Essay Sample on Recruiting Qualified Candidates for Hotel to Thrive in Spain

Introduction

For the business to thrive in Spain, the hotel needs to consider new staffing, selection, and recruitment of employees. A qualified and suitable candidate is always required for the hotel to have a better workforce. In essence, it has to begin with advertising through internal memos and external openings for the vacant position. A qualified candidate may a worker who is within and outside the organization (Jordan et al., 2019). Such that, the recruitment team should consider top candidates from Holiday Villa in the US as they have the same qualification needed in hotels in Spain. In this context, top professionals may be prompted to apply to be hired in a new hotel. Thus, there is a need to inform employees in the United States and others working in Spain over the vacant positions through a one-on-one conversation, communication through the hierarchy, and internal advertisement. The advertising strategy will be useful to reach people who are not within the United States.

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The idea of cultural diversity is crucial in hiring employees with vast knowledge and innovative skills. A diversified workforce is needed to relate with customers to make sure that their wants are satisfied. Ideally, external and internal sources of employees are vital, where several factors should be considered to provide high quality. The demand for new economic aspects and ideas are vital during training, staffing, selection, and recruitment process (Oke, 2016). If the hiring managers can oversee the workforce in an organization, they stand a leading role in managing human resources. The hiring team needs to evaluate the employees' concerns. Cultural diversity is one of the best ways of hiring the right candidate.

Analysis

One of the key features under the umbrella of recruiting the best candidate is through process management. The HR needs to create an accurate job description to posting vacancies, making offers, assessing, shortlisting, vetting and application, and appointing a new candidate. Application tracking enables a recruiter to review the current campaign status of the applicants (Monteiro et al, 2019). Communicating with the applicant is a crucial feature since it covers the aspect of scheduling for an interview, assessment, and appointments. The best candidate for the job may entail a candidate who is the current employee under the group of interest. Thus, employee management is a significant element. Recruitment management should cover resume management to give resume parsing and the submitted CVS.

For this group of applicants, the best external recruitment sources are via telecasting. A recruiter advertises the vacant post over Television through special programs such as employment news, youth pulse, and job watch. Also, a recruiter can perform advertisements via a magazine, especially for senior positions where applicants are allowed to send their application through e-mails. External recruitment can be done through field trips. The recruitment team makes flights to towns and cities to seek qualified candidates

One of the best internal recruitment strategy through promotion and is conducted based on performance to evoke a sense of progress and encourage the loyalty of the employee. Transfers as internal recruitment entail moving candidates to the same job they were before at a similar level of employment in different locations or departments (Hollander, 2019). The concept of employee referral is enhanced since it helps in getting a qualified applicant in front of HR officials and managers.

Recommendation

As a recruiter, there is a call to encourage referrals. In essence, a recruiter should have an in-depth understanding of job openings. If an applicant has easy access to job information and understands that the job shall consider their referral, they have the highest opportunity to share the organization's information with others. A recruiter needs to post appealing ads that can easily allure more applicants. In most instances, the candidate is highly attracted by meaningful work, collaboration, and flexible schedules.

One alternative is to use a social media platform. There is a need to have account setups that are active on the operational sites. The reason for doing so is pegged on the idea that top candidates are active on social media platforms sharing information, and by their active involvement, the organization can easily get their preferred candidate through the organization's Twitter, LinkedIn, and Facebook account (Hollander, 2019). There is a need for the organization to embrace texting. The group of the applicants is not always quick to return e-mails and phone calls. Texting is one of the most popular forms of communication, especially among millennial candidates.

Conclusion

In conclusion, a recruiter needs to evaluate the application process and job postings by sending a short survey about the applicants' experience. In this context, a recruiter should assess the relationship between the candidate roles and job descriptions, what they needed before sending their application, length of use, and areas that need to be improved in the application process. In that regard, Holiday Villas hotel become flexible in its hiring process to expand its operation in Spain. A good recruitment decision depends mostly on the talented pool of candidates. A recruiter should select the right hiring team that includes the human resources profession and hiring section.

References

Hollander, P. A. (2019). Faculty and Administrators: Recruitment, Hiring, and Collective Bargaining. Legal Handbook for Educators, 121-153.

Jordan, S. L., Wihler, A., Hochwarter, W. H., & Ferris, G. R. (2019). The roles of Grit in human resources-Theory and research. M., Buckley, AR, Wheeler, JRB, Halbesleben eds, 53-88.

Monteiro, I. P., Correia, M. B., & Goncalves, C. B. (2019). Transforming a company's staffing process: Implementing e-recruitment. Journal of Spatial and Organizational Dynamics, 7(2), 144-157.

Oke, L. (2016). Human resources management. International Journal of Humanities and Cultural Studies (IJHCS) ISSN 2356-5926, 1(4), 376-387.