Week 6 Final Recruitment Strategies
Recruitment and Selection Strategies
This paper will outline suggestions on recruitment and selection strategies for Jason Galvan, HR Representative from Bollman Hotels International as he expands his business from Minneapolis, Minnesota to Las Vegas, Nevada. They have approximately 25,000 employees across multiple departments and are looking to expand by another 20% companywide as they move to their new location. “Recruitment is a form of business contest and it is fiercely competitive. Just as corporations strategize to develop, manufacture, and market the best product or service, so they must also vie to identify, attract, and hire the most qualified people. Recruitment is a business, and it is big business. It demands serious attention from management because any business strategy will falter without the talent to execute it” (Cascio, 2015). For each position being hired for, there must be a specification for the exact work that will need to be done, as well as the personal qualities a person must possess to be successful in that position.
When recruiting for the Las Vegas hotel location we need to be aware of the large tourist based industry that attracts millions of visitors to Las Vegas every year from all over our nation and from countries all over the world. “Service employees need to be able to “read” their customers—to understand them, to anticipate and monitor their needs and expectations, and to respond sensitively and appropriately to those needs and expectations. In the service game, “customer literacy” is an essential skill” (Cascio, 2015). Our global business strategy should be that of recruiting a diverse workforce that can be appreciated by foreign customers with employees that not only speak many different languages but have heritage in cultures from all over the world. “By being diverse as a workforce, we become multicultural in our ideology and business practices so we grow from within. As a global company, we need to demonstrate there
This paper will outline suggestions on recruitment and selection strategies for Jason Galvan, HR Representative from Bollman Hotels International as he expands his business from Minneapolis, Minnesota to Las Vegas, Nevada. They have approximately 25,000 employees across multiple departments and are looking to expand by another 20% companywide as they move to their new location. “Recruitment is a form of business contest and it is fiercely competitive. Just as corporations strategize to develop, manufacture, and market the best product or service, so they must also vie to identify, attract, and hire the most qualified people. Recruitment is a business, and it is big business. It demands serious attention from management because any business strategy will falter without the talent to execute it” (Cascio, 2015). For each position being hired for, there must be a specification for the exact work that will need to be done, as well as the personal qualities a person must possess to be successful in that position.
When recruiting for the Las Vegas hotel location we need to be aware of the large tourist based industry that attracts millions of visitors to Las Vegas every year from all over our nation and from countries all over the world. “Service employees need to be able to “read” their customers—to understand them, to anticipate and monitor their needs and expectations, and to respond sensitively and appropriately to those needs and expectations. In the service game, “customer literacy” is an essential skill” (Cascio, 2015). Our global business strategy should be that of recruiting a diverse workforce that can be appreciated by foreign customers with employees that not only speak many different languages but have heritage in cultures from all over the world. “By being diverse as a workforce, we become multicultural in our ideology and business practices so we grow from within. As a global company, we need to demonstrate there
References: Cascio. (2015, July 8). 9th Edition. Retrieved from VitalSource Bookshelf version]: http://online.vitalsource.com/books/9781121903814/page/144 Demand, I. F. (Director). (2008). The Human Element [Motion Picture]. Jr., J. G. (2015, July 8). The Costs of Hunting Heads. Retrieved from Web.MIT.Edu: http://web.mit.edu/e-club/hadzima/the-costs-of-hunting-heads.html Phoenix, U. o. (Director). (2014). Organizational Diversity [Motion Picture].