In the hotel industry, the English term “recruiting” has become established and stands for personnel recruitment. The recruiting team has the task of searching for qualified employees and winning them for the hotel. In order for this to work in times of specialist and executive management, recruiters have to start earlier and first check whether the current requirements of those wanting to work are still met. This includes clarifying whether it is possible to work from a home office, whether working time from the train, for example, counts as official working time or whether jobs can be done part-time.
The most important tasks of the recruiter are:
- Analysing the requirement profile and formulating the job description.
- Advertising the job in suitable media and searching for candidates
- Analysing the applicant information and selecting suitable candidates
Supporting candidate interviews
- Making a job offer, drawing up the contract and hiring the employee
- Integration of the new employee
Important for the success of the recruitment:
- Balancing the requirements of the company and the applicant.
- Creativity in the advertisement and search, hackneyed formulations in advertisement texts should be a thing of the past.
- Jobs are attractive; wages are adequate, promotion (and demands) are made, employees’ life situations are taken into account (e.g. in the organisation of working hours).
- The satisfaction of a company’s employees is measured and continuously improved.
- Managers are well trained, the management principles are modern and meet the requirements of employees and managers.
- Rooms and catering for employees are designed with comparable standards as rooms and catering for guests.