Overviews of the case

Hotel Paris is a well-known hotel. The competitive strategy of the Hotel Paris is to use
superior guest service to increase the length of stay and the return rate of guests. This is to
boost the revenues and profitability of the Hotel Paris. To implement the company’s strategy,
HR manager Lisa Cruz must work out the functional policies and activities. The employees’
behaviors and competencies are important required to support the Hotel Paris’s competitive
strategy. Lisa realizes that the essence of effective employee recruitment. Strategy of the Hotel
Paris can be achieved with the right employees in the right workplace. Unfortunately, Hotel
Paris did not have the strategic recruitment planning to recruits the employees due to the
irresponsibility of the previous HR manager. Hotel Paris has no idea with the strategic
recruitment planning process, and it has ignored the recruitment-source metrics that other firms
used effectively. Therefore, Lisa needs to start with a strategic recruitment plan by recruiting
the skilled or quality of employees. Hotel Paris wants customers-oriented employees, who
always put the customers first and initiative to work hard to provide the best services to
customers.

Questions

1. Given the hotel’s stated employee preferences, what recruiting sources would you
suggest they use, and why?

Internal recruitment sources

a. Promotion
 Refers to the shifting of one job position to a higher position with more
responsibility and higher pay
 The current employees from Hotel Paris will be more engaged among each other
to get the opportunity to get promoted

b. Change department
 Refers to changing one job department to another department at the same level
 The current employees of Hotel Paris able to build more skills in a wider array
of position, in advance to improve themselves in different area.
 External recruitment sources

c. Colleges and universities

 Hotel Paris can seek for the candidates who study relevant courses such as
hospitality from the hotel management colleges and universities.
 They have the relevant knowledge from their studies.
 As a result, they might have the new idea to improve the Hotel Paris

d. Competitors
 Poaching a skilled employee from the competitor or same industry of Hotel
Paris
 Hotel Paris can have better performance in sales and productivity with their
experiences and skills from their previous company.

e. Web publishing
 Refers to posting the job vacancy through online in social media
 Online ads are lower cost and more dynamic for Hotel Paris to select the qualify
candidates.
2. What would a Hotel Paris help wanted ad look like?

To maximize the possibility of selected the right and quality candidates, Hotel Paris must
ensure what is the qualification of the candidates they want to recruit.
a. Job specifications
 Should use phrases like “must have” or “minimum requirement”
 Hotel Paris will only select the candidates who have the certain knowledges, skills
and abilities for the job position
 The candidates who should have the bachelor’s degree or certificate in a computer
field to apply for the position of IT technician in Hotel Paris

Hotel Paris need to list the job scope of the job position in order to attract the right
candidates to the right job

b. Job descriptions
 Hotel Paris should mention the job scope for the position to make sure the only
candidates who manage to do the job to apply for the job
 Candidates will only be selected as the receptionist in Hotel Paris if they accept the
rotating shift of 24 hours

Besides of job specifications and descriptions, the template of the job advertisement is
important too to attract the candidates to apply the jobs in Hotel Paris

i. Use an attractive title

ii. Use an expressive of introducing
iii. Add the story or history of Hotel Paris
iv. Provide information on work hours, pay and benefits
v. Add the location of Hotel Paris
3. How would you suggest they measure the effectiveness of their recruiting efforts?

The quantity of the candidates hired

- This depends on how many candidates had been selected after the interview session.
- If the job ads had been posted out successfully to attract more candidates to the
interview session, the higher possibilities the candidates are selected by the
company.
- Knowing where to source the candidates can increase the quantity of candidates
hired too

Quality of the recruitment

- Determine the quality of hire is same important when determining the success of
the recruitment process of the company
- This can be measured base on the feedback the top management. The higher the
satisfaction of the top management to the candidates, the better the quality of the
candidates.
- The higher the commitment from the candidates, the better the quality of the
candidates

Cost of the recruitment

- Expenses such as the administrative cost such as the cost of the printing and job
posting.
- The measurement between the cost of posting a job in the social media platform
and the quality of the candidates apply for the job
- The more the qualify candidates apply to the job, the lower the cost of job posting
from the company

Time of the recruitment

- Time is money, therefore the time the company takes to recruit is very important
- The shorter the time for the company to recruit the right candidates, the more
effective the company.
Recruitment yield ratio of the company
- The efficiency of the company can be measured by the recruitment yield ratio the
company
- The higher the recruitment yield ratio of the company, the more skilled recruiting
candidates from the company
- When the recruitment yield ratio is increasing, means that the candidates who just
recruited are more skillful.

Turnover ratio

- the more the number of employees who quit per year and the average number of
employees that year will give the change of turnover ratio
- the more the number of employees quit, the higher the turnover ratio of the company
- the company had invested time and money on hiring therefore the turnover ratio is
related to the cost of recruitment

Retention rates

- the number of employees who stayed and the number of employees at the initial
affect the rate of retention
- the lesser the employees who stayed and the more the number of employees at first
will give the lower rates of retention of the company
- with the retention rate, company will know the reasons for leaving

employee absenteeism rate

- this is the metric to measure the absenteeism by using the number of the unexcused
absences divide by the total period
- the lower the employee absenteeism rate, the more effective for the company
4. What are the pros and cons of five sources of job candidates?

