Ciara Holmes – Travel and Tourism
Unit 6 - Preparing for Employment
P3 – Describe the stages of recruitment and selection process, identifying good practices.
In this assignment I will be describing the recruitment and selection process that they organisation and the
applicant have to do, I will also be identifying good practices.
Organisation
Identifying Company Needs: Before a company advertises a job they need to know what they are looking
for in a recruit and what their ideal applicant will be. They will determine what the recruit will need to
have to make the company successful. The organisation will also have to establish what roles and
responsibilities the applicant will have to partake in.
Job Descriptions: A job description will inform the new potential candidate what they are applying for. It
will include the job title e.g. Senior Cabin Crew. Also in the job description it will give a small description of
the roles and duties the employee will undertake and sometimes it might also include how many hours and
the salary. Following that it will include information on how to apply. The job description will be one of the
first things an applicant will see whether it is advertised externally or internally. It can help a potential
candidate make the decision as to whether they are interested in the job because it tells them what it is the
job is about.
Person Specifications: A person specification is what a organisation releases to a candidate as a check list
to see if they are right for the job. It will describe the desirable and essential personal attributes of the job
holder. This can be based on a 7 point plan;
1. Physical Make Up – does the job require any physical characteristics such as strength for a job which
requires heavy lifting. Or even good eyesight is required for jobs such as an Airline Pilot, or an Air
Traffic Controller.
2. Attainments – this is what education is needed or what special occupational experience or training
is required. Most jobs now require GCSE Maths and English at grade C or above. To become a retail
agent might require a BTEC Level 3 in Travel and Tourism. To become a pilot you must have a
minimum of five GCSE’s and 2 A-Levels. A degree or postgraduate qualification is not required,
although some people may choose to take one to make them stand out in the tough competition.
3. Intelligence – how much general intelligence should be evident
4. Special Aptitudes – is a skill in writing or drawing needed. For a cabin crew role they may be
required to speak a different language. Some people might also need a valid driving licence.
5. Disposition – this is what type of personality is desirable, for example are you hardworking, reliable,
and punctual?
6. Circumstances – does the applicant need to be mobile? Or for example a holiday rep will be required
to work abroad, away from home. Somebody with young children, this job might not be suitable for.
7. Interests – does the candidate have specific interests which suits the job? For example a holiday rep
might should be interested in culture, tourism and customer service.
Job descriptions and persona specifications are kept by the organisation to help their recruitment team
find the right person for the job.
Advertising: The company will then advertise the job in order to make people aware that it is available.
Where they company advertises the job is very important. The can advertise internally or externally.
, Ciara Holmes – Travel and Tourism
Internally means it is advertised within the organisation, externally means it is advertised outside of the
organisation. Examples of external advertising would be the television, Virgin Atlantic have a television
advert which tells you about different job roles within the company and tries to encourage people to work
for them. They can also advertise via online websites such as Indeed Jobs which target a wide range of
people. Local companies might chose to advertise through the newspaper however because people mainly
use the internet it can be a waste of time.
Road Shows: Companies host roadshows when they are looking at recruiting a large amount of staff. The
company will send their recruitment teams to venues in major cities in the incentive of finding new
employees. They advertise the roadshow within the local area and potential applicants turn up to find out
about career opportunities. At the roadshow they will inform the potential candidates about personal first
hand experiences of the job. An example of a roadshow is ; on Pilot Career News they have an
advertisement for a British Airways Manager Pilot Recruitment and because they are looking to recruit
350 pilots this is one of the best ways to do it because there are so many job vacancies this can help them
find a large variety of qualified people and this also a way to narrow people down to let them know if they
can apply with their qualifications.
Recruitment Agencies: Recruitment agencies are paid money by companies to find suitable applicants for
a specific job. This is good for the organisation recruiting as it filters through a large group of people to find
the perfect one which saves time. There are many recruitment agencies for the Travel and Tourism
Industry e.g. Jayne Peirce which is specifically for travel and tourism related jobs. The team are known as
“experts in recruiting for Product, Commercial, Purchasing, Sales, Account Management, Marketing, e-
Commerce, Operations and Pricing/Revenue positions in travel.”
Short Listing Applicants: After all the applications have been received the organisation will then shortlist.
First they will look at the job specification and person specification and see how the application compares
to them, using a list of essential criteria. This process allows them to narrow down candidates, after all if
they don’t have the right qualifications for the job then there’s no point putting them through to the
interview stage. The interview checklist will help decide who should be shortlisted.
