Recruiting and retaining the staff in hotel industry

  One of the industries with the fastest growth rates worldwide is the hospitality sector. The hotel sector dominates the worldwide service industry and significantly increases both developed and developing countries' gross domestic products (GDP) (Dogonyaro, 2021). The hospitality industry is having serious staffing issue (shortage of employees) as a result of the pandemic, travel limitations, and increase in demand (Colley, 2021). The consequence of this is a reduced income at a time when many are trying to recover losses for the last year of lockdowns (Colley, 2021). Business organizations must recruit the greatest talents and retain them on staff for a long period if they want to stay more competitive and finding talented personnel is one of the main strategies used by hospitality businesses to compete (Dogonyaro, 2021). Consequently, the fact that many businesses are now beginning to focus more administrative resources on management strategies and career development pro...

  Considering the employee recruitment, Granovetter (1995) , argues that social contacts are important to labor supply and labor demand theories. Because it is of higher quality and more reliability than information found in advertisements or from employment agencies, job seekers prefer to use social contacts to get jobs. Searchers learn very little about the working environment at a company from job advertisements. As example ; job searchers who gather information from acquaintances, or friends of friends, acquire better quality information than do those searchers who acquire information from close friends (Granovetter, 1995). Social contacts give employers information about potential employees that enables employers to more clearly analyze the applicant's abilities and shortcomings, which is why employers prefer to use social contacts when filling positions (Mencken, 1994). As such, many organizations are using social media to augment a large variety of traditional HR processes...

  Different types of organizations consider various recruitment and selection techniques, and the same will be used to have a cost-effective strategy for sustainable practice. Making sure that qualified candidates are available to fill open positions in the company is the main goal of recruitment (Abbas, Shah and Othman, 2021). Ineffective recruitment prevents any chance for effective candidate selection because, when recruitment falls short, selection must proceed with a pool of poorly qualified candidates (Abbas, Shah and Othman, 2021). According to See et al. (2020), financial rewards are commonly utilized in an effort to increase recruitment and retention. These are based on the assumption that, with adequate compensation, people can be encouraged to continue working in their profession. Financial incentives do not always have the same impact on different age and gender groups. For example, wage premiums, may be more effective in attracting young female teachers to the profess...

  The first step in achieving organizational objectives through efficient organizational workforce management is attracting and selecting the most suitable candidates (Chytiri, Filippaios and Chytiris, 2018). The hotel sector is famous for using outdated, inexpensive practices. When compared to external recruitment approaches, internal recruitment techniques appear to be more effective (Chytiri, Filippaios and Chytiris, 2018). Further, Human resource management includes administrative activities that are associated with planning, recruitment, selection, orientation, training, appraisal motivation and remuneration (Jerome, N., 2013). Researchers around the world concur on the importance of human resources to an organization's success. They acknowledge that the most precious resource in the company is its human resources (Ghani et al., 2022). As stated by Jerome, N. (2013), Abraham Maslow's hierarchy of needs theory is still significant and applicable in today's business orga...

  The term retention can be defined as a systematic effort to create and foster an environment that encourages employees to remain employed by having policies and practices in place that address their diverse needs” (Workforce Planning for Wisconsin State Government, 2005). Any organization's capacity to succeed depends on the quality and efficiency of its human resources (Mensah, 2014). As a result, organizations have a responsibility to recruit and retain the most valuable, inventive, productive, and efficient employees in order to achieve maximum benefits. This is because turnover affects an organization, especially in terms of productivity, satisfaction, and profitability (Tanwar, & Prasad, 2016). On the word of Bidisha Lahkar Das (2013), any organization's capacity to retain its key staff is essential to its long-term profitability and viability. Employee retention refers to the process of encouraging them to stick around the organization for as long as possible ...

  The actions taken to find and hire a new employee to fill a vacancy in an organization are known as the recruitment process. Managers, Human Resource Management (HRM), recruiters, or a combination of all three typically perform this task. In order to streamline recruitment, human resource managers frequently take the lead in this process and work with the appropriate teams and departments. Finding the applicant with the ideal combination of qualifications, experience, and personality is a key component of the recruiting process. To recruit someone to work for the company, it is necessary to gather and evaluate resumes, hold job interviews, and then select and onboard the chosen candidate. As such, there should be a balancing of the costs involved with generating an excessive number of or unqualified applications with ensuring that there is an adequate supply of competent talent (Dineen, Ling, Ash, & Del Vecchio, 2007). Muduli and Trivedi (2020) stated that, the recruiting...