EFFECTIVE RECRUITMENT
Human Resources is the headache that keeps hotel managers
from their 40 winks, according to a 2001 survey by Cornell
University. Attracting talented staff in the first instance
was seen as the ultimate waking nightmare. Chris Munford
looks at the options available to companies without a decent
cloning program.
D.I.Y.
Do-it-yourself recruitment is certainly one option; after
all is that not what in-house HR departments are for? The
main benefit of D.I.Y. recruitment is that the company
maintains control of the hiring process from start to
finish. A common misconception is that it is also cheaper
than outsourcing. Add up the cost of advertising and the
number of manpower hours however and there is very little
saving over outsourcing to a recruitment firm. In addition
this method means that a company is generally reliant on
candidates who are looking to make a change, for whatever
reason, and have applied for the position. In other words,
active job seekers.
Can a company be sure that it is making the most effective
hire when it is dependent on candidates approaching it
rather than vice-versa?
OUTSOURCING
For companies that decide they need external assistance
there is a choice to be made in terms of the most
appropriate type of help.
Contingency search firms are typically paid on a
results-only basis. They tend to specialize in niche sectors
of the market and concentrate on developing a database of
candidates qualified in this area. When briefed by a company
to find candidates they therefore have a ready pool of
talent in which to dip. This saves time and often has the
benefit that the recruiter has known the candidates for a
period of time and is highly informative about them.
There is generally no exclusivity given to a contingency
search firm so most recruiters will be competing with other
recruiters. Competition also comes from client companies who
are trying to find candidates through their own means. This
means that contingency firms typically place a quarter of
assignments and are therefore obliged to work on several
assignments at once, compromising quality. Companies also
need to be aware that the supply of candidates will be
dependent on the scope and quality of the recruiter's
database.
Typically, contingency search is considered for lower and
mid-management property level positions where a company is
interested in seeing a large range of qualified candidates
and is willing to take on some of the screening and
selection process itself.
Retained executive search firms are better suited to senior
level positions where it is paramount that the employer
hires not any qualified candidate but the most qualified
candidate.
The recruiting process of a retained executive search firm
is highly intensive and an employer can expect:
An accurate assessment of the firm's capabilities to perform
the search as well as how the search will be carried out.
A shared knowledge of the market.
- Strict confidentiality
- A report detailing the position to be filled,
- Original research targeting likely employers of potential
candidates.
- Screening and full assessment of potential qualified
candidates to create a shortlist for the employer.
- Full contact between client and candidate.
- Thorough reference and background checks.
- Assistance in drafting the employment offer.
In addition, the employer can be assured that the search
firm abides by the Code of Ethics, Professional Guidelines
and Client's Bill of Rights as set out by the Association of
Executive Search Consultants (www.aesc.org), and that the
search firm will implement an ?off-limits? policy in which
it pledges not to recruit from the hiring organization.
Different scenarios demand different solutions. In today's
climate, when recruitment and the attraction of talent are
such major concerns, successful and effective hiring is more
important than ever. By possessing a knowledge of the
options available and an understanding of their appropriate
usage companies can help ease one more headache and get a
good night's sleep.