Hospitality Recruitment Plan
Prepared by: [YOUR NAME]
Company: [YOUR COMPANY NAME]
Date: [DATE]
1. Executive Summary
[Your Company Name] is committed to attracting and retaining top talent in the hospitality industry. This recruitment plan outlines our strategic approach to filling various positions within our organization, ensuring we maintain high standards of service and guest satisfaction.
2. Recruitment Objectives
3. Job Analysis and Descriptions
A. Position: Front Desk Manager
Responsibilities: Manage front desk operations, handle guest inquiries, oversee staff scheduling.
Qualifications: Bachelor’s degree in hospitality management, 3+ years of experience, excellent communication skills.
B. Position: Housekeeping Supervisor
Responsibilities: Supervise housekeeping staff, ensure cleanliness standards, manage inventory.
Qualifications: High school diploma, 2+ years of experience, strong leadership skills.
4. Recruitment Strategies
A. Internal Recruitment
B. Employee Referrals
C. Job Fairs and Campus Recruitment
D. Online Job Portals
E. Social Media Campaigns
5. Candidate Sourcing
Online Platforms: Utilize LinkedIn, Indeed, and other job portals to reach a broad audience.
Recruitment Agencies: Partner with agencies specializing in hospitality recruitment.
Networking Events: Attend industry events to connect with potential candidates.
6. Selection Process
Application Screening: Review resumes and cover letters to shortlist candidates.
Initial Interviews: Conduct phone or video interviews to assess basic qualifications.
In-Person Interviews: Arrange face-to-face interviews with key team members.
Skills Assessment: Administer relevant tests or practical tasks.
Background Checks: Verify references, work history, and conduct background checks.
Final Selection: Choose the best candidate and extend a job offer.
7. Onboarding and Training
Orientation Program: Introduce new hires to [Your Company Name]'s culture, policies, and procedures.
Training Schedule: Provide comprehensive training on job-specific tasks and customer service standards.
Mentorship: Pair new employees with experienced mentors for guidance and support.
8. Evaluation and Metrics
Time-to-Fill: Determine the mean duration required to successfully fill a vacancy.
Cost-per-Hire: Determine the overall expenses associated with the recruitment of each new staff member.
Employee Retention Rates: Monitor and systematically record the rates at which new employees remain with the organization throughout their first year of employment.
Candidate Satisfaction: Gather input from candidates regarding their experiences throughout the recruitment process.
9. Timeline
Phase | Duration | Key Activities |
|---|
Planning | 2 weeks | Define objectives, job analysis, and descriptions. |
Sourcing | 4 weeks | Implement recruitment strategies and candidate sourcing. |
Selection | 3 weeks | Screen applications, and conduct interviews, and assessments. |
Onboarding | 1 week | Complete orientation and initial training programs. |
Evaluation | Ongoing | Monitor and measure recruitment metrics. |
10. Appendices
Appendix A: Sample Job Descriptions
Appendix B: Interview Question Templates
Appendix C: Training Materials and Schedules
Plan Templates @ Template.net
