Major Chain Recruitment Part 2

[The Professor]

Hi all!

with regards to the previous topic I would like to ask the following:

- What is the point of globally centralized HR website that all major chain use?

I think that for some strange reason all major chains are using web based job boards to advertise their openings and yet redirect all applications to their own website, asking for information that are supposed to be found out during the interview process as well as asking candidates to re-write their resume within the template provided by the website.

What is the point of all this? Basically nowadays HRs are asked to decide on the suitability of a candidate based on a fixed set of criterias, and if the numbers don't add up then its just too bad for the applicant.

So again what is the point of all this? Isn't the recruitment process actually supposed to be a process? not a computer search, tick here, here and here and get your candidate? Furthermore, and the end of the day what is the point of databases of candidates, HRs will just waste their time calling up people that might not even be interested in the job in the first place.

What happen to good old fashioned recruitment?

Place an add, gather resumes, filter them out, based on the merits of the candidates experience, motivation letters, motivation to get the job. Once that is done start with the interviewing. The whole idea of interviewiewing is to find out everything a resume doesn't tell you as well as getting a vide for the candidate.

I am sorry to say but with software based approach to human resource I am pretty sure that the results are less than adequate. Because it limits the choices that a Department Head has, therefore forcing him into choosing people that he might not have.

The problem of the matter is, some candidates might look great on paper, even have good references, it simply doesn't make them the best candidate! Plus i am sorry to say, but in a business such as the hospitality business where a lot of it has to do with people, making the right decision in hiring someone has a lot more to do with gut feeling than it has with numbers, statistics, or any model provided by people who supposedly know better.

I truly believe that the know how acquired in other industries especially in the areas of HRs can not be applied to the hospitality industry. This one of the main reason I find it very funny that major Hotel Chains hire HRDs from other industries on the base that they were HRDs there.

To cut this thread short, I believe we have to ask the following:

- if these internet based application systems were actually working, then why is it that if you go on any major chain's website and click on their career page, they have 1000s and 1000s of job openings?

Best regards to you all

The Professor

[Mack The Knife]

Dear Professor,

The funny part of this all is that HR or Senior Management on the local level do not use these tools.

I was talking to a very well established Head Hunter in the East Asia market and he was telling me about this.

More and more properties that are part of international chains are actually using his services because in their eyes this web based centralized system doesn't work.

What I am curious about is how much money is actually used on such systems, and what is truly the worth and return on such a system.

From experience and what I have heard from hoteliers having to deal with such system is that they are ever so frustrated by this.

Where is the world going????

The funniest of things is that there are more and more hospitality networking platform, such as Cafe hotelier and others, so why oh why are GMs, HRs, and other EXCOM not using these type of platforms?

Regards

Mack