Borgata hotel casino and Spa is a luxurious hotel and casino and Spa in Atlanta city, New Jersey in United States. It is owned by Marina district development. The mentioned hotel dates back in 2003 where it was officially opened. At first it engaged approximately four thousand eight hundred associates. Borgata hotel is one of the largest hotels and casinos in the United States. During late 2005 and early 2006, the Borgata Hotel casino and Spa underwent great casino and retail expansion. With all this expansion, it compels for fresh personnel to be recruited in to the plant. The recruitment process of such a big no of personnel is not an easy task, considering the technicalities that are involved (Arthur, 2001). The paper endeavors to explain the recruitment process at Borgata Hotel Casino and Spa.
A point to note is that Borgata hotel comprises of several departments, just to mention, gaming department, where there are over 4000 slot machines and 200 table games. Dining department: the property offers five fine dining restaurants; it has both fine dining and casual dining. Both have polished materials which attract many customers into the area (Arthur, 2012). The third department is generally entertainment and night clubs. To add on all this, it also has five big retail shops within which people can freely access.
Apparently it is intricate to recruit a very high no of staff and at the same time expect quality personnel out of these high numbers. As a tradition Borgata had always set out systems of undergoing such recruitments. It has a very well outlined program, which help in identifying the best candidates out of the rest. Borgata engaged 4800 associates and established a recruitment program that reflected the properties dedication to uncompromising execution. This strategy later on saw workforce increase by up to 25% over the past three years (Arthur, 2001). Through this strategy, over 1500 new jobs were created. Consequently, the hotel registered an average increase of income amounting to $525 million.
Secondly, it is noted that high volume hiring has both benefits and setbacks. Borgata hotel casino and Spa imparted the human factor into its systems. They really appreciated the efforts made by human personnel. The hotel actually accolade credit to its workforce and recognizes the human resource as part of its success. Notably, human factor is vital to Borgata’s success-says Larry Mullin, president and chief operating officer for Borgata. Borgata hotel casino and Spa has got four major operating philosophies which guides them in whatever they do. These four philosophies act as guidelines to which the use to do their recruitment. Apart from the four philosophies, of course they also have to rely on outsourcing out to some of the best recruitment companies which are available for better cross checking (Arthur, 2012).
The four operating philosophies includes: position, which majorly discusses the type of brand it need. The position talks greatly about the intended brand the hotel actually target. Secondly, product connotes to property and its amenities. What value does the property going to add in to the company, and what good thing is it associated with? The third philosophy is the process. This entails delivering of superior customer services. The last bit is the People. When talk about people we are not just talking about people but we are saying that we actually need the right people at the right places. Competency is a prerequisite to the staff, as such, ensures the hotel expectation is met (Arthur, 2001).
Borgata and company always use very brief interviews. They further use on the spot criteria to actually ascertain the best candidates. Their interviews will be brief as earlier said, on the spot measuring candidates against the five F’s that characterize the ideal Borgata model of selection. The five F’s include Fast, Fun, Friendly, Fresh and Focused. To start with, fast symbolizes someone who is very brilliant, also, such a person must be an asset in terms of resound decision making (Denton, 2002).
On the other hand, Fun connotes to staff that are excited and showcase enthusiasm at the work place. Friendly is a short version of fun, just making sure that one’s relationship with others is friendly. Fresh can be described as somebody who is always awake and can always be relied upon. The last being focused which is self explanatory. Somebody who is focused meets his / her deadlines in time and he / she knows what they actually want in life. Through these criteria, it is clearly noted that together with like minded ideas, Borgata hotel can further strengthen its recruitment strategies when better and quality research is thoroughly conducted (Arthur, 2012).
References
Arthur, D. (2001). The employee recruitment and retention handbook. New York: AMACOM.
Arthur, D. (2012). Recruiting, interviewing, selecting & orienting new employees. New York: American Management Association.
Denton, D. K. (2002). Recruitment, retention, and employee relations: Field-tested strategies for the '90s. Westport, Conn: Quorum Books.
