Hiring Employees
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Proper hiring, orientation, and training can significantly improve employee
productivity, prevent performance problems, and even lower your property’s
turnover rate. Your day-to-day management of employee performance will be a lot
easier if you hire the best people for the jobs you have to fill, make new employees
feel welcome, and train them thoroughly in what they’re supposed to do at your
property. That sounds obvious, but you probably know from experience that it’s
not so easy to do.
Develop job descriptions.
Before you can hire people, you have to know (a) what you want them to do and
(b) what skills they’ll need to get the job done. It’s best to have a complete,
written, and clear job description before you start advertising, interviewing, and
hiring. Besides job tasks and qualifications, the description should include wages,
benefits, hours, and working conditions.
Accurate and easily understood job descriptions will help you and your property in
several ways:
• You’ll know what the work involves and, therefore, what kind of employee to
look for.
• You’ll write better employment advertisements or job postings.
• You’ll be able to focus your interview to match the applicant’s skills with the
job to be filled.
• You’ll have a starting point for helping your employee set performance goals.
• You’ll protect yourself and the property from later claims that an employee
didn't under
Eight Questions to Ask About Job Descriptions
Hospitality managers offered these guidelines to help you assess the usefulness
of your job description in your hiring efforts:
1. Is this job description up to date, reflecting any changes in duties, pay and
benefits, hours, and working conditions? Some managers put dates on job
descriptions so they know how current they are.
2. Does it include the most important qualities I want my employees to have?
3. Does the job description express our property’s goals and values?
4. Does it support the property’s mission statement?
5. Have I asked my current employees for input to see if they think there are
other skills or behaviors that are important?
6. Have I checked the description to be sure it’s clear and complete, without a
lot of jargon or unnecessary words?
7. Is the job description consistent with current job task lists and job
breakdowns?
Look for the best people.
Do you think finding the right employees these days is like looking for a needle in
a haystack? Maybe, but here’s your chance to get creative. Consider giving these
strategies a try:
Do continuous interviewing.
Even if you don’t have a current opening, look over any applications you have
recently received and call people in at a time when you’re not in a panic to fill a
position. This can give you a pool of presented candidates. Note: Be sure you
let applicants know that you aren't hiring right now.
Expand your horizons.
Do you still look just in the old familiar places for the same kinds of people
you've
always hired? If so, it’s time to get out of that rut.
To develop a diverse work force, eliminate stereotypes from your thinking and
explore new options for advertising and posting job openings. You may find good
employees by advertising on radio and television; by posting notices on bulletin
boards in community centers; by consulting placement offices in colleges, high
schools, and hospitality schools; by sponsoring a hospitality job fair; and by
distributing flyers in social service agencies, government agencies, and religious
organizations.
Check your incentives.
Think creatively about what would make you the preferred employer in the mind
of job applicants. Flexible schedules, job sharing, and help with day care appeal to
parents of youngsters. Pro-rated medical insurance for part-time workers is a
popular incentive.
Some suburban properties band together and subsidize transportation so that
employees from central cities can get to work. This helps attract new workers and
retain experienced ones in places where mass transit is inadequate.
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