Recruitment Challenges In Hospitality Industry †Free Samples

Question: Discuss about the Recruitment Challenges In Hospitality Industry. Answer: Introduction The human resource management is playing an essential role in the recruitment and selection process. Apart from that, the HR managers of the hospitality industry need to recognise the potentiality of candidates during the interview process. Besides that, the aim of this report is to analyse the challenges faced by the hospitality industry during or after a selection process. Moreover, in this report, some major key challenges for recruiting in hospitality will be discussed through proper argument and justification. Besides that, how the HR manager reduces the impact of occurred challenges that also discussed through valid recommendation and evidence. On the other hand, the recruitment process needs to be perfect for organizational long-term sustainability (Hesselbein, Goldsmith and Beckhard, 2006). Impact of recruitment system on hospitality industry The hospitality industry is rapidly increased, and the customers want more services from the management of the hospitality industry (Hesselbein, Goldsmith and Beckhard, 2006). Besides that, the recruitment and selection process is the only way to appoint more efficient and skilled employees in the hospitality sector. The recruitment process of the hospitality industry includes some critical documentation such as job description, job title, and job design and person specification. Each and every document is required for successful recruitment and selection process. Apart from that, the job description includes detailed information about the job which needs to be performed by the candidates (Lowe, 2009). Besides that, the applicant can get a clear idea about the job through job title or position in the organization. Along with that, the person specification is one of the significant element or document of the recruitment procedure which includes all required information filled by the a pplicant. In other words, the applicant can get all job-related information through person specification document. On the other hand, the hospitality industry requires various types of employees for different types of position, for example, front desk job or reception, cooking staffs, food and beverages and customer service. In other words, the management of hospitality industry requires skilled and efficient employees for a different level (Mathis et al., 2007). Along with that, with the help of proper and accurate recruitment process, the hospitality industry can increase the relationship with the customers and level of customer satisfaction will also be increased. In addition, the management of the hospitality industry needs to focus on the required activity to perform jobs at a different level. Besides that, in the top management highly skilled and experienced employees are required who can lead the organization towards success. Along with this, the hospitality industry requires a supervisor who should observe and notice employees activity (Vroom, 2000). In order to appoint a manager, the hum an resource department needs to analyse the background information of the applicant. In addition, many staffs are required for customer care and service purpose in the hospitality industry. The HR managers should judge the qualities of the applicant which are essential for the customer service during the interview process (William, 2000). For example, language skills, confidence and physical strength are essential requirements of the lower staffs position in the hospitality industry. Apart from that, the management of the hospitality industry requires good looking, smart and intelligent employees at the front desk. Along with that, most of the customers make enquiry at the front desk, and the representative should have the ability to provide valid and positive answers to the customers. Room service is an important part of the hospitality industry because the customers always prefer and want high-class room service. In addition, in order to satisfy the customers, the management of th e hospitality industry needs to appoint sensible and qualified applicant who able to meet desired requirements of the customers (Schmidgall, 2009). In other words, with the help of effective contribution of the newly appointed skilled employee, the level of customer satisfaction can be improved and increase of the hospitality industry. Challenges for recruitment in hospitality industry There are many challenges occur in the process of recruitment of the hospitality industry. Along with that, the HR managers of hospitality needs to focus on few but significant challenges such as communication issue, sex discrimination issue, ethical issues, cultural diversity and training issue(Madanoglu and Martin, 2003). Besides that, the management of the hospitality industry can reduce the impact of those above-mentioned challenges by improving recruitment process. Moreover, every single challenge which faced by hospitality industry during recruitment process are discussed below: Communication issue: the langue is one of the significant challenges of the recruitment process. The HR manager of the hospitality industry needs to focus on the communication segment in order to avoid the langue related challenges(Madanoglu and Martin, 2003). Besides that, the management of the hospitality industry needs to appoint a trainer who will interpret the discussion between two individuals. On the other hand, the cultural background of the applicants is one of the major cause for communication gap. Besides that, the HR managers need to motivate and understand the language issue during the recruitment process. Moreover, the HR manager of the hospitality industry needs to appoint good trainer who will provide communication class to newly recruited employees(Pizam, 2006). Sex discrimination issue: According to sex discrimination act, the HR managers should provide equal opportunity to both male and female applicant. In other words, the HR managers should not underestimate the female employees because sometimes the female employees became more useful for the hospitality industry. For example front desk for customer greetings. In other words, the female receptionist can physiologically attract male customers(Pizam, 2006). Besides that, women also have equal ability and confidence by which they can stand by against men. Moreover, sometimes HR managers prefer male room service staff rather than female room service staff due to sexual harassment issue which is a significant challenge for the hospitality industry. In other words, this types of Phycology also define an ethical challenge of the hospitality industry. Ethical issues: according to the employment agreement, the hospitality industry should be responsible for any accident in working hours or shift. In other words, it is