Recruitment process

1. Identifying the needs.

Sunset by the Sea Resort Hotel will create a list of needs before you create a job posting. It may seem
easy to identify the hiring need when the replacing an employee who just left, but the task gets more
difficult if resort hotel creating a new position or changing the responsibilities of a role.

2. Preparing the Job Description

The business and department’s needs, should determine the duties and responsibilities of the role and
write them out. Job descriptions help communicate the organization’s needs and expectations to a
potential candidate. It’s essential to be as specific as possible in the job description to attract and meet
candidates who can sufficiently meet the demands of the role.

3. Creating a Recruitment Plan

Save time and energy by creating a recruitment plan. Strategize the best ways to get the word out about
the job. Determine who will be reviewing resumes, scheduling interviews, and deciding on the right
candidate.

4. Start Searching

Use keyword recruitment tools to cut down on your search time during the recruitment process. This
can be the most time-consuming part of recruiting, and keyword tools can weed out unqualified
applicants.

5. Recruit Top-Tier Candidates

The best candidates likely have many options, and you’ll need to maintain timely communication or
they’ll quickly move on to other opportunities. Use a mobile hiring app to review top candidates quickly,
right on your smartphone, whether you’re in the office or on the go.

6. Conduct a Phone Screening

Once you have your eye on certain applicants, conduct a phone screening to narrow down the selection
process and make sure you want to take the time to interview the candidate in person. Make a list of
the best interview questions to ask before you get started.

7. Interview in Person

Interviews should be conducted soon after a phone screening—ideally within a week. The process
shouldn’t stretch on too long, or candidates may lose interest. Communicate with the interviewee about
where you are in the process and how long it will take to get back to them with your decision. And then
be sure to follow up, even if you decide they’re not a good fit. Be sure to allot enough time so you can
focus and give candidates your undivided attention.

8. Offering the Job

Just because you offer an employee a job doesn’t mean they’re going to accept. Take great care in this
step of the process to present a desirable offer the candidate won’t want to pass up. Over 90 percent of
people report being contacted by a manager can make them accept a job offer faster, so don’t be afraid
to reach out. But expect the process to take time, and be ready to negotiate salary and benefits.

9. Onboarding a New Employee

Now that you’ve determined which candidate will be joining your team, the real work begins.
Implement a new hire onboarding process so the candidate has a positive experience and can easily dive
into the job you’ve hired them for.

Craft detailed job descriptions and market are listings well.

Online platforms like Indeed, Websites, and even Facebook can help to reach a large audience of job-
seekers. Craft detailed job descriptions that clearly outline the position: Job duties, responsibilities, full-
time or part-time information, and potential scheduling options. Highlight any preferred candidate skills
or required training. Include any background check or drug screening requirements in your posts to
prevent wasting time later in the hiring process. Additionally, be sure to include employee perks and
benefits information in all job descriptions to better appeal to serious candidates.

Recruit hospitable candidates by advertising for attitude.

In addition to clearly outlining job details, benefits, and expectations, use job descriptions as an
opportunity to appeal to individuals with a personality for hospitality.

1. Looking for candidates with a positive attitude. Hoteliers know to expect the unexpected, so look for
employees who can encounter unforeseen challenges and stay positive.

2. Resort Hotel success relies heavily on the ability of different departments to work together, and
strong communication skills are a valuable asset in potential team members.

3. Professionalism is a vital part of any customer service role. In the hospitality industry, guest service is
a top priority.

4. Resorts operations are a team effort, so punctuality and reliability matter. Employees who fail to show
up on time or put effort into their work may end up putting additional stress on fellow employees.
https://hbr.org/2012/11/five-ways-to-retain-employees

https://www.thebalancecareers.com/top-ways-to-retain-your-great-employees-1919038

https://www.grandtarghee.com/grand-targhee-resort-employment/grand-targhee-employee-policies/?
cn-reloaded=1

http://www.kalachuchi.com/resort-policy/

https://www.bamboohr.com/blog/guide-effective-recruitment-process/