future operations. Recruiting Policy
Recruitment policy of an organization, hiring from internal or external sources
of organization is also a factor, which affects the recruitment process. It
specifies the objectives of the recruitment and provides a framework for the
implementation of recruitment programs. Organizations having a good positive
image in the market can easily attract competent resources. Maintaining good public
relations, providing public services it will definitely help an organization such
as the organization in which I work in the travel industry in enhancing their reputation
in the market, and thereby attract the best possible resources. Just like the image
of organization, the image of a job plays a critical role in recruitment. Jobs
having a positive image in terms of better remuneration, promotions,
recognition, good work environment with career development opportunities are
considered to be the characteristics to attract qualified candidates.
Billsberry, J. (2000) Finding and keeping the Right People , 2nd edn, London, Prentice-Hall
Cowling, A.G. and Mailer, C.J.B (1981) Managing
Human Resources , London, Edward Arnold.
Ludlow, R. and Panton, F. (1991) The
Essence of Successful Staff Selection , London, Prentice-Hall.
Rehman,
S., (2012). A study of public sector organization with respect to recruitment,
Recruitment and selection process. Global business & Management research, 4
(1).
Zhao,
H. and Liden, R., (2011). Internship: A recruitment and selection perspective.
Journal of Applied Psychology, 96 (1), p. 221.
Agreed with your points Hashanika, adding to that, Recruitment is the process of gathering talented candidates who are to be hired by an organization (Chan and Kuok, 2011). Selection is the final stage following the recruitment process, in which a suitable candidate is chosen (Pynes, 2004). Organizations are faced with the problem of reducing costs, while at the same time sustain their productivity, to gain the edge in competing with major competitors (Mahapatro, 2010). For this reason, the issue of employee recruitment and selection is identified as one of the key factors affecting organizations. The same situation applies to within the travel industry (Bae and Rowley, 2001).
ReplyDeleteYes Nivethini, I agree as recruitment mistake could be damaging in various ways for a company in any type of industry. Evidently, it is very time wasting hiring the wrong candidate, as the same process will have to be repeated in order to replace the mistaken employee. In doing so, there is a risk that team efficiency could potentially be damaged, as well as a significant waste of money and resources (Burton, 2006). Every organization cannot stress enough how important it is to take time and effort in finding the right person. The right candidate is more likely to stay in the business long-term, invest more interest and produce better quality work (Calton, 2001).
DeleteYes Hashanika, Recruitment can be said as a process of attracting, selecting and appointing the appropriate candidate to meet the organizational requirements and this process may take place internally within the organization or from use of external sources( R.Kapur,2010).
ReplyDeleteYes agreed with your points Pernalla, successful recruitment is mutual. They need to find the right place to work too. So the organization should analyse there requirements and attract employees that are going to be of interest. Don’t oversell or undersell and give an honest description and the recruitment process can be also done as internally or externally , no matter how its done but the point is the that the correct candidate should get selected.
DeleteWhile I agreeing with you would like to bring the importance of role of the internet in recruitment process. The development of the Internet and social networks opens up new opportunities in the implementation of the recruitment and selection activities. The majority of company management finds that the structure of the labor force in the labor market has changed a lot, and traditional recruitment and selection techniques are not sufficient to attract and retain a new generation which has different demands and expectations from work. In order to obtain credible and useful information necessary for deciding on the choice of an adequate candidate, it is necessary to combine traditional and modern techniques, with the increasing use of the internet (Slavic et. al, 2017)
ReplyDeleteYes indeed Hashanika. It is a fact that the employee recruitment and selection process have become an increased concern in travel industry due to increased competition resulting from globalization. In order to meet customer needs and expectations, organizations need to focus on hiring candidates who have both EQ and IQ skills and creativity (Bridgestock, 2021). According to Çakar (2017), both jobseekers and employers have benefited by carrying out recruitment and selection process through technological developments such as internet and social networking websites (Facebook and LinkedIn).
ReplyDeleteAgreed with you Hashanika, with align to your argument, recruitment and selection is one of the basic functions of Human Resource Management. There is a clear distinction between recruitment and selection. Walker et.al , (2009) explained that recruitment is the process of attracting a large pool of qualified people for employment. This involves planning for human resource to job design, job description, job analysis, creating awareness among others. Selection on the other hand is the process through which organizations make decisions about who will or will not be allowed to join the organization.
ReplyDeleteAdding to that Hashanika, economic factor, supply and demand factor and reservation factor are the external factors that affect the recruitment process (Balasubramanian, 2014).
ReplyDeleteFrom a resource-based perspective, Organizations should constantly monitor their employees to identify their talent and the skills to provide a sustainable competitive advantage. (Barney, 2001). I agreed. In your mentioned industry it is really important.
ReplyDeleteI agree with with you on the importance of recruitment and selection in the travel industry. E- methods for recruitment and selection are growing. Technological advancement of a country affects the recruitment and selection methods used. For instance, E-recruitment and selection methods (internet, social media and company website) are much more used by MNEs/foreign hotels leaving Greek hotels behind. This is mainly because technological development in Greece has not reached a high point yet (Chytiri et al., 2018).
ReplyDeleteI agree with you. Recruitment and selection reflect the success of the organization. Storey (2007) asserts that it is the nature and caliber of the human resource of an organization that indicates whether an organization will have a competitive edge over its competitors or not.
ReplyDelete