a. Promotions
Pro:
 It can motivate the employees of Hotel Paris to work harder in order to get a higher
job position such as the shifting from the front office to the supervisor of front office
 The employer understands the work habits of existing workers in Hotel Paris

Cons:

 Promotion among the internal employees could cause demotion among the other
employees who would feel that they deserve the post more
 No new ideas are brought
 Organizational bias among the employees might occurs in Hotel Paris

b. Change department
Pros :
 An employee could develop more skills in different department
 This might boost the productivity of the employee in the new department
 Employees who change department found to be more understand the operation of
Hotel Paris

Cons :

 Lost the opportunity to recruit candidates with new skills and ideas
 The position of the staff who is got transferred will be vacant.

c. Competitors
Pros :
 The candidates will share the experiences and skills from their previous company
to the employees in Hotel Paris
 Perform better since the employees from the competitors already have the
experience in the same industry
 Cons :

 Hotel Paris need to pay more to the skilled candidates since they are experienced
 The higher possibility to promote unethical practice since Hotel Paris did not know
the background of the candidates

d. Colleges and universities

Pros :
 Hotel Paris can easily select the qualify candidates through job carer fair in the hotel
management universities
 Lower payment to fresh graduates
 Bring new knowledges and skills

Cons :

 Higher risk to recruit the fresh graduates since they are stranger to the Hotel Paris
 Bias occurred when Hotel Paris place a fresh graduate to the higher position than
the existing employees
 It will be very costly because Hotel Paris must conduct some test, medical
examination and training for the fresh candidates.

e. Web publishing
Pros :
 Save cost due to less of expenditures on printing since the submitted online.
 The most effective and efficient way to recruit employees since millennials now a
day spend more time in social media

Cons :

 Hotel Paris did not the reality of the information from the candidates
 Take more time to approve the application of the candidates during the bad internet
connection
 Hotel Paris might lose the candidates if they reply slow
5. How has social media emerged as an important force in recruiting?

a. Attract the millennials

 Since most the youngster now a day spend a lot in the social media platform
therefore Hotel Paris takes the advance in social media recruiting
 Research found that there is higher response rate of millennials in social medial
recruiting

b. Reduce cost of hire

 Cost of hire can be reduced since everything is online and it save a lot of
administration cost such as printing cost
 The cost of social media recruitment is lower than the newspaper recruitment

c. Reduce time of hire

 The time of candidates and employers can be reduced. This is because the
application and selection process can be done anytime.
 Therefore, the appointment between the employer and candidate is not needed

d. Jobs easily found

 Information spread very fast in social media. The information will just spread to
others with just a simple click on ‘share’.

e. Convenience
 Posting a job in social media seems convenience to job seekers.
 Recruitment social media platform like LinkedIn and Jobstreet.com are given an
advantage to job seekers since there is plenty of job vacancy

f. Higher speed in the recruitment process

 Online recruitment process is faster than the traditional recruitment process
 This is because the submission of job applications by applicants are direct into the
human resource data in online recruitment while the submission of job request from
the applicant need to wait for the approval from the employee.
6. What are the key things you should do to recruit and retain a more diverse workforce?

Research found that the differences among the employees on age, gender, background,
socio-economic level, race, religion and education level in the same company are better. This
is because diverse workforce provides more benefits for performance and productivity for the
company.

a. Mainly specific the target candidates in the job ads

- The company should just specify in the job ads which employees it needs for the
position clear and straight to the point
- Therefore, the targeted candidates know that they are required for the job
specification.

b. Create the policies of company for diverse candidates

 Giving more allowances to the employees who willing to work night shift.
- For example, the operation of the hotel is 24 hours. Undeniably, employees who
work at night shift are more suffer comparable to morning shift.
- Most of the male employees and female employees who are no married yet are
willing to work in night shift
- Therefore, allowances such as additional RM20 per night and per person for
everyone who willing to work in night shift.

 There are allowances for employees who are willing to work on celebration day
- The diverse workforce in the company is important because during the celebration
day of one race, others race can work for him
- Example, Malays are willing to work on Chinese New Year while Chinese are
willing to work on Hari Raya Aidilfitri.

c. Use blind interviews

- The company should not base on ones’ background, gender, education level and
more to select the candidate.
- Unless there is a job specification which already specify earlier.
- The personal information of the candidates should be ignored first and should select
them based on the performance of their interview session.
Conclusion

In the conclusion of the case study of Lisa Cruz Hotel Paris, the strategic recruitment
planning process is very important in order to achieve the competitive strategic of the Hotel
Paris. Therefore, it is very important for the human resource manager in the company to imply
the proper recruitment process. Without the proper recruitment process, the company does not
know who and why to recruit. Besides, know where to source the candidates is important too.
Hotel Paris can either choose internal or external recruitment source or both. Knowing where
to source can accurately target the right candidates to join the company. Furthermore, the job
advertisement of the company is essential to attract the candidates to apply their jobs in Hotel
Paris. Job advertisement must consist of the job specifications and job descriptions with the
bombastic title to attract more candidates. In addition, Hotel Paris able to evaluate the outcomes
with the quality and quantity of the candidates recruited and cost of the hired by using several
of metrics. Thus, the social media recruitment is the most effective way among the other
method of recruitment. This is because millennials now a day are spending more time in social
media platforms. Workplace diversity is vital for employees with the organization in order to
build a better organization with a great reputation. The result found that the organization are
more competitive and profitable with diverse workforce.