Let’s Hire Department of Human Resources
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INDEX
1. Features of our 4 star hotel 2. Type of profesional profile for our hotel and the characteristics of
these profiles 3. Selection process and methods of selection of workers for our hotel 4. Ethical values 5. New trends 6. Webgraphy
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Our hotel, SkyVía Hotel, is located in the center of the city Madrid, specifically in the Street GranVia, 55. (Between Plaza España and Puerta del Sol).
The hotel is located 150 meters from Plaza España and Puerta del Sol (10 minutes). At 150 meters is metro station Santo Domingo. Thanks to the good location of the hotel, the customer can visit: The Prado Museum, Palacio Real, Parque del Retiro, Plaza De España, Barrio Salamanca, Plaza Mayor,Callao Cinema, etc.. All these tourist attractions are very close to the hotel. It has 4 stars and and is a restored building of nineteenth century. Its exterior design is modern / contemporary/innovatite. It has 100 rooms and it offers different services like:
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Bar
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Restaurant
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Room service (24 hours)
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Laundry service
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Daily newspaper
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Wake up service
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Fully equipped rooms ( wifi, air conditioning, Flat screen TV, minibar, pillow menu, bathroom, amenities)
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Buffet breakfast
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Parking
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Terrace (there are a relax area that is only open in season terrace from 9 to 16 hours.)
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Gluten-free breakfast products (subject to request 24 hours beforehand).
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Car hire
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Spa service (Nammu Corner).It is equipped with sauna, jacuzzi and contrast shower, where our clients can enjoy and relax. You can book massages and treatments.
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A conference room
This is our or organization chart; we are divided into 6 departments regarding to the different works.
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For our hotel we need to cover two places in our reception and housekeeping departments, these jobs are:
Night auditor
Housekeeper team member
We need specific profiles for this jobs: For our night auditor functions (This person should know):
To take responsability for the hotel after the daytime management team has left.
Good attention to the public.
To manage the till and bill payments as well as closing the day's Front Office transactions. (Billing and auditing).
To ensure that guests receive high quality service.
Management of entrances and exits of customers (Check In & Check Out).
Control and closing cash.
Our Night auditor must be or have:
Age: More than 30.
Gender: indifferent, although we believe to be a night job would be better a male worker, but we would not mind hiring a woman
Experience: Minimun 2 years in the similar hotels.
Formation: High tourism degree or career.
Languages: English level B1 certificate. Another foreign language demonstrable (preferable French).
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We need also a candidants how has these skills:
Understanding how to manage priorities
Adaptability
Efficiency in problem solving
Self-control: handling complaints
Quick decision-making.
Advance level of Informatic systems (Computer programs)
Foreign languages knowledge
Numeral comprehension
They must have also other aptitudes and abilities:
Good memory.
Communicative.
Concentration.
Be organized.
Independence.
Initiative.
A willingness to work at night.
Responsible.
With all that our candidate should: Know and perform Compute, classify, and record numerical data to keep financial records complete. Perform any combination of routine calculating, posting, and verifying duties to obtain primary financial data for use in maintaining accounting records.
Our housekeeper team member functions (this person should know):
Do the domestic work required, including changing the bedclothes and cleaning and replenishing the bathroom.
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Check the general condition of the room and notify the Assistant Housekeeper of any malfunction or damage.
Provide assistance and information to customer inquiries addressed to them.
Daily cleaning area of rooms and common areas.
Our Housekeeper team member must be:
Age: More than 25, less than 45.
Gender: indifferent, but preferably woman.
Experience: it is not necessary experience.
Formation: Preferable to have the graduate school.
Languages: Basic Level of English.
These candidates must have these skills:
To know work in a team.
Discretion: not disturbing guests.
Be very attentive to every detail during their work.
Be careful with the belongings of guests.
They must have also other aptitudes and abilities:
Very responsible
Be organized and tidy.
Good disposition to customer care.
Be honest.
The person is motivated.
Communicative.
With this our candidate should: Directly supervise and coordinate work activities of cleaning personnel in hotels.
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The steps of the selection process of our staff are: 1. Recruitment 2. To draw a shortlist 3. Tests 4. Interview 5. Selection 6. Training
To begin: 1 step: RECRUITMENT For the selection of our workers (night auditor member),
and we
housekeeping use
one
team method
generally: 
External Recruitment
We have decided to carry out external recruitment because we consider it most appropriate method to find the right profile to our jobs to cover. We think that internal recruitment is not adapted to the jobs that we need.
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The EXTERNAL RECRUITMENT has a number of advantages, like: -
It allows entry of new people and new ideas, so increase the chance of finding the right person for the job
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This allows that the person is more qualified for the job.
To carry out our recruitment, we use different external tools:
For night auditor, we are going to use: Job advertisements and Social and New Media. For housekeeper team member, we are going to use: Job advertisements and Social and New Media.
