Unit 6 - Preparing for Employment in Travel and Tourism
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Summary Describe the stages of the recruitment and selection process, identifying good practices
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Unit 6 - Preparing for Employment in Travel and Tourism
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PEARSON (PEARSON)
P3 requires learners to describe the recruitment and selection process from the perspective of both the prospective employer and the applicant. All stages must be fully described and good practices identified, for example how to complete an application form, how to lay out a CV etc, therefore a sim...
Unit 6 - Preparing for Employment in Travel and Tourism
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P3 – Describe the stages of the recruitment and selection process, identifying good
practices
Description of the different stages of the recruitment and selection process and the
identification of good practices
Organisation:
Identifying company need –
Identifying company needs involves a business identifying whether or not, they need to fill a
vacancy when the position is no longer filled. If the position needs to be filled, the business
needs to know what kind of candidate they’re looking for. Therefore, making a decision on
what kind of job description they’ll create in accordance to the roles and responsibilities of
the job. Finding the correct candidate helps to guarantee the position is filled effectively. An
example would be 2TemptU making the decision to fill a travel agent position based on the
amount of demand they have. They would also factor in what kind of roles/responsibilities
would be needed to make an effective job description to attract the right candidate.
Job description –
Job descriptions are used by a business to inform a candidate what is required of the job
and gives a brief summary of the jobs roles, responsibilities and other inclusions such as
their yearly salary. The candidate is then able to compare themselves to the job description,
giving them a chance to compare themselves to the job, making the decision on if they
would work well in the position. Premier Inn is an example of a business that uses job
descriptions for job vacancies such as a cleaning position. The positions job description
would include details on what kind of cleaning the job will entail and the type of roles the
candidate will play a part of.
Person specifications –
A personal specification is connected to the job and acts as a profile of the kinds of skills,
qualifications and experience a candidate must have. A specification is used by the
candidate as a form of detailed comparison to analyse their personal skills and see if they’re
a suitable candidate for the position. It’s also used by the recruitment team and allows them
to have a more accurate guess on whether or not the candidate is suitable for the job as it
focuses on their personal traits as well as other factors. For example, if Emirates was looking
to hire a person to fill a co-pilot vacancy, they would create a personal specification
detailing what the candidate’s personal skills should be. One such skill could be ‘the ability
to stay calm in stressful situations.
Advertising –
Once the job description and personal specification is complete, the business needs to then
make possible candidates aware of the position. It’s important that advertising is used
correctly and to it’s best ability as finding the correct candidates in a fast manner of time is
important for saving money and filling the position. The type of advertising done depends
on the type of audience they’re trying to attract. An example could be either advertising
externally or internally, depending on the budget and type of job being advertised. For
lower types of job vacancies, the business would advertise externally compared to if the job
was a manager level position where they could advertise internally and promote an
employee. For example, if Emirates needed to hire a new captain to pilot one of their long-
haul routes, they could advertise internally in order to save money and promote on of the
, P3 – Describe the stages of the recruitment and selection process, identifying good
practices
other pilots. This would help guarantee them a quicker hire and helps to save time on
analysing their skills due to the candidate already being part of the business.
Road shows –
A road show is an event hosted by a business when looking for a large range of candidates
to recruit. The event is normally hosted by employees of the business in popular areas local
to the business location and include a series of presentations made about a certain job.
These presentations soon lead to a public job offer where any members of the public who
think they are a suitable candidate can apply. An example of a roadshow is “Euro Bus Expo
2021” where candidates interested in working with public transportation are able to gain
experience of what the business does in detail and gets to meet professionals that work for
the organisation.
Recruitment agencies –
A recruitment agency is a business based on advertising and hiring job opportunities. It is a
good way for travel businesses to find candidates faster as the agency sees a high amount of
candidates who are looking for job suggestions. Recruitment agencies can be quite costly to
advertise with however, and are only ever used if the job that has a vacancy needs to be
filled fast or is a manager type position. For example, if Virgin Atlantic was trying to hire a
co-pilot, then using a travel agency would be a suitable option as the job would need to be
filled quickly due to being an important job position.
Short listing applicants –
Short listing is a process used by a recruitment team to analyse candidates’ applications
according to their skills and figure out, which ones are the closest to meeting the criteria.
These candidates are then moved forward to the next stage of the recruitment process,
which is likely to be a phone/face-to-face interview. For example, if 2TemptU had 20
applicants for an entry level travel agent position, they would need to analyse the
candidates’ applications according to the criteria of the job. Shortlisting candidates could
lead to the business only having 10 candidates to interview for the position.
Organising and conducting interviews (telephone, group, individual) –
There are a number of ways businesses conduct interviews and will normally depend on the
job vacancy they’re trying to fill. Conducting the correct interview gives a candidate a higher
chance to show their true colours and do their best.
Telephone – Telephone interviews are normally conducted as another step to the interview
process and give the candidate a chance to prove themselves for the final interview stage.
These types of interviews can last from 10-minutes to an hour, depending on the job
position. It can be used as a form of shortlisting if there are still too many candidates. An
example could be Premier Inn looking for a Receptionist employee. If they had too many
candidates or wanted to talk to them before the final interview, they use phone interviews
to help them short list their candidate numbers from 10 to 5.
Group – Group interviews are when a number of different candidates are interviewed
together in an effort to identify the candidate that stands out the most. The interview also
helps to test their team working skills if the job role requires this to be a skill. For example, if
Emirates needed to hire a cabin crew employee, using a group interview would help them
identify the candidate with the most confidence and ability to answer the most questions
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