The most important function in HR – Recruitment and Selection

  Since the epidemic struck, Organizations, employees and the whole industries faced difficult challenges, and no industry escaped unharmed. There is one sector that has been hit particularly hard and is still struggling to regain its footing and expand on a foundation that is getting shakier: hospitality ((Dodds, R., & Butler,R., 2019). The COVID-19 pandemic has caused unexpected changes to the hospitality industry, highlighting specific workforce liabilities that impact of technology adoption, shrinking labor pools, and workplace risks are likely to be accelerated by the COVID-19 crisis and the current projections suggest that 24% of COVID-induced layoffs may be permanent ( Altig et al., 2020 ). Nyhetsrummet (2020 ) stated that in Sweden, the average lodging occupancy rate dropped 34% from August 2019 to August 2020, resulting in a financial loss of $182 million USD and the US lodging occupancy rate showed a year-over-year decrease of 30% (Shapoval 2020). Candidate volumes in...

  The interview is the most familiar method of selection and the aim is to elicit information about candidates that will enable a calculation to be made about how well the candidate will do the job and lead to a selection decision (Armstrong, 2014). An interview is a process of private conversation between two people, where questions are asked and answers are found and the main purpose of the interview is to acquire information about qualities, attitudes, prospectus and so forth which gathers by below types of interviews (Kapur,2008). Structured Interview – Structured interview is planned, designed and detailed in advance and reliable in hiring the candidates. Unstructured Interview - The interviewers are not well prepared regarding the questions that are to be ask from the candidate. The usefulness of the interview is less and there is a waste of time and effort to a large extent to both interviewer and the candidate. Group Interview - All the candidates or a group of candidates...

Internal referrals can be a rich recruiting source because many employees maintain large social networks, such as classmates, colleagues from previous jobs, neighbors or professional connections and employees not only understand their organization's culture, but they are often familiar with a role's talent demands. Therefore, the chances are good that they will know someone who might be the right fit for an available position (Rigoni and Nelson, 2016). Employee referrals may be used to tackle a variety of problems resulting from the job market. By encouraging the staff to suggest top individuals to the company which can reduce the expense of conventional hiring, speed up the hiring process, and keep referred employees longer. According to recent studies, hiring candidates from employee referrals happens 55% faster than hiring people from other sourcing methods, such job sites. The cost per hire for businesses using suggested applicants is reduced by 75% when compared to tradit...

  Onboarding is the entire process around recruitment, hiring, and helping the new employee to reach full productivity as quickly as possible and this process is critical to the success of any organization and Onboarding includes of all actions that will help an employee to know about the community, work place, new job role and expectations of the organization related to the new role which include knowing the company’s business idea, vision, values and practices and other people, such as the new colleagues, customers and other important stakeholders (Deepu.S and Anupriya.C, 2019) During onboarding, organizations get the first opportunity to integrate and empower organization’s personnel. Onboarding starts much earlier and lasts a lot longer than is typically imagined and when a candidate accepts a job offer, the onboarding process actually begins, and it may take up to a year for a new hire to reach their full potential (Caldwell et al 2018) Onboarding is like a secret weapon for...

  Selection is an extremely important part in the organisational effectiveness and efficiency in order to maintain the quality of the organisational productivity by selecting the right kind of people and ensuring a better type of organisational performance (Henry & Temtime, 2009). Selecting the right employee is more important for three main reasons, such as; performance, cost and legal obligation (Kumar & Gupta, 2014). The selection Methods in Figure 1.0 Figure 1.0 : Selection methods Source : (Mobideen et al, 2019) The Application, Cv’s and references Requesting a candidate to fill an application with information is generally done early in selection process, and the application questions are based on gender, race, national origin, education dates and disabilities which sounds inappropriate ((Gusdorf et al , 2018, p-9).  The main purpose of a reference check in an organisation is to verify the different types of  information that the candidate has provide...