Millennial Generation Impact Recruitment Strategy In The Hotel

How Millennial Generation Impact Recruitment Strategy in the Hotel

Introduction

Finding and recruiting candidates with the millennial generation is a challenge, the millennial is the new generation of employees, they are also known as the generation “Y”, they are the new breed of young adult workforce between 1980’s to the 2000 or young adult preparing to join the workforce (Gilbert, 2011). The term has emerged to compare them with the earlier generation of workforce where:

1. From 1925 to 1945 they are called the Veteran or the Moralist

2. From 1946 to 1964 they are called the baby boomers or Generation Me.

3. From 1965 to 1979 they are called the generation X.

4. 1980’s to 2000’s they are called the Millennial, Gen Y, or Echo Boomers

The Changing Recruitment Practices of Luxury Hotels

Based on the case study performed by Davidson, Phail & Barry (2011) the issue of human resource practices to develop quality to the generations Y is to view the work with a new approach using technology to revolutionize HRM. They need to take into account that the trend is influenced by the generation. The hospitality industry is now changing how they are managing their human resource to capitalize and take advantage of the cost effectiveness and enhancement of technology and to adapt to the challenge of the millennial generation.

According to SVP of Viceroy Hotel, Brenda Tscharner, because of the promise of technology it made recruitment more efficient in screening and assessment to develop a webpage, especially dedicated to HRM function with Frequently Ask questions and Job Search (Viceroy Hotel Group, 2015). Although their online facilitation is just a primary step, they believe that face to face recruitment and interview is still preferred to understand the actual track record and communication capability of the applicant. It is also a safety net to reduce the process of hiring the wrong

Their facebook site is becoming their gateway to diversity selection where pictures of satisfied employees are inviting more applicants to work and party and. They promote that meeting do not always have to be in office of the company according to one their associates (Pizam, 2010). They also introduced the eHRM, they believe that this system provided high exposure, network, branding and competitive advantage at very low cost. They believe that this will reshape the human resource development strategies to gain diversity of employees worldwide. They attract employees to submit their resume, potential employees are provided with vast information and basic training required (Pizam, 2010).

According to Maarteen Staps, Development Manager of Hilton Hotel, online recruitment is providing them with great impact and productivity and reduced costs to gain employees trust. They even provide online training, mentoring and virtual course worldwide (Price, 2007), they believe that with their 500 hotels worldwide opportunities to hire employees is unlimited. They also show that the advantage of online application is, it is open 24 hours 7 days a week, they also provide interview tips, benefits, duties and responsibilities, recruitment fraud and other information online (Hiltonworldwide.com,