If the Marriott are looking for a regional manager they will advertise in regional newspapers, such as the Liverpool Echo. It is important that they advertise there jobs in the right place to ensure that people see the advertisement.
The reason that they advertise in the places they do is because it relatively cheap to advertise in the job centres and the jet centre, it is free to advertise on their own website and on their job notice boards, and on the occasions that they use regional newspapers the use regional ones because they are a lot cheaper than national newspapers, they don’t really use newspapers much to advertise only when they are looking for a regional manager.
Sending out and receiving application forms A job description and a person specification are sent out with an application form.
The reason these are sent out with the application form is so the applicant has the best chance of getting the job and so they know what qualities they will need to get the job, and on the application form it also says when the deadline is for the job.
Shortlisting applicants is like a minefield, if the Marriott doesn’t short list an applicant that feels they should have been, they could take the company to court over discrimination, and this could cost the Marriott money.
It is the HR department that take out the shortlisting, and the Marriott make sure that all of their staff are adequately trained in this process because they don’t want to get involved in any discrimination court case.
It can be very difficult when shortlisting application forms so the HR staff judge each application form on the applicants own merits, they won’t compare two applicants with each other.
The applicants are classified into three categories; these categories are
The staff decides which category the applicant goes into, the definite pile are people who are definitely going to be interviewed, the marginal are boarder line and if there aren’t enough people in the definite category a few marginal applicants will get an interview, and the unsuitable applicants just get a letter saying thanks for their time but they have been unsuccessful this time.
When the HR department are making the interviews they attach a form on the front of the application form saying why applicants got an interview and why some applicants never got an interview. When making the shortlist the HR apartment must be politically correct in the reason the applicant did or didn’t get an interview with the Marriott.
Those people who were in the marginal and unsuccessful pile will be on file with the Marriott for six months so the applicant can query why they didn’t get the interview, or in case they want to make a claim against the Marriott, so the Marriott have proof as to why they didn’t get the interview, and they also keep them on file for reference for if someone leaves there job, people in the definite pile get kept on file for twelve months and those who were successful with their application form and got the job get kept on file for life.
The interviews are conducted by the HR staff and on the interview panel they have three or five interviewers depending on how big the position is. Normally the panel consists of the team leader of the department the job is for, the HR manager there is a set very specific process that is followed for each candidate and every applicant has to go through the process so everyone gets a fair chance.
All of the people on the panel need to be very aware of who is asking what question, they also need to be aware of the process so they look professional, there will also be a chairperson on the panel for the interview who keeps control of everything, he makes sure everyone is prepared and dressed properly, the chairperson will have devised a timetable and every one will have the same amount of time in the interview. The chairperson also makes sure that everyone on the panel has a copy of the job description, the person specification and each applicant’s application form.
The interview panel prepare by reading through each applicants application form just before they review it. The chairperson introduces each applicant to the panel and explains what is going to happen during an interview and explains that the applicant can ask questions at the end. The Marriott are very aware that applicants perform best in interviews when they are relaxed, and comfortable in the environment that they are in so the Marriott try to put all of their applicants under ease rather than under pressure.
The Marriott aim to do this by holding the interviews at on of the Marriott hotels, they ensure that all the applicants have access to hot and cold drinks and they are put in a comfortable and relaxed room. They are led into the interview room and are introduced to the panel, and the panel must ensure that they give verbal and non-verbal encouragement by smiling, shaking peoples hands and by having eye contact, these techniques should make the applicant feel at ease or relaxed. The chairperson will also explain that the panel will be taking notes throughout the interview.
During the interview the applicant will be asked a range of questions that will have been selected before the interview was held. The first type of question is an open ended question, the Marriott use open ended questions as a means of gaining the most information about the candidate as possible, these types of questions encourage the candidate to talk about themselves, describe events, express opinions, and provide facts, “can you give me an example of a time when you have dealt with a difficult customer? when you have lead a team? ”
Are two examples of these types of questions. The next type of question are probing questions, these are used to provide a more clear focus on questions that are too short, an example of a probing question is “how did you handle that? ” a probing question allows the interviewer to get more information and they can also be used when the applicant goes off point to bring the applicant back to the point.
The Marriott interview panel try to avoid asking closed questions which have one word answers, they don’t like to ask these questions because they don’t get much information form these questions, they also try to avoid leading questions; they want the candidate to offer information freely. They also try to avoid multiple headed questions, they try too avoid these because they can confuse the applicant and can raise stress levels when they are trying to keep the applicant calm and at ease.
Although the Marriott hotel would be very interested in the answers of this question they will probably ask it as three separate questions, were another business might ask them together. An example of a multiple headed question is “what is it that interests you about this position, why o you want to leave your current position, and what are you future career expectations? ” the Marriott hotel also refer back to the applicants application form for one of the questions. If a candidate doesn’t give a very good answer the interviewer can’t let that show in their facial expressions.