Ritz carlton case on recruiting Essay

Custom Student Mr. Teacher ENG 1001-04 4 March 2016

Ritz carlton case on recruiting

Ritz-Carlton has a unique brand image so to if a new hotel was to be opened under the head, the quality and level of service need to be at the same level as expected. So for that the focus of process must depend on the candidate’s needs, and the candidate experience. Employers and job seekers are brought together for potential matches through their recruitment and job search activities. Employers may post help wanted signs, run newspaper advertisements, or seek referrals from private employment agencies. Job seekers may speak with friends and relatives, solicit the aid of the state employment agency, or simply walk in and apply. These recruitment and search activities help both parties acquire information about each other, and the more information they obtain prior to entering an employment agreement the higher the likelihood of a good employment match. In this case study we are explaining by resembling “The principle of Strategic Recruiting Methods”, why a strategic approach to recruiting was crucial at the Ritz-Carlton.

1. Short time & huge vacancy had to be filled:
As the hotel was being built and the opening got closer, the hotel’s H.R.D (Marie Minarich) felt on a major challenge like filling up about thousand amounts of deferent positions from Housekeeping to HRM. If the company had taken normal approach to recruiting they might not be success. So we can reach to a decision about Strategic Approach to Recruiting that was crucial at the Ritz-carlton. 2. Target employed “non-lookers”:

The best recruiting processes are designed to identify and successfully hire currently employed top performers. This means that the process needs the capability of identifying and convincing employed individuals who work at your competitors and may not be actively looking for a position. Unfortunately, most corporate recruiting approaches are designed to attract
“active” candidates. Ritz Carlton, manager and staff made it a point to hand out business cards and service praise cards to other restaurants for target employed. And so the strategic approach to recruiting was crucial.

3. Build a recruiting culture/fair:
The most effective approaches build a corporate-wide “cultural of recruiting” where every manager and employee is a recruiter. Because of their continuous contact and interaction with outside talent, everyone must play an important supplemental role in identifying talent and in spreading the employment brand. The most effective recruiting strategies convince employees to be 24/7 talent scouts, making every employee a recruiter. The job fair was the major source for recruits and so the strategic approach to recruiting was crucial.

4. Selling applicants:
The very best recruiting processes builds “relationships” with potential applicants over time in order to increase their level of trust and interest. Unfortunately, no amount of benefits or job features will be convincing to high-demand applicants without this level of trust. Because all candidate-screening processes have flaws, stretching out the assessment process over time allows you to learn more about the candidate and decrease the chances of making a bad hire. The best approaches are designed to take advantage of the fact that a target candidate’s willingness to consider a new job changes quite rapidly, as a result of changes in their own job and organization. So we can reach to a decision about Strategic Approach to Recruiting like handing out business card and service praise cards that was crucial at the Ritz-Carlton.

5. Sourcing is critical:
If you don’t utilize sources that attract a high percentage of top performers, it is unlikely you will make a quality hire. After employment branding, effective sourcing is the most critical element of the recruiting process. Generally, the most effective source is employee referrals. Other effective but under-used sources include recruiting at professional events and contests. Using ineffective sources means that you must spend inordinate amounts of time and money on candidate screening in order to avoid a weak hire. The source that is used must be shift, depending on the type of candidate required for that position. Unfortunately, many recruiters use the same exact sourcing scheme for every job. That’s why a strategic approach to recruiting was crucial at the Ritz-Carlton.

6. Prioritize jobs and targets:
Strategic recruiting processes maximize resource utilization by identifying and focusing on the positions with the highest business impact. That generally means revenue-producing and revenue-impact jobs, as well as jobs in high margin and rapid growth business units. The process should also target high-impact individuals known as top performers, innovators, and game changers. As a first growing company like Ritz-Carlton Hotel was the perfect organization (Ritz-Carlton Hotel) for strategic approach at that time. So it is clear that a strategic approach to recruiting was crucial at the Ritz-Carlton. 7. A candidate-centric approach:

Focus the process on the candidate’s needs, their job selection criteria, and the candidate experience. A significant part of recruiting is “selling” the candidate on applying for and accepting the job. At least in part, recruiting must follow the customer relationship management (CRM) and the sales, services and marketing models. It’s also important to note that candidates may be current or future customers, so treating them poorly can directly impact future revenue. Often, the number-one reason why candidates reject job offers is the way that they were treated during the hiring process. On the other hand during the hiring process; Ritz-Carlton, Managers and staff made it a point to hand out business cards and service praise cards to other restaurants for target employed.