the responsibility of the management of the hospitality industry to provide a healthy environment to their employees(Bonn and Forbringer, 2001). Along with that, the management of the hospitality industry should also focus on the health and safety issue which also affect the recruitment process of the hospitality industry. On the other hand, the HR managers of the hospitality industry need to carefully analyse the interpersonal skills of preferred candidates by influential people. In other words, the HR managers should provide equal opportunity to each applicant to prove ability and talent. Moreover, it is an ethical responsibility of the human resource management of the hospitality industry to give same chance general and recommended applicant(O'Halloran, Jarvis and Allen-Chabot, 2006). Cultural diversity: the cultural diversity is one of the significant challenges of the recruitment and selection process of the hospitality industry. The applicant who applies for vacant positions in the hospitality industry is usually belonged from three segments such as local employees, federal employees and international executives(O'Halloran, Jarvis and Allen-Chabot, 2006). Along with that, the management of hospitality industry always prefers local employees for middle and low-level position jobs such as manager and room service staffs. Apart from that, a conflict can arises due to cultural diversity between employees who had been recruited by the human resource department of the hospitality industry. Moreover, the HR managers of the hospitality industry need to appoint room service staffs and managers carefully. Training issue: In order to improve the interpersonal skills and abilities to newly selected employees, the management of the hospitality industry should provide effective training. Besides that, the HR managers should focus on the job specification and person specification documents during the interview process to determine previous job experience of the applicant(Miller and Walker, 2009). On the other hand, with the help of past job experience, the management of the hospitality industry can determine the training needs of the employees who would be selected through the recruitment process. Along with that, training needs recognition is one of the major responsibility of the HR managers of the hospitality industry which can help the trainer to provide required training to the employees of the hospitality industry. Challenges for different level The hospitality industry includes various levels which require individual skills and talents to perform the job. In other words, front desk jobs need highly confident, sensible and smart people who can easily resolve the query of the customers(Miller and Walker, 2009). Besides that, some critical positions of the hospitality industry are discussed below; Front desk job challenges: the HR managers needs to appoint the employees who can manage to communicate with customers. In other words, effective and productive communication skill is required for the position of a receptionist in the hospitality industry. In addition, the management needs to appoint highly skilled and intelligent people for front desk jobs who can meet customer requirement through impressive communication skills(Chen, 2013). Food and beverages: the pantry department also required the skilled and experienced chef who should control and manage kitchen segment of the hospitality industry. In other words, the HR managers should only recruit experienced chef by which the food quality can be improved(Chen, 2013). Besides that, the servicing staffs are also an important part of the organizational brand value. Also, to maintain high-quality customer service, the management of the hospitality industry needs to appoint well-behaved employees who able to satisfy a customer by the attractive and impressive table or room service. Room service/ cleaning: the level customer satisfaction of hospitality industry is depended on the room service and room cleaning service. In other words, the HR managers need to appoint hard working and dedicated employees who seek for money for room cleaning segment. On the other hand, room service is also an important part of the hospitality industry by which the customer get satisfaction. In other sense, the customers of the hospitality industry can be retained through high-class room service quality(Hudson, 2009). Recommendation The HR managers should focus on the job specification and person specification documents during the interview process to determine previous job experience and qualification of the applicant. Apart from that, the HR managers of the hospitality industry need to recognise the potentiality of candidates during the interview process by asking smart questions regarding customer service. Like this, the HR managers of the hospitality industry needs to carefully analyse the interpersonal skills of the applicant. Along with that, the management of the hospitality industry should also focus on the health and safety issue which also effect the hospitality industrys empowerment. In other words, the HR managers should only recruit experienced chef by which the food quality can be improved. Besides that, the servicing staffs are also an important part of the organizational brand value(Hudson, 2009). Conclusion The HR managers should provide equal opportunity to both male and female applicant according to Sex Discrimination Act (1984). In addition, the management of the hospitality industry needs to focus on the required abilities to perform jobs in a different level. In addition, the HR managers need to appoint the employees who can manage to communicate with customers after getting training in future. In addition, the HR managers should judge the qualities of the applicant which are essential for the customer service during the interview process. Moreover, the management of the hospitality industry needs to appoint a trainer who will interpret the discussion between two individuals. The HR managers need to motivate and understand the language issue during the training process. In order to improve the interpersonal skills and abilities of a newly selected employee, the management of the hospitality industry should provide effective communication training as well. References Bonn, M. and Forbringer, L. (2001). Reducing turnover in the hospitality industry: an overview of recruitment, selection and retention.International Journal of Hospitality Management, 11(1), pp.47-63. Chen, J. (2013).Advances in hospitality and leisure. 1st ed. Bingley, U.K.: Emerald. Hesselbein, F., Goldsmith, M. and Beckhard, R. (2006).The organization of the future. 1st ed. San Francisco, Calif.: Jossey-Bass Publishers. Hudson, S. (2009).Customer service for hospitality. 1st ed. Lowe, T. (2009).Get motivated!. 1st ed. New York: Doubleday. 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