Running Head: Staffing For Success 1

Running head: STAFFING FOR SUCCESS 1
Staffing for Success
Student Name
Professor Name
August 3, 2020
STAFFING FOR SUCCESS
2
Staffing for Success
1.
The most important key success factors for the Aspen is a strong and long-time
relationship with its customers. The company can get various benefits by improving the
relationship with customers. Customers’ relationship can be built by providing effective
services to customers on affordable prices. By improving this relationship Aspen can attain
the loyalty and trust of its customers and can attract them to make them buy their services.
Another important success factor is the location. One of the 17 lodgings located along a five-
block stretch of Banff lane, Banff's main artery, according to the case report. The hotels
usually focused on location as the most important basic factor for success. Another key
success factor is offering the employee satisfaction and improve the performance of their
employees. By improving the employees’ satisfaction, the company can improve its services
and performance.
2.
The main responsibilities of front desk staff is to provide satisfactory and polite
telephone service, general office duties, ensure the visitors' safety, provide directions and
accommodate proposals as well as to fulfil the needs of visitors. Based on all the
responsibilities, some main requirements for front desk staff are as follow:
 The front desk staff must have good communication skills.
 The front desk executive needs to be a good listener so he can handle the visitor's
question with the keen ear.
 The front desk executive is having to keep confidential data of company to himself or
herself[ CITATION Nan12 \l 1033 ].

3
 The front desk executive should show responsiveness by the way he or she is dealing
with the particular customer or client.
 The front desk executive need to have good presentation skill. The executive should
well-groomed and should look presentable.
3.
Our company is finding an experienced Front Desk Clerk to oversee both administrative and
clerical duties at our main entrance. The Front Desk Clerk would conduct a number of tasks
including monitoring requests, interacting with the switchboard and maintaining the budget
schedule in the office. Front Desk Clerk's primary goal is to offer excellent customer service
and assistance to our customers. As our organisation's 'substance,' the successful clients
should be respectful and generous, with outstanding capacity to establish partnerships. The
Front Desk Clerk must be able to conduct different duties with excellent communication and
organizational abilities:
 Offering suggestions
 Greeting customers.
 Ensuring guests’ safety and health.
 General office duties [ CITATION Ahm13 \l 1033 ].
 Answering calls as well as addressing solutions.
Based on this criteria I will prefer for hiring two candidates as follow:
Dorati Dalal: Specification of outstanding communication skills and consumer orientation is
the core skills listed in her CV. In addition, because she has expertise in entertaining business
and is well-experienced in recruiting potential visitors, problem solving capabilities, an
creative background in treating concerns from all clients and answering them in a very
successful manner.
4
Arjun Patel: He is another guy who is employed for this work. Because his expertise, skills
and abilities are listed in the CV, he fulfils our work requirements as he has 5 years of
customer service experience. Besides this, the key ability we need to recruit an individual is
strong written and verbal communication skills that are clearly stated in his CV. Besides this,
he is also certified for Basic First Aid, AED and CPR that will lead to workplace health and
safety. This is the explanation why Arjun Patel applies for this recruiting procedure.
4.
Behavior-based Questions perceiving how an applicant can respond to problematic
circumstances in the work environment. The list of interviewee's questions can be as follows.
 Can you tell briefly about yourself?
 What skills and attributes make you different from other candidates?
 What type of environment you experienced in your past job?
 How will you use your strengths and weaknesses to increase the revenue and success
of our hotel?
 Have you know fully about our organization?
 How you will handle the complaints of the visitors[ CITATION Nan12 \l 1033 ]?
 What are your goals to be hired in this hotel?
 What you understand about the customer service?
 What you do to deal with the customers’ problem on call?
5.
Advantages
 Employee referral: Receiving current workers' referral is the most effective and
productive method used for recruiting. This approach increases workplace

5
participation, develops organizational connections and strengthens trust. From the
standpoint of organization, it saves cost and time.
 Recruited with various channels: Aspen utilizes all recruiting tools, such as internal
employees, the hotel platform and the Work Bank of Canada.
 Onboarding and training: Since this hotel offers training and onboarding for its
incoming workers, it helps potential hires by minimizing uncertainty, promotes an
atmosphere of assistance and demonstrates members which they are valued.
Disadvantages
 Location: Hotel is embedded in various regional and demographic segments which
are difficult to run, particularly for newly opened businesses.
 Licensing: criteria for hotel's license include significant start-up expenses, resulting
rises in the operating costs of the Banff Aspen Lodge;
 Time: Hotel require an in-depth analysis of their client preferences and the amount of
facilities available for a very long period before the company begins.
6
References
Ahmad, R., & Scott, N. (2013). Managing the front office department: Staffing issues in
Malaysian hotels. Anatolia, 25(1), 24-38. Retrieved from
https://www.researchgate.net/publication/272122832_Managing_the_front_office_de
partment_Staffing_issues_in_Malaysian_hotels
Hausknecht, J., & Wright, P. M. (2012). Organizational Strategy and Staffing. Cornell
University. Retrieved from
https://digitalcommons.ilr.cornell.edu/cgi/viewcontent.cgi?
article=2061&context=articles
Nanda, S., & Kumar, A. (2012). International Staffing: Factors, Issues And Alternatives.
Journal of Human Resource Management, 2(2), 56-64. Retrieved from
http://www.tjprc.org/publishpapers/1-13-1346422527-8.Human%20Res%20-
%20IJHRMR%20-%20International%20-%20Sibabrata%20Nanda%206.pdf

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Running head: STAFFING FOR SUCCESS 1

Staffing for Success

Staffing for Success

relationship with customers. Customers’ relationship can be built by providing effective

 The front desk staff must have good communication skills.

question with the keen ear.

herself[ CITATION Nan12 \l 1033 ].

with the particular customer or client.

well-groomed and should look presentable.

 Ensuring guests’ safety and health.

 General office duties [ CITATION Ahm13 \l 1033 ].

 Answering calls as well as addressing solutions.

Dorati Dalal: Specification of outstanding communication skills and consumer orientation is

and is well-experienced in recruiting potential visitors, problem solving capabilities, an

Behavior-based Questions perceiving how an applicant can respond to problematic

 Can you tell briefly about yourself?

 What type of environment you experienced in your past job?

 Have you know fully about our organization?

 What are your goals to be hired in this hotel?

 What you understand about the customer service?

 What you do to deal with the customers’ problem on call?

 Employee referral: Receiving current workers' referral is the most effective and

productive method used for recruiting. This approach increases workplace

participation, develops organizational connections and strengthens trust. From the

standpoint of organization, it saves cost and time.

employees, the hotel platform and the Work Bank of Canada.

 Onboarding and training: Since this hotel offers training and onboarding for its

incoming workers, it helps potential hires by minimizing uncertainty, promotes an

atmosphere of assistance and demonstrates members which they are valued.

 Location: Hotel is embedded in various regional and demographic segments which

are difficult to run, particularly for newly opened businesses.

 Licensing: criteria for hotel's license include significant start-up expenses, resulting

rises in the operating costs of the Banff Aspen Lodge;

Malaysian hotels. Anatolia, 25(1), 24-38. Retrieved from

University. Retrieved from

Journal of Human Resource Management, 2(2), 56-64. Retrieved from

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