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uk

Recruitment and Selection

in Travel and Tourism
BTEC Travel and Tourism

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 http://www.bized.co.uk

Introduction
In this session, you will be finding out
about the key stages involved
in recruitment and selection
in the travel and tourism industry.

As you’ll see, it’s not quite as simple

as you might think!

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What are the stages involved

in recruitment and selection?
• We will identify 7 stages in the process
• These stages will differ slightly
according to the job involved
• Each stage is essential if organisations
in the industry are to get effective
people into the right jobs
• Being aware of the stages will help you
maximise your job-seeking chances

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The 7 Stages
• Identifying a need
• Analysing the job
• Attracting candidates
• Pre-selection
• Selection
• Appointment
• Induction

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1. Identifying a Need
Why does the organisation need new
staff?
• A process of job analysis is needed
to identify the need for new staff
• It could be that there is no need and
staff could just be organised better
If new staff are needed,
then stage 2 starts….

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2. Analysing the Job

What will the job involve?
• Skills analysis – what competences
will be needed for the job?
• Specifying the job – what’s needed
to be done?
• Describing the job – main activities,
training provided, terms,
location described.
• Specifying the person – qualifications,
experience, skills needed
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2. Analysing the Job (cont’d)

This stage is where the key documents
involved in recruitment and selection
are created:
• The job description
• The person specification
These documents are crucial
for working out if you have
the ‘right’ candidate.
At this stage, an information pack
for applicants could be created.
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3. Attracting candidates
• Internally – are there suitable
candidates for the job already working
in the organisation?
• Externally – will the organisation
work with an agency or directly through
the media?
• Workplace notice boards,
local or national press,
internet-based agencies may be used.

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4. Pre-selection
• Short listing – eliminating unsuitable
applicants by measuring each
application against criteria in job
description and person specification

• Who to involve? Consistency important

in assessing applications fairly

• Inform unsuccessful candidates

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5. Selection
• Often a mix of presentation, testing
and interview.

• Essential that
interviewers/assessors are trained for
the task, and that they follow an agreed
procedure.

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6. Appointment
• Making the appointment
of the selected candidate
• Agreeing terms and conditions, start
date
• Reference checks made if not carried
out earlier
• Relevant criminal records checks made.
• Inform unsuccessful candidates.

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7. Induction
Crucial to enable new starter to fit in
as soon as possible. May involve:
• Training activities
• Presentations from key areas
of the organisation
• Technical training in use of ICT systems,
policies and procedures used in organisation

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7. Induction (cont’d)
Induction should flow into an ongoing
performance review system.

• This will identify training

and development needs and form
a continuous process.

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