8. Pipeline approach:
The most effective recruiting approach is to build a steady stream of applicants (a pipeline). In order to build a continuous “talent pipeline,” use a “pre-need” approach that includes workforce planning, branding, continuous sourcing, and on boarding. Ritz-Carlton Hotel made it successful with job fair. So the strategic approach to recruiting was crucial. 9. Diversity:

An effective recruiting process must include enough variation and personalization to meet the unique needs of diverse individuals from around the world. The strategic approach to diversity recruiting links all activities together such that the synergy accelerates success. It allows organizations to avoid the problem of investing time, energy and resources into recruiting activities that do not lead to sustained results. A SDR process has five components ¼ Culture Shift, Outreach, Recruiting, Retention and Management Infrastructure. When these components are optimized to work together they create a chain reaction that unleashes the tremendous power of the SDR process. However, organizations must realize that success is not so much dependent on any one of the components, but in the collective effect of all five. SDR (Strategic Diversity Recruiting) is truly a case where “the chain is only as strong as its weakest link.” Organizations must have effective strategies for all five components. Diversity and inclusiveness are becoming not just legal terms but critical components in building global sales. Ritz-Carlton was the perfect example of installing effective recruiting process. 10. Managers are the delivery system:

Although corporate recruiting designs the process, managers “deliver” and execute a significant part of that process. As a result, hiring managers must understand its elements and support its precise execution. You must effectively demonstrate to individual hiring managers that they will suffer whenever a bad or “butts in chairs” hire is made. Therefore, recruiting must make a strong business case to individual hiring managers that convince them of the importance of executing the process precisely. The most effective way of influencing hiring managers is by converting recruiting results into their dollar impact on that individual manager’s revenue and profit.

Conclusion:

Effective recruiting process is always driven from the top. The executive team must be committed and must demonstrate their commitment by providing the resources needed for success and by continuously inquiring about the status of the effort. Others in the organization should be inspired by the example set by the executive team. Leaders should ensure success through continuous evaluation, the removal of roadblocks and continuous process improvement. In addition, leaders should prepare the organization for diversity. Strategic recruiting will change the mix of people in your organization, interactions in the workplace, skills required to manage and work in the organization and the criteria used to determine who gets ahead just to list a few.

Do not assume managers and employees will automatically adjust to the changes. Plan to assess the organizational culture for issues that may have a negative impact on the ability to retain new diverse employees. Also, identify the need for any skills-building training and provide it before the new diverse hires begin to arrive. The good news is that taking a strategic approach to strategic recruiting approach has proven to be the most effective way to build recruiting efforts that transform organizations. In conclusion we can safely to say that a strategic approach in recruiting was crucial at the Ritz-Carlton.

Question [2]:-
Why were the conventional recruiting approaches less important than the creative methods in generating a large number of applicants at one time?

Answer:-
Employers and job seekers are brought together for potential matches through their recruitment and job search activities. Employers may post help wanted signs, run newspaper advertisements, or seek referrals from private employment agencies. Job seekers may speak with friends and relatives, solicit the aid of the state employment agency, or simply walk in and apply. These recruitment and search activities help both parties acquire information about each other, and the more information they obtain prior to entering an employment agreement the higher the likelihood of a good employment match.

In this case study we are explaining why were the conventional recruiting approaches less important than the creative methods in generating a large number of applicant’s at one time in Ritz-Carlton hotel.

