Accor Hotels India

Mercure
HR Policies & Procedures

Section 1 : Recruitment & Selection

Issued : July 2015

Devised by : Corporate Human Resources India

Date effective : 1st August 2015

Revised :

EMPLOYEE RECRUITMENT PROCESS – SOP 01

Policy Overview

This policy outlines Accor’s approach to the recruitment of staff. The

objective of this policy is to ensure an effective and efficient recruitment
process which is transparent, professional and timely.

Principles

 All rules pertaining to the recruitment process should promote efficiency

while guaranteeing equity and respect of local legislation.

 Available positions should always be communicated internally before

publication outside the Group.

 The employee recruitment process must comply with the ACCOR

Recruitment Charter, ACCOR Diversity Charter and ACCOR Management
Ethics Guide. (Refer Annexure 1, 2 and 3)

 When a vacancy occurs, or a new role is defined, authorization to recruit

must be sought. The approval process requires an Employee Requisition
Form (ERF) - (Refer SOP 01.1)

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  All positions must have an approved Job Description outlining key duties
and key responsibilities. (Refer Section 2 - SOP 07)
Process

1. GM roles - Int’l Expatriate status.

Regional Director of Human Resource, after liaising with Senior Vice President,
Operations India is responsible for sending to Singapore Corporate Human
Resource Department the vacancy “Flash Opportunity” filled in form.

Singapore Corporate Human Resource Department is responsible for e-

circulating it throughout Accor Asia network and to any other Accor division
Human Resource Team. India Corporate Human Resource is responsible for
posting this vacancy on AccorJobs and updating Success for this vacancy.

2. Other hotel based roles - Int’l Expatriate status.

The hotel Head of Human Resources, after liaising with his/her hotel General
Manager and India Corporate Human Resource, is responsible for sending to
Singapore Corporate Human Resource Department, the vacancy “Flash
Opportunity” filled in form.

Singapore Corporate Human Resource Department is responsible for e-

circulating it throughout Accor Asia network and to any other Accor division
Human Resource Team. The hotel Head of Human Resources is responsible for
posting this vacancy on AccorJobs.

3. GM roles - Local contract basis.

India Corporate Human Resource Department is responsible for posting the

position on AccorJobs in liaison with Senior Vice President, Operations India and
open the position on Success.

4. Other hotel based roles - Local contract basis.

The hotel Head of Human Resources is responsible for posting all vacancies on
AccorJobs whenever a domestic language version is available.
When no domestic language version is available, all Supervisors level and above
positions must be posted on the AccorJobs English version.

5. Campus Recruitment.

The hotel Head of Human Resources is responsible to recruit the best entry-level
talent from premier institutes; to achieve a 'Preferred Employer' status and
accordingly it is important to maintain a continuous relationship with target
campuses. (Refer Section 7 - SOP 01.1)

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The hotel Head of Human Resources shall involve themselves in the following
networking activities with campuses:

5.1. Participation in Career Fairs

 To create a 'buzz' amongst students and communicate Accor interest in

campus recruitment;
 To share information with students on Accor growth plan in India.

5.2. Liaison with college placement committees

 To advertise for its career/job opportunities in their internal

magazines/notice board;
 To be constantly aware of the career trends among students.

5.3. Internship opportunities

It is very important to give a good challenging project to summer trainees so that

they learn more about the company and about the industry in general.

6. Management trainees

The hotel Head of Human Resources is responsible for posting all management
internship vacancies on AccorJobs and for liaising with Singapore Corporate
Human Resource Department for which the current contact person’s email ID is
karn.Lertpenmaetha@accor.com. (Refer Section 7 for policy on Traineeship)

7. Flash Opportunity

The Flash Opportunity can be used as an additional media to AccorJobs and/or

Success when it is needed to give to the recruitment an additional exposure
(especially to non Asian countries). This is done in liaison with Singapore
Corporate Human Resource Department.

Whenever a hotel Head of Human Resources needs to E-distribute a job

vacancy throughout the entire Asia network, he/she sends to Singapore
Corporate Human Resource Department the “Flash Opportunity” filled in form
copying India Corporate Human Resource. (Refer Annexure 4)

For preopening hotels, ideally one comprehensive Flash Opportunity should be

circulated by the concerned hotel Head of Human Resources to all Accor Hotels
in India.

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Sourcing candidates

 All vacancies must be advertised internally on AccorJobs, Success and

via Flash Opportunity flyers. External sourcing of candidates may take
place concurrently if required.

 India Corporate Human Resource Department has partnered the job portal
‘Naukri.com’ for displaying Accor Hotels India under the ‘Best Place to
Work’ category for publishing all job postings and this is an annual
arrangement. The cost of the partnership is billed between various Accor
India hotels on a pro rata basis. All Accor India Hotels are mandatorily
required to bear their pro rata share of the associated cost on annual
basis with no exceptions. This amount is to be budgeted in the hotel
Human Resource Budget on annual basis.

 All applicants must be given a time limit of 15 days to respond to the

application.

 Entry-level candidates can be hired through Campus Recruitment

Process.

 All candidates must complete and sign the standard Accor employment
application form in use in the business unit.(Refer Annexure 5)

 All internal candidates must follow the Accor internal transfer process
(Refer Section 13 - SOP 01).

 The Employee referral scheme allows the internal staff members to refer
their known resources as per requirements. If the referred candidate gets
selected, the referee becomes eligible for a referral bonus. (Refer SOP
01.3)

 The company is open to re-employment of ex Accor-employees provided

the exit of the concerned employee was certified as eligible for re-hire.
(Refer SOP 01.4)

Fair Selection Process

All recruitment must be conducted in line with the ACCOR Recruitment

Charter (Refer Annexure 1) and Accor Diversity Charter (Refer Annexure
2). (Refer SOP 02)

Letter of Intent

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  All letter of intent are to be made via the hotel Head of Human Resources
once candidate is selected. (Refer Annexure 11)
 Once the candidate has accepted Letter of Intent, the hotel Human
Resource Department should issue the employment contract prior to
his/her date of joining (Refer SOP 07).

Employment Agreement

 To confirm employment, the hotel Head of Human Resources must obtain

from the applicant all valid documents which pertain to employment
(identification card, school certificates, health certificates, and all
documents required statutorily by Indian laws).

 All employment contracts are to be made via the hotel Head of Human
Resources once validated by the General Manager.

 For foreign applicants, the business unit will be responsible to make all
procedures necessary to obtain a work permit. The cost of such
procedures is borne by the Employer.

REFERENCE DOCUMENTS ANNEXURES

Accor Recruitment Charter Annexure 1

Accor Diversity Charter Annexure 2
Accor Management Ethics Guide Annexure 3
Flash Template Annexure 4
Employment Application Form Annexure 5
Letter of Intent Annexure 11

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