We decided to choose these tools because we considered it the most appropiate for our jobs. Now, we will explain how we will develop, through these tools, specifically the job offers:
1-Firstly, for night auditorďƒź Job advertisements: we will carry out our publications of night auditor job through advertisements on the Internet, like Infojobs, indeed, etc...The advantage of this method is that we can reach a lot of people and achieve the ideal candidate. These types of online job portals are nowadays, the tool most used by people who are seeking employment. In this case, we will use "Infojobs". ďƒź Social and New Media: we will use social networks, because these serve us as an important source to search our candidate for our night auditor. In this case, we will use "LinkedIn," because being a skilled (qualified) job, this social network is oriented enterprises and employment.
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Through this network, we will try to find our ideal candidate.
2-Secondly,for housekeeper team memberďƒź Job advertisements: we will carry out our publications of housekeeper team member job through advertisements on the Internet, like Infojobs, indeed, etc... In this case, we will use "Indeed". ďƒź Social and New Media: we consider use the social network, because we think that this tool is one the most used by people who are seeking employment. In this case, we will use "Facebook "through the Facebook page of our hotel. Candidates may send their CV to our email. We decided both tools, because this job does not require experience. It is a semi-skilled job. OUTLINE METHODS FOR SKILLED WORKERS AND SEMISKILLED
o Night auditor is a qualified (skilled) work; because it is necessary for us, two years of experience.We want the nigh auditor with experience, because it is a job with a lot of responsability.
o Housekeeper team member is a semi-skilled work, because it is not necessary experience for us. We want the
housekeeper
without
experience,
team
member
because
our
Floors Department prefers to teach and train their housekeepers team members. With this, we avoid having "bad vices" working.
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ANNOUNCEMENTS OUR JOB OFFERS
Now, we proceed to put our job through the tools we have chosen. The first announcement is the new vacancy for the job of Housekeeper Team Member, we have chosen Social Networks because we think that it can reach more people, and we will have more options to select the right candidate. We have chosen Facebook.
With the recruitment, we want to find the candidate that meets the characteristics we asked for our jobs.
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The second offer is the vacancy for the job of Night Auditor; we have chosen infojob because we think that everyone knows InfoJobs, the website that allows anyone to find work from your computer or mobile. Also this powerful tool also functions as a mobile application, allowing candidates to find jobs from the palm of your hand. Infojob gives us:
A CVs bag that has more than 2.6 million active candidates with profiles as commercial, professional trades, engineers, technicians, designers, etc.
Allows free search profiles and pay only for those that interest you. Services including CV search through filters.
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InfoJobs helps the company to find the best professionals.
2 step: TO DRAW UP A SHORTLIST pre-seleccion Through these methods, our Human Resources department will collect CVs for both jobs. There are a number of requirements that our candidates have to comply and that we will check it, first in the CV, and later in the phase evaluation (test and interview). With this, we try to find the most appropriate candidate fot the jobs. Requirements more important for Nigh Auditor: Age: More than 30. Gender: indifferent, although we believe to be a night job would be better a male worker, but we would not mind hiring a woman. Experience: Minimun 2 years in the similar hotels. Formation: High tourism degree or career. Languages: English level B1 certificate. Another foreign language demonstrable (preferable French) Advance level of Informatic systems (Computer programs). A willingness to work at night. Numerical comprehension. Be organized and responsible. To have enthusiasm. Requirements more important for Housekeeper Team Member: Age: More than 25, less than 45. Gender: indifferent, but preferably woman. Experience: it is not necessary experience. Formation: Preferable to have the graduate school.
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Languages: Basic Level of English. To know work in a team. Be organized, responsible, honest and active person. The goal now is to review all CV and classify, for example in three lists: o Interesant: we use these CVs. o Interesant but not for these jobs: we keep them, if in the future we need for other jobs. o Not interesant: we throw out them. The next step is to eliminate those candidates who do not meet the requirements requested and keep the candidates who meet the minimum requirements. Then, we get in contact with them and we cite them one day to perform tests and interviews.
3 Step: TESTS There are different types of employment testing, like:
Personality tests, performance assesment tests, cognitive ability tests, job-knowledge test, situational judgement tests, physical tests, drug tests, proffesional tests,etc...
All of them are so important, but in this case, we have decided to carry out a personality test to candidates who aspire to job housekeeper team member. With this type of test, the Department of Human Resources will get a concrete, accurate description of who is he or she. This is the model of test for OUR HOUSEKEEPER TEAM MEMBER:
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Justification: We chose this test because we want to measure traits related behavior at work, such as initiative, personal interactions, proactivity, and motivation. Also, we want to know if it is an active, energetic and tidy person, because these features are essential for our hotel staff. Then, for Night Auditor, we have decided to carry out a PROFESSIONAL OR KNOWLEDGE TEST.
