Ritz-Carlton was recruiting employees to staff a new hotel, the goal was to provide applicants with a personal demonstration of the famous Ritz-Carlton service-oriented culture. Applicants went through a standardized screening questionnaire, and those who passed went on to a professionally developed structured interview. The goal of Ritz-Carlton managers is to give applicants the same experience they would expect to receive as a customer staying in the hotel. Every applicant receives a personal, formal thank-you note for coming to the job fair, and those who are considered for positions but later rejected receive another note.
Ritz-Carlton wants to make a good impression because an applicant could be a future Ritz-Carlton hotel guest, or the son or daughter of a guest. Ritz-Carlton continues to show exemplary service during the employee orientation process. Every employee must go through seven days of training before ever working in a Ritz-Carlton. Two full days of the orientation are indoctrination in the Ritz-Carlton values and philosophy. The goal is to create a significant emotional experience for new employees during their first few days.
This happens the moment new employees arrive for training at a. The message is clear: You are important and we will treat you exactly as we want you to treat customers. The leadership team is involved in facilitating the program, sending a powerful message about the importance of consensual commitment. We are not servants. Our profession is service.
We are Ladies and Gentlemen, just as the guests are, who we respect as Ladies and Gentlemen. We are Ladies and Gentlemen and should be respected as such. The selection process helps identify the candidates in the applicant pool who possess the best qualifications for the open position. If an applicant makes it past the initial screening, he or she may be asked to take an aptitude, personality, or skills test.
If the applicant passes the selection interview, most firms conduct background checks and talk with their references.
Physical exams and drug testing may also be part of the selection process. Steps of the Employee Selection Process. The figure below summarizes the significant steps in the process of selection in a company. The time and significance depend on every level and will differ from one company to another and undeniably from job to job within the same company. The arrangement of steps can also vary from job to job and company to company. For instance, few companies may emphasize testing, whereas others may prioritize interviews and reference checks.
In a like manner, a single concise selection interview might be sufficient for candidates for low-level posts, whereas the various number of peoples might interrogate candidates for administrative jobs.
A company is acknowledged by the personnel it employs. To fascinate persons with ability, proficiency and experience, a company has to build a pleasing impression on the candidates right from the first step. The one who meets the candidate must be courteous and capable of offering help in a friendly and gentle way. Employment prospects should be conferred, honestly and precisely. If no jobs are vacant at that point, the candidate can be asked to contact the Human Resource Department later, when an appropriate period of time has expired.
Big companies often plan an introductory interview to reduce selection costs by admitting only eligible applicants to go through further levels of selection. A subordinate executive from Human Resource Department can draw out responses from candidates on relevant items explaining the appropriateness of a candidate for a job like age, education, experience, salary expectations, inclination, location preferences, etc.
If the department finds a suitable applicant, a recommended application form is provided to the candidates to fill and submit. For selecting the most appropriate and desirable candidate for the vacant post, the company assigns some weights factors for applications considering all the elements essential for the relevant job and candidates getting high scores on the given criteria decided by the company.
Another significant decision in the selection process contains candidate testing and the types of tests to use. Hence, selection is very important and the process should be perfect for the betterment of the organization. It provides a guideline to evaluate the candidates further through strict verification and reference-checking.
It helps in comparing the different candidates in terms of their capabilities, knowledge, skills, experience, work attitude, etc. A good selection process helps in selecting the best candidate for the requirement of a vacant position in an organization. As we have discussed that Selection is very important for any organization for minimizing the losses and maximizing the profits.
Hence the selection procedure should be perfect. It helps the interviewer to discover the inner qualities of the applicant and helps in taking a right decision. These reference checks help the interviewer understand the conduct, the attitude, and the behavior of the candidate as an individual and also as a professional. This examination helps the organization in choosing the right candidates who are physically and mentally fit.
A selection process with the above steps will help any organization in choosing and selecting the right candidates for the right job. What is Selection?
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