Chapter 2
Recruiting and
Selecting the Best
Employees
Hospitality Human Resources
Management and Supervision
Learning Objectives
After completing this chapter, you should be able to:
• Describe the four tasks in the position analysis process.
• Explain the uses of job descriptions and how they should
be developed.
• Review basic employee recruitment procedures.
• List and explain the tools that can help screen job
applicants to determine which should receive job offers.
• Review details about job offers made to candidates who
meet job requirements.
Chapter 2 Recruiting and Selecting the Best Employees
POSITION ANALYSIS: DESCRIBING JOB TASKS
Chapter 2 Recruiting and Selecting the Best Employees
JOB DESCRIPTIONS: IMPORTANT RECRUITMENT
TOOLS
Uses of Job Descriptions
Recruiting and Screening
Hiring, Orientation, Training, and Development
Performance Evaluation Programs
Salary Administration
Safety and Security
Union and Legal Concerns
Chapter 2 Recruiting and Selecting the Best Employees
Procedures for Developing Job Descriptions
Chapter 2 Recruiting and Selecting the Best Employees
Chapter 2 Recruiting and Selecting the Best Employees
Avoiding Discrimination in Job Descriptions
Revising, Approving, and Maintaining
Job Descriptions
Chapter 2 Recruiting and Selecting the Best Employees
EMPLOYEE RECRUITMENT PROCEDURES
Recruitment Overview
Forecasting Staff Needs
Internal Recruiting
External Recruiting
Chapter 2 Recruiting and Selecting the Best Employees
Chapter 2 Recruiting and Selecting the Best Employees
Effective Communication Is Important
Avoiding Discrimination in Recruitment
Evaluating Recruitment Methods
Chapter 2 Recruiting and Selecting the Best Employees
EMPLOYEE SCREENING AND SELECTION
Screening Process Overview
Application Forms
Chapter 2 Recruiting and Selecting the Best Employees
Employment Interviews
Chapter 2 Recruiting and Selecting the Best Employees
Planning and Conducting Job Interviews
Chapter 2 Recruiting and Selecting the Best Employees
Determining finalist candidates
Chapter 2 Recruiting and Selecting the Best Employees
Applicant Tests
Drug Tests
Physical Exams
Skill and Knowledge Tests
Chapter 2 Recruiting and Selecting the Best Employees
Reference and Background Checks
Chapter 2 Recruiting and Selecting the Best Employees
THE JOB OFFER
Chapter 2 Recruiting and Selecting the Best Employees - Summary
1. Describe the four tasks in the position analysis process.
•
A position analysis identifies each task of a position and explains how
it should be done.
•
A task list specifies all tasks of a job and focuses on the activities an
employee must be able to do.
•
A task breakdown tells how each task should be done.
•
Performance standards specify the required quality and quantity
outputs that define the correct way to perform a task.
•
A job description indicates the tasks a person must be able to
perform along with other important information.
Chapter 2 Recruiting and Selecting the Best Employees - Summary
2. Explain the uses of job descriptions and how they should be
developed.
• Job descriptions are used to recruit and screen job applicants and as
part of hiring, orientation, training, and development.
• They help in evaluating employees, making wage and salary
decisions, and implementing safety and security concerns.
• They also impact union and legal concerns.
• The information to include in a job description should be determined,
and the format to use for the document must be determined.
• Data from the position analysis undertaken for the position will be very
useful in developing the job description.
• Good job descriptions identify the job, indicate the position’s
manager, and provide a job summary.
• They indicate the duties and job requirements.
• Job descriptions must comply with the Americans with Disabilities Act
(ADA).
Chapter 2 Recruiting and Selecting the Best Employees - Summary
2. Explain the uses of job descriptions and how they should be developed
continued…
• This involves identifying the essential functions an employee in the
position must be able to do, possibly with reasonable
accommodation for a disability.
• Position requirements in rare circumstances may also include bona
fide occupational qualifications (BFOQs).
• Early drafts of job descriptions must be revised, and then they must be
approved according to company policy.
• They must also be updated as necessary.
Chapter 2 Recruiting and Selecting the Best Employees - Summary
3. Review basic employee recruitment procedures.
• Recruiting involves activities to encourage the largest number of
qualified persons to apply for a job.
• Staffing needs are forecasted by reviewing last year’s revenue and
staffing patterns, turnover, and current and seasonal staffing
schedules.
• Guidelines used by similar organizations and the realities of the local
labor market may also be considered.
• Many companies have policies emphasizing internal recruiting.