Our department has elaborated this test in function of the job requirements. With this type of test, the Department of Resources will assess knowledge and the degree of skill (abilities) required to develop this job.Trought exercises, we will seek information on the training and experience of the candidate. THIS IS THE MODEL OF TEST FOR OUR NIGHT AUDITOR:
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Justification: We chose this test because we want to know ih he /she know carry our tasks of Front office as check in, check out, closing days, invoices, etc...
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4 Step: INTERVIEW Once we have evaluated all candidates through test, we will continue with the next step, wich is to carry out the final interview.
Interview for Nightauditor The candidate for the job of night auditor, who has previously successfully completed a test of professional type, will be interviewed in an interview type one-on-one. We choose this type of interview because is the most common type and we want to see if the candidate will fit in with the company and so we migth to see him/her abilities. Regarding to the techniques used in the interview we have decided carry out Question and answer.
The interview is as follows: 1. Why interested in this job? 2. What do you know about this company and our services? 3. Do you enjoy interacting with the public? 4. What criteria are you using to evaluate the company for which you hope to work for? 5. What activities did you enjoy most at your last job? 6. How did you add value to your role as night auditor? 7. Tell me about your computer skills. 8. Do you know any foreing lenguage? Which? 9. What kind of people do you enjoy working with? 10. Why did you leave your last job?
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Interview for Housekeeper Team Member After the candidates for the job of housekeeper team member have made a personality test, they will be interviewed in group and will be asked the following questions, which will respond quickly and easily: 1. Personal presentation 2. What do you know about this job 3. Propose resolution of a labor situation presented We have decided a group interview because this type of interview helps us to know the behavoir in teamwork and also the competitiveness. The technique used is behavioral. Later, when the candidate has successfully passed the group interview, he/she will invited back for a second interview that will be of type one-on-one.
The interview is as follows: 1. Why do you want to work in our hotel? 2. Do you like the job you aspire? Why? 3. What do you know about this company? 4. What do you think it takes to be successfully in our company? 5. What is important to you in a job? 6. What were you objectives last year? 7. Describe the relationship that should exist between manager and subordinate. 8. Define teamwork. 9. Do you know anything about the proper handling of some chemical products used in the work to play? 10. Why did you select this field?
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OUTLINE OF DIFFERENT TESTS AND INTERVIEWS USED
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5 Step: SELECTION Once carried out the different tests, we have already decided who our ideal candidate for each job. Now the next step is hiring, ie, to sign a contract with them where will indicate the job upon to play, the functions they perform, the salary that they will receive, the duration of the contract,...
For night auditor, the job will occupy a man. For housekeeper team member, the job will ocuppy a woman.
6 Step: TRAINING Finally, we must try to adapt as soon as possible to the company, and train them so that they can perform properly in their new job.
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Professional Ethics Codes are documents containing ethical norms that are considered essential to fulfillment in a job, respect to customers, colleagues and the profession itself. The night auditor and the housekeeper team member must know and comply with the laws applicable to their job and carry out the fulfillment of their duties. We consider 5 important ethical and professional values for NIGHT AUDITOR:
The information must be kept confidential and not to be revealed by the employee with guests or people outside the hotel.
He can not accept gifts, invitations from guests or anyone else.
He must make good use of computer tools (email, internet, telephone) and not use them for their own benefit.
Act with integrity, honesty and truthfulness in all our working relationships, both internally and to society.
Always treat guests in a polite and respectful form.
We consider 5 important ethical and professional values for HOUSEKEEPER TEAM MEMBER:
Never disturb the guests and always treat them politely.
Have willingness to guests and solve their doubts.
Taking care of customers belongings when she cleans the room and never steal anything.
Know how to separate her private life from work, because it is a very hard physical work and depletes the person.
Promote good teamwork environment. Regarding to legal responsabilities, there is a law of Andalusia; o Ley 13/2011, de 23 de diciembre, del Turismo de Andalucía
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We have chosen for our job recruitment Social Media for Recruiment (Social Recruitment), we think that this method has a lot of benefits, like a: More visibility. More spread. Source of applicants, therefore more options. It takes less time to hire. We think that through social media, employers can reach candidates faster and at a lower cost because, as opposed to agencies, job boards or referrals, recruiting with social media is totally free. Social media tools allow employers to engage with their target audience and easily identify whether the candidates are a good cultural fit for the company or not. Social media will spread the information about a company making more people aware of its job opportunities and getting employers in front of candidates whom they may never find through traditional hiring methods. We think also that is great for referrals and they have the highest chances to result in a mutual fit.
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Passive candidates can be reached easily as they rarely visit job boards. So social media might be the only way to reach and engage with them. With social media platforms like Facebook, LinkedIn, job seekers can be specifically targeted and chosen from followers, connections or supporters of the brand.
For all these reasons we believe we have sufficient grounds to consider this option as the best.
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