Hospitality Recruitment Plan

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Prepared by: [YOUR NAME]

Company: [YOUR COMPANY NAME]

Date: [DATE]

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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.

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2. Recruitment Objectives

• Attract Qualified Candidates

  Develop a comprehensive pool of skilled applicants who are well-aligned with our company culture and meet the specific job requirements we have established.

• Enhance Diversity

  Encourage the development of a diverse workforce in order to cultivate an environment that supports innovation and inclusivity.

• Reduce Time-to-Hire

  Optimize and enhance our recruitment procedures to ensure that vacancies are filled both rapidly and efficiently.

• Improve Retention

  Seek to employ individuals who possess a long-term vision and demonstrate a steadfast commitment to [Your Company Name].

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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.

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4. Recruitment Strategies

A. Internal Recruitment

• Encourage the practice of promoting employees from within the organization as a strategy to retain talent and offer them opportunities for career advancement.

B. Employee Referrals

• Encourage your existing employees to refer candidates who are well-qualified for open positions by implementing incentive programs that reward successful referrals.

C. Job Fairs and Campus Recruitment

• Form partnerships with hospitality schools and actively participate in job fairs in order to identify and recruit emerging talent in the industry.

D. Online Job Portals

• Publish the available job openings on widely-used job boards as well as on the website of our company.

E. Social Media Campaigns

• Leverage the social media platforms to attract potential candidates and to actively promote and enhance the visibility of our employer brand.

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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.

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6. Selection Process

1. Application Screening: Review resumes and cover letters to shortlist candidates.

2. Initial Interviews: Conduct phone or video interviews to assess basic qualifications.

3. In-Person Interviews: Arrange face-to-face interviews with key team members.

4. Skills Assessment: Administer relevant tests or practical tasks.

5. Background Checks: Verify references, work history, and conduct background checks.

6. Final Selection: Choose the best candidate and extend a job offer.

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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.

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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.

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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.

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10. Appendices

• Appendix A: Sample Job Descriptions

• Appendix B: Interview Question Templates

• Appendix C: Training Materials and Schedules

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