Recruiting and Selecting LowLevel Workers among Seniors Jack

Recruiting and Selecting Low-Level Workers among Seniors

Jackson Hotels, described previously in Case 35, also has a challenge in recruiting andselecting lower-level employees in their resort hotels for such jobs as desk clerk, nightmanager, reservations, maid service, food service, and maintenance. In many cases, the laborpool of qualified candidates found in larger cities is simply not available or adequate in ornear resort communities.

Shirely Gomez, vice president for human resources, has determined that senior citizensmight be the best recruitment option for Jackson Hotels given the high-income customers thehotel chain seeks to serve. Her rationale is they have a vast amount of experience, loweraccident rates, lower absentee rates, and higher job satisfaction scores than younger workers.As a result of changing attitudes of both employers and employees as well as the increasingavailability of seniors in resort areas, she noted that many other companies have begun totarget seniors for recruitment. These organizations realize seniors usually have provenemployment experience, job savvy, reliability, interpersonal skills, and commitment to theemployer. She believes these qualities are important determinants of success in the hotel jobsshe hopes to fill in the future. She is also aware that many seniors gravitate towardindependent contracting, on-call work, and temporary assignments rather than full-timeemployment.

Gomez is concerned that some hotel chains have been successfully sued for failure to doadequate background checks on all new employees. In some cases, this failure resulted in thetheft of personal property or worse. Consequently, she is aware that whatever processes of recruitment and selection she initiates will need to incorporate some type of backgroundinvestigation. Up to the present, she has relied on local newspaper advertisements and applicant interviews with hotel managers to recruit and screen applicants. Results have beenunsatisfactory thus far due to high turnover and mixed performance among the newly hiredemployees. She expects present recruitment approaches to be even more inadequate as thehotel chain expands over the next five years. She has asked your professor, Dr. MartinCannon, to help her focus her recruitment and selection strategies for the years ahead. Morespecifically, she has asked him to help her answer the questions below. Dr. Cannon, in turn,has asked your class to form groups of two to four students each to discuss these questionsand report to the class.

Questions 1. What recruitment sources do you recommend Jackson Hotels use to recruit seniors forthe kinds of positions they are planning to utilize? Why?

2. What background investigations, if any, would you recommend to differentiate acceptablefrom unacceptable job candidates? Why?

3. What selection criteria and processes would you recommend to identify the bestcandidates? Why?

Solution

1. for the recruitment of senior people the best to these people is internal recruitment process. in this the inhouse and experienced people beocme the seniors and for that we need to prepare some guidelines. the minimum experience, the education qualification and for how long he/she is with this group. these people are known to the management and they also knows the process of the hotels. so, for senior level managers it is the suitable source.

2. there are some characteristics which need to be analyse. first one is total employment period of the person and the number of jobs he/she performed. what were the true reasons to changed the previous jobs. the native place, how frequently he applies for leaves and what is his attitude towards work and towards the firm also. every one works but some people works with interest, some for money, some for satisfaction and some others with other reasons.

3. as i said internal recruitment is the best to this condition. and in this regards the only round is personal round with manager along with HR.