• External recruiting methods include networking; interactions with
school, community, and professional programs; and advertising
through traditional and other media.
• Managers may also participate in career development events and
offer open houses.
Chapter 2 Recruiting and Selecting the Best Employees - Summary
3. Review basic employee recruitment procedures continued…
• Job notices must be written to provide clear information and avoid
discriminatory language.
• The EEOC and other agencies require that everyone—regardless of
race, age, gender, religion, national origin, color, or disability—
receives a fair chance for any job opening.
• Recruitment methods should be evaluated.
• In small operations, managers can informally consider the best
activities.
• Large operations may compare costs against applicants produced.
Chapter 2 Recruiting and Selecting the Best Employees - Summary
4. List and explain the tools that can help screen job applicants to
determine which should receive job offers.
• Screening helps ensure that the best candidates are chosen for
vacant positions.
• The goal is to find the best-qualified persons regardless of age, race,
or other traits, and every applicant should be given a fair chance.
• Discriminatory practices should never be used.
• All screening should focus on the job’s essential functions and the
person’s ability to perform them.
• Screening methods include application forms, interviews, and tests,
including drug tests and physicals.
• Interviews should avoid topics that may imply discrimination.
• Reference and background checks may also be made.
Chapter 2 Recruiting and Selecting the Best Employees - Summary
5. Review details about job offers made to candidates who meet job
requirements.
• A job offer is a formal invitation to become an employee on a certain
date with specified duties and compensation.
• An initial telephone job offer may be followed by an employment
letter, or an employment letter or contract may be sent.
• Job offers should provide clear and detailed information and may be
contingent on completion of screening.
• Candidates not offered a position should be notified and thanked for
their interest.
Chapter 2 Recruiting and Selecting the Best Employees
Key Terms:
Americans with Disabilities Act (ADA) A law that protects qualified
individuals with disabilities from discrimination in the job application and
hiring process as well as other terms, conditions, and privileges of
employment.
Background check Verification of information provided by a job
applicant, in order to learn more about the applicant’s character and
possibly uncover information the applicant has withheld.
Bonafide occupational qualification (BFOQ) An employment practice
that would normally constitute discrimination toward certain individuals
but is permissible because it is related to an essential job function and
reasonably necessary for the normal operation of a business.
Chamber of commerce A voluntary group of business leaders and others
who promote businesses within a community.
Cover letter A letter used to express interest in a position and offer to
provide additional information about the job applicant.
Chapter 2 Recruiting and Selecting the Best Employees
Key Terms continued:
Employment at will The idea that an employee or an employer can end
the relationship at any time for any reason.
Employment contract A legally binding agreement that includes terms
of employment such as termination provisions; also called an
employment agreement.
Employment letter A document that conveys the job details and starting
information to the potential employee.
Essential function A key duty that an individual must be able to perform
with or without reasonable accommodation.
Job offer A formal invitation to become an employee of an
establishment on a certain date to perform a described range of duties
for a specific salary or wage, including identified benefits.
Job specification A listing of the personal requirements such as skills and
abilities needed to successfully perform tasks in a position.
Chapter 2 Recruiting and Selecting the Best Employees
Key Terms continued:
Negligent hiring The failure to ensure, through background checks, that
the applicant is a safe and competent person for the position.
Networking The practice of building and maintaining ongoing
communication with individuals who can provide potential assistance.
Performance standard A specification of the required quality and
quantity outputs that define the correct way to perform a task.
Position analysis The process used to identify each task an employee
must do and to explain how it should be done.
Reasonable accommodation Adjustments or modifications to facilities,
job duties, equipment, policies, or practices provided by the employer
to enable people with disabilities to perform the essential functions of
the job.
Recruiting A series of activities designed to influence the largest number
of qualified persons to apply for a job.
Chapter 2 Recruiting and Selecting the Best Employees
Key Terms continued:
Résumé A written overview of an applicant’s background, including
education and work experience.
Screening The process of reviewing the skills, experience, attitudes, and
backgrounds of applicants to make a selection.
Task breakdown An explanation of exactly how each task in a task list
should be done.
Undue hardship An action causing significant difficulty or expense when
considered in light of factors such as an employer’s size, financial
resources, and the nature and structure of its operation.
Union shop An operation in which all employees are required to join a
union and pay dues as a condition of employment.
Chapter 2 Recruiting and Selecting the Best Employees
Chapter Images
Chapter 2 Recruiting and Selecting the Best Employees
Chapter Images continued