How to innovate hotel recruitment

If an inappropriate person is allowed to enter the hotel due to a recruitment mistake, he will not only be unable to contribute himself, but also affect the overall staff performance of the hotel and indirectly or directly attack the hotel's external image. Therefore, effectively selecting talents has become an important topic for hotel managers. According to the characteristics of the recruitment position, some scientific evaluation tools are selectively applied in the interview, such as psychological test, temperament and personality evaluation, case analysis, scenario simulation, team discussion and so on. The results of these evaluations can not be used as the absolute basis for final employment, but can be used as reference information for employment decision. Du Ming New Century Hotel held several unique job fairs, which showed its unique and innovative recruitment strategy. Through these innovative evaluation and gamification recruitment methods, more outstanding talents are attracted to participate, so that candidates can feel the rich corporate culture and profound cultural heritage of hotel recruiters. Make recruitment an interactive activity. In this activity, it needs to be clear: what kind of ideas you have, what kind of results you will have. Because in this activity, someone must make money and someone must lose money. The experience is: because people generally don't think much before participating, they are playing games entirely by their subconscious, from which we can see that candidates have different attitudes towards life. This is not only to let them experience the concept of making money, but also to establish interpersonal relationships, organize and coordinate, motivate team members, etc ... Both simulated management and innovative planning candidates have the opportunity to operate the opening planning of a luxury five-star hotel as a public relations manager and design new marketing strategies to attract everyone's attention. Many wonderful innovative ideas came to the fore, and many excellent players finally joined the "Kaiyuan Du Ming" through this activity and took up the post of manager of public relations department. This is a strategy competition of "Kaiyuan Du Ming", which mainly examines the comprehensive analysis and improvisation ability of all candidates in hotel operation, strategy formulation and implementation, market development and cultivation, service innovation and market changes. These virtual planning activities not only provide candidates with the experience of running a hotel marketing in an all-round way, but also provide a channel for hiring managers to find and recruit outstanding talents. When creating an environment and atmosphere for interviewing candidates, the recruiters of Kaiyuan Du Ming shake hands and smile with the candidates, which can help the candidates relax and give full play to their talents in the interview. After all, most positions in the hotel have nothing to do with "live performance", and all employees are not required to behave freely in front of strangers. Next, the introduction of the job position and the reaffirmation of the purpose of recruitment can help candidates to judge whether this hotel is suitable for their own development while choosing candidates. In the layout of the interview room, try to create an equal and harmonious atmosphere, such as replacing the square table with a round table; In the arrangement of position, keep a certain angle with the applicant, rather than face to face, which can reduce the pressure on the applicant. At the same time, the recruitment policy of "Kaiyuan Du Ming" is to let candidates participate in the interview work, and the work style and attitude of recruiters have a great influence on the candidates' decision whether to join the hotel or not. Establishing the necessary talent pool In the recruitment practice, we often find some talents with good conditions and suitable for the needs of hotels. Because of the limitation of post establishment and hotel development planning, we can't hire at present, but we will need it in a certain period in the future. As a human resources department, the information of such talents should be included in the hotel talent pool (including personal data, interview team opinions, evaluation, etc.). ) and they keep in touch with it from time to time. Once there are job vacancies or hotel development needs, recruitment can be carried out, which not only improves the recruitment speed but also reduces the recruitment cost. As we all know, "selecting people" is the first of the five functions of human resource management, namely, selecting people, educating people, employing people, treating others and retaining people, and it is the first step of human resource management. If the quality of the starting point is not high, not only the follow-up human resource management will get twice the result with half the effort, but also the implementation of hotel decision-making will be affected. As a recruitment department that undertakes the function of "selecting candidates", while burying its head in recruitment, it should also look up at how others do it, learn from the successful experience of domestic and foreign enterprises, absorb the essence for our use, explore effective recruitment methods suitable for this enterprise, and improve the effectiveness of recruitment. Read more relevant knowledge and return to the list of recruitment columns.