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Tourism Enterprises
Supporting website
http://www.flickr.com/photos/bitzi/176304506//

Recruitment and Selection
Recruitment Selection
The process of attracting suitable individuals
to apply for positions in an organisation.

Aim - to attract the best applicants and
exclude any that are not suitable

Recruitment
Recruitment is job centred:
Questions to ask before starting the process
Should the job continue in its present form?
Is it needed at all?
Can the work be redistributed
Does this job add value or assist the organisation to
achieve its objectives
Recruitment Process
Determine the vacancy
External
Do we buy in skills, knowledge, ability?

Internal
grow our own inside the organisation?
Recruitment Process
Internal vs External

Before any decision is made to recruit new
staff, the experience and qualifications of
current staff need to be considered

Vacancies should be advertised on staff
noticeboards before going outside
Recruitment Process
Benefits of internal recruitment :
1. Saves on cost of recruitment and selection
2. Builds staff morale
3. Reduces costs of induction and training
4. Allows for succession planning
5. Selection is based on actual performance
assessment of current staff
6. Provides career paths for employees

Taken from: Building Quality Service by Lynn Van der Wagen (pg65)
Recruitment
Benefits of external recruitment :
1. Brings in new skills
2. Encourages competition
3. Gives the organisation exposure in employment
market
4. Brings in applicants with current knowledge and
qualifications

Taken from: Building Quality Service by Lynn Van der Wagen (pg65)
Recruitment Process
Advertise the vacancy
National press
Local press
Recruitment agencies
Radio
Internet
Internal methods
Educational sources
http://jobs.search4.co.nz/job/view/2n6q4v/search/o/education-training/3/

Recruitment
If you are too detailed in the specifications not enough
people will apply; and if you are too general, too many
will apply

Important to choose people who will mix/blend in well
and compliment the skills of the existing team

http://www.jobsearch.co.uk/show_job.cgi?j=4814049&c=7&o=219&cat=39


Selection Process
Want candidates who have:
Skills
Knowledge
Correct attributes
Good fit to the organisation
Bilateral Process
Candidates are more assertive in choosing
organisations they want to work for
Selection Process
Job Analysis

Job description
Person profile
Job context

Selection Criteria
Job descriptions

Person specifications

What is the difference between the two of
these?
Selection Criteria
Job description the role of the person, duties
and responsibilities of the individual and of
the job
Full or part-time
Fixed, casual, permanent contract




Selection Criteria
Person specification the skills, experience
and knowledge necessary to perform the job

http://www.ers.dol.govt.nz/publications/pdfs/
checklist_personal_profile.pdf

Selection Criteria
Job Context
This is the situational and supporting information
regarding the job
Work climate (safety)
Reporting relationships
Unspoken rules
Budgetary information and incentives
eg. The job context for someone working in front-line tourism
may state that the position could be associated with
complaints, time pressure, stress, unpredictable work hours
Selection Process
Selection devices:
Psychological, aptitude or ability testing
Medical examinations
Reference check
Academic achievement
Selection interview
Training and experience

References
Wagen Der Van, Lynn. (1994) Building Quality Service with
competency-based human resource management.
Butterworth-Heinemann, Australia.