1. Competitive:
The most effective recruiting approaches are compared against and are clearly superior to those of a firm’s talent competitors. Because competitors will quickly copy our most effective approaches, a continuous side-by-side assessment of “yours versus theirs” is necessary. A sub-principle applies to candidates: because the very best are always in high demand, if we don’t have to literally “fight” for a candidate, in most cases, we do not have the best candidate in the field. And candidate who applying for the post need to gather together by a Job Fair. So a Job Fair as well as applying creative method was very important at that time.

2. Employment branding:
The approach with the highest impact and the only long-term recruiting strategy is employment branding, the process of building our external image as an excellent place to work. By proactively making it easy for potential applicants to read, hear, or see the factors that make working at our firm exciting, we can dramatically increase the number and quality of our applicants over a long period. As the time was short so applying creative method was very important.

3. Speed:

Making fast hiring decisions is essential whenever a candidate in high demand decides to make a job switch. Top candidates must be hired using “their” decision timetable. Research shows that top candidates are off the market in less than half of the normal corporate time to fill. But Ritz-Carlton Hotel needed to fill up all vacancy, so the conventional recruiting approaches less important.

4. Sourcing is critical:
If we don’t utilize sources that attract a high percentage of top performers, it is unlikely we will make a quality hire. After employment branding, effective sourcing is the most critical element of the recruiting process. Generally, the most effective source is employee referrals. Other effective but under-used sources include recruiting at professional events and contests. Using ineffective sources means that you must spend inordinate amounts of time and money on candidate screening in order to avoid a weak hire. The source that is used must be shift, depending on the type of candidate required for that position. Unfortunately, many recruiters use the same exact sourcing scheme for every job. So the conventional recruiting approaches were less important than the creative methods in generating a large number of applicants at one time.

5. Data-based decisions:
Base decisions on sourcing, screening tools, and which individual to hire on facts and data, not emotion or even common practices. Making decisions based on objective data helps eliminate biases and causes the recruiting process to produce more consistent, reliable, and high-quality results. It’s also true that in a fast-changing world, “what works” changes quickly so recruiting practices become obsolete quickly. Unfortunately, rather than being a small part of recruiting decisions, emotions and “it’s the way we’ve always done it” tend to dominate corporate decision-making. So the conventional recruiting approaches was less important than the creative methods in generating a large number of applicants at one time

6. Candidate’s centric approach:
Focus the process on the candidate’s needs, their job selection criteria, and the candidate experience. A significant part of recruiting is “selling” the candidate on applying for and accepting the job. At least in part, recruiting must follow the customer relationship management (CRM) and the sales and marketing models. Often, the number-one reason why candidates reject job offers is the way that they were treated during the hiring process. It’s also important to note that candidates may be current or future customers, so treating them poorly can directly impact future revenue. So the conventional recruiting approaches was less important than the creative methods in generating a large number of applicants at one time

7. Talent shortages:
Although industries often face talent shortages, individual firms can actually have a surplus of candidates if they have a strong employment brand, a great referral program, and a candidate-friendly hiring approach. For example, handsome movie stars seldom have difficulty getting “dates” even when the average “Joe” can’t find a single one. Talent shortages are relative and depend on your image and what you have to offer. So the conventional recruiting approaches were less important than the creative methods in generating a large number of applicants at one time.

Other Important reasons to make Creative Methods more important are describing bellow, serially-

8. To Broader view of applicants.

9. For Selecting target applicants.

10. For searching profiles & socail networking sites Actively.

11. For no internet and radio ads were used.

12. The job fair generated 2300 applicants in two days.

13. Indepth Interviews consisted of 55 questions.

14. 150+ indepth interviews were conducted at the job fair.

15. Refreshment was served while music was also played.

Conclusion:

Succession planning should be done to make sure that there is no vacant job left in future. Management was basically in a dilemma for which method they should go for, conventional or creative, therefore they went for both.

But analising two mathods in conclusion we can safly to say that the conventional recruiting approaches less important than the creative methods in generating a large number of applicants at one time in Ritz-Carlton hotel.

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