Module I – Mass Recruitment Pre-Work

The following list of materials, policies, or forms would be required in order to conduct a successful mass recruitment.

Financial

• Pre-opening budget
  • Staffing assumptions
  • Recruitment advertising and expenses
  • Salary survey and prevailing wage scales
  • Pre-employment medical expenses (if required)
• Hotel Staffing Matrix – based on pre-opening budget compensation projections
  • Positions required
  • Hiring timeline
  • Actual vs. projected cost per hire
  • Employment status i.e. full time, part time, casual
• Organization chart – based on pre-opening staffing assumptions
• Benefit Matrix – entitlements per employment tier (line, supervisor, manager)
  • Vacation
  • Medical coverage
  • Life insurance
  • Other perks

Legal Compliance

• Federal and State wage and hour legislation
• Division of Safety & Health (DOSH) regulations
• ADA considerations for hotel
• EEO compliance forms and tracking log
• Pre-employment medical or drug screening policy compliance (if required)

Training

• Customization of FG Job Descriptions for all positions
• Interview Skills Workshop for all managers and supervisors
• Union avoidance session (if required)
• Mass recruitment procedure briefing for all participants

Forms

• Applications
• Applicant tracking log
• Interviews
  • Standardized questionnaires
  • Reference check & applicant summary and disposition forms
  • Standardized offer template for manager completion
• Standard offer, additional interview or regret letters development

Mass Recruitment Logistics

• Site location
• Optimal days and times based on staffing requirements
• Advertising
• Supplies for event
  • Staffing
  • Food & beverage
  • Venue enhancements (if required) i.e. floral, pipe & drape, uniforms etc…
  • Music and videos

Module II – Mass Recruitment Events

• Event set up & break down
  • Reception – candidate welcome, application issue, and employment interest categorization.
  • Candidate waiting area themed to hotel culture
  • Interview desks
  • F&B stations
• General responsibilities
  • Assist as needed for interviews
  • Ensure legal compliance of application handling & applicant tracking
  • Greet, escort, or direct all candidates to ensure positive impression of hotel
  • Re-direct “star” candidates to appropriate second discipline interview

Module III – Post Event Follow Up

• Ensure appropriate response is received by all applicants i.e. offer or regret letter
• Monitor offers to ensure compliance with staffing matrix, wage, hire date and employment category
• Update Staffing Matrix and Organization Chart based on confirmed responses – copy Controller & General Manger
• Prepare materials for employee “Onboarding”
  • Employee welcome packet
  • Develop employee handbook
  • Develop new hire Orientation Program
  • Uniform issue
• Ensure personnel files are completed in accordance with State law