Ritz carlton case on recruiting
Question [1]:- Describe why a strategic approach in recruiting was crucial at the Ritz-Carlton.
Answer:-
Ritz-Carlton has a unique brand image so to if a new hotel was to be opened under the head, the quality and level of service need to be at the same level as expected. So for that the focus of process must depend on the candidate’s needs, and the candidate experience. Employers and job seekers are brought together for potential matches through their recruitment and job search activities. Employers may post help wanted signs, run newspaper advertisements, or seek referrals from private employment agencies. Job seekers may speak with friends and relatives, solicit the aid of the state employment agency, or simply walk in and apply. These recruitment and search activities help both parties acquire information about each other, and the more information they obtain prior to entering an employment agreement the higher the likelihood of a good employment match.
In this case study we are explaining by resembling “The principle of Strategic Recruiting Methods”, why a strategic approach to recruiting was crucial at the Ritz-Carlton.
1. Short time & huge vacancy had to be filled:
As the hotel was being built and the opening got closer, the hotel’s H.R.D (Marie Minarich) felt on a major challenge like filling up about thousand amounts of deferent positions from Housekeeping to HRM. If the company had taken normal approach to recruiting they might not be success. So we can reach to a decision about Strategic Approach to Recruiting that was crucial at the Ritz-carlton.
2. Target employed “non-lookers”:
The best recruiting processes are designed to identify and successfully hire currently employed top performers. This means that the process needs the capability of identifying and convincing employed individuals who work at your competitors and may not be actively
Answer:-
Ritz-Carlton has a unique brand image so to if a new hotel was to be opened under the head, the quality and level of service need to be at the same level as expected. So for that the focus of process must depend on the candidate’s needs, and the candidate experience. Employers and job seekers are brought together for potential matches through their recruitment and job search activities. Employers may post help wanted signs, run newspaper advertisements, or seek referrals from private employment agencies. Job seekers may speak with friends and relatives, solicit the aid of the state employment agency, or simply walk in and apply. These recruitment and search activities help both parties acquire information about each other, and the more information they obtain prior to entering an employment agreement the higher the likelihood of a good employment match.
In this case study we are explaining by resembling “The principle of Strategic Recruiting Methods”, why a strategic approach to recruiting was crucial at the Ritz-Carlton.
1. Short time & huge vacancy had to be filled:
As the hotel was being built and the opening got closer, the hotel’s H.R.D (Marie Minarich) felt on a major challenge like filling up about thousand amounts of deferent positions from Housekeeping to HRM. If the company had taken normal approach to recruiting they might not be success. So we can reach to a decision about Strategic Approach to Recruiting that was crucial at the Ritz-carlton.
2. Target employed “non-lookers”:
The best recruiting processes are designed to identify and successfully hire currently employed top performers. This means that the process needs the capability of identifying and convincing employed individuals who work at your competitors and may not be actively