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Pre-opening Assistance
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
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