Explicitness: To provide a clear picture of the desired employee.
Objectivity: To provide a quantifiable hiring process, so the applicants can see the result in numerical scores, and how they are being evaluated with the necessary criteria of selection.
Thoroughness: To have a thorough selection process including 3 phases: initial screening, interviewing and testing, and meeting with the primary decision-maker.
Consistency: To have better results continuity of people, purpose, and procedures throughout the selection process is needed.
Basic steps of filling a job:
Identify the opening
Review job description for clarity and responsibilities
Review job specifications for qualifications
Identify sources for applicant requirements
Review applications
Selecting interview environment
Selection interviewing strategy
Develop interview questions
Conduct interview
Close interview
Evaluate Candidate
Check references
Multiple Hurdles Strategy
Is a strategy for elimination of the number of applicants at any stage, though the hurdles chosen for selection must be related and critical for the job.
Compensatory strategy
Sometimes the companies try to fill the positions with candidates, who can combine the various skills and abilities, thus the strengths of a candidate may compensate for the weakness of the other areas.
Necessary Vs Sufficient Qualifications
Hospitality companies need to identify all of the desired and required qualifications during the job analysis process, otherwise, by selecting only a few requirement an applicant might be chosen for position by meeting all qualifications, but still may not meet the needs of the company for other reasons.
As the selection philosophy of a company is chosen then the selection techniques can be determined. As selection techniques , or stages: pre-employment tests, application blanks, reference checks and recommendations, and interviews can be mentioned, which depending on the type of the organization may vary.
