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Generally, recruitment and selection of people to fill new or existing positions is a vital element of human resource activity in all hospitality organisations. Recruitment and selection process in the hotel industry is entirely focused towards having a well qualified team along with the high degree of flexibility, commitment, involvement and enthusiasm (Hayes 2008). Hotel Wellington mainly recruits manpower through the process of internal promotions in which the requirement of training and development gets minimised. Besides this, hotel sometimes prefers recruitment of external talent through employment forums, employment portals, social network and universities. The procedure for the external recruitment is described with the help of diagram below:
Undertaking job analysis is highly essential to find suitable candidates for the vacant positions in the hospitality organisations. Although it may not be necessary for every time a vacancy arises, but it becomes a necessity especially in hospitality organisations, where labor turnover rate is very high. Firstly, job description document will be prepared that outlines the nature and purpose of the job, duties and responsibilities, performance of objectives and the reporting relationships (Nickson 2013). After the preparation of job description document, person specification will be done to clarify the ideal person for particular job profile. This step helps an organisation to recruit right people at the right time for the right job by outlining the specific type of person an organisation is seeking.
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