Hotels warned not to rely on online recruitment

Posted by: HospitalityRecruitementExpert
26 Jun 2012
Businesses, including hospitality companies, need to centralize applications in one system in order to benefit from having a talent pool, and to properly screen the thousands of CVs they receive. It's just a smart and efficient thing to do. Of course, automating recruitment implies using the internet, but that is actually a good thing because most people look for work online - and it is certainly where young people & qualified people look for work. So you may be missing out on people who don't know how to use the internet, is that really an issue? As a business, I would prefer to hire people who have the "internet" competency, even for entry-level jobs. Also, apart from using staffing agencies, how do you hire top talent from other countries if you don't use the internet? As for screening out junior / inexperienced profiles, I disagree. If an organisation wants experienced people, they won't look at juniors, whether they come from an online or offline channel. If they are interested in juniors, they will not screen them out, in fact, an inreasing amount of companies in the region have a career section on their site that offers opportunities for graduates, etc. Some of the biggest hotel chains are recruiting online, including in the Middle East...Read about what Marriott is doing on their website http://www.thenational.ae/thenationalconversation/industry-insights/the-life/hotels-in-dubai-employ-avatars-in-hiring

Posted by: anon
26 Jun 2012
What an ill-informed and naive article from a person who has clearly has never worked in recruitment or HR and does not understand the challenges faced by recruiters. Any online recruitment solution in the current market should allow for ?scaled? questioning. In other words the questions asked for a director level role would be very different in complexity to say a receptionist role. You have the assessments for exactly this reason, to get the best quality candidates. In the real world it is neither cost affective or practical to ?meet these people to help you screen? especially if large numbers of applicants are involved. Having a system would not replace the meeting process, it would simply mean you are meeting with a better quality of applicant and streamlining the process allowing the recruiters to get the best quality of candidate, for whatever level they are hiring.

Posted by: Rupprecht Queitsch
30 Jun 2012
interesting article and responses - love how internet allows for such quick communication; likewise love what internet, including Linkedin, facebook, etc. do to change the way we do business; by no means a call to throw out old and proven business habits, but a terrific, quick, and time sensitive way to deal with one part of today's community - which, by the way, I beleive is underestimated how large and smart it is; the secrect is in "the mix"; we, JW Marriott Marquis Dubai, recently had a "mass hiring", attracting well over 5,000 applicants who we met with face-to-face, at the same time have an Internet strategy and will visit some countries sourcing potential applicants - all this to get us stars for our future 1,150 associate team; best way will be to visit us in late 2012 to see how we did using all those hiring opportunities and channels; Ron, if you see this, also nice to re-connect after over 20 years - you might remember me ... - see what the internet does :-)