Organising and Conducting Interviews: Telephone – Sometimes an organisation might wish to do a
telephone interview with the candidate rather than face to face, again this might be to shortlist again
before getting them to come in for the real interview. They will be conducted by a manager or someone
high up in the team. A telephone interview will be given to those who have passed the online application
and psychometric test stage. The interview can be short such as 10 minutes or long sometimes up to 45
minutes depending on how much information they want to find out.
Group- Group interviews are where several different candidates who are applying for the job all get
interviewed together to see which one stands out best in front of all of the others. They might be assessed
on how well they work as a team if they are going for jobs such as Cabin Crew. The organisation might set
hypothetical problems to the group to allow them to work together. They will also be asked questions.
Individual: These type of interview gives the applicant their time to shine. They are able to share the
understanding of the organisation and thee job, what it is they can bring to the organisation, and why they
want/applied for the job. The applicant needs to be on top form as the focus is purely on them and they are
trying to persuade the organisation to employ them. Interviews can be long or short. This is also a time for
the applicant to ask the organisation any suitable questions e.g. when does the job start? How long will it
take to find out if they are successful?
Here are some good practices of an interviewer
Unit 6 - Preparing for Employment
P3 – Describe the stages of recruitment and selection process, identifying good practices.
In this assignment I will be describing the recruitment and selection process that they organisation and the
applicant have to do, I will also be identifying good practices.
Organisation
Identifying Company Needs: Before a company advertises a job they need to know what they are looking
for in a recruit and what their ideal applicant will be. They will determine what the recruit will need to
have to make the company successful. The organisation will also have to establish what roles and
responsibilities the applicant will have to partake in.
Job Descriptions: A job description will inform the new potential candidate what they are applying for. It
will include the job title e.g. Senior Cabin Crew. Also in the job description it will give a small description of
the roles and duties the employee will undertake and sometimes it might also include how many hours and
the salary. Following that it will include information on how to apply. The job description will be one of the
first things an applicant will see whether it is advertised externally or internally. It can help a potential
candidate make the decision as to whether they are interested in the job because it tells them what it is the
job is about.
Person Specifications: A person specification is what a organisation releases to a candidate as a check list
to see if they are right for the job. It will describe the desirable and essential personal attributes of the job
holder. This can be based on a 7 point plan;
1. Physical Make Up – does the job require any physical characteristics such as strength for a job which
requires heavy lifting. Or even good eyesight is required for jobs such as an Airline Pilot, or an Air
Traffic Controller.
2. Attainments – this is what education is needed or what special occupational experience or training
is required. Most jobs now require GCSE Maths and English at grade C or above. To become a retail
agent might require a BTEC Level 3 in Travel and Tourism. To become a pilot you must have a
minimum of five GCSE’s and 2 A-Levels. A degree or postgraduate qualification is not required,
although some people may choose to take one to make them stand out in the tough competition.
3. Intelligence – how much general intelligence should be evident
4. Special Aptitudes – is a skill in writing or drawing needed. For a cabin crew role they may be
required to speak a different language. Some people might also need a valid driving licence.
5. Disposition – this is what type of personality is desirable, for example are you hardworking, reliable,
and punctual?
6. Circumstances – does the applicant need to be mobile? Or for example a holiday rep will be required
to work abroad, away from home. Somebody with young children, this job might not be suitable for.
7. Interests – does the candidate have specific interests which suits the job? For example a holiday rep
might should be interested in culture, tourism and customer service.
Job descriptions and persona specifications are kept by the organisation to help their recruitment team
find the right person for the job.
Advertising: The company will then advertise the job in order to make people aware that it is available.
Where they company advertises the job is very important. The can advertise internally or externally.
, Ciara Holmes – Travel and Tourism
Internally means it is advertised within the organisation, externally means it is advertised outside of the
organisation. Examples of external advertising would be the television, Virgin Atlantic have a television
advert which tells you about different job roles within the company and tries to encourage people to work
for them. They can also advertise via online websites such as Indeed Jobs which target a wide range of
people. Local companies might chose to advertise through the newspaper however because people mainly
use the internet it can be a waste of time.
Road Shows: Companies host roadshows when they are looking at recruiting a large amount of staff. The
company will send their recruitment teams to venues in major cities in the incentive of finding new
employees. They advertise the roadshow within the local area and potential applicants turn up to find out
about career opportunities. At the roadshow they will inform the potential candidates about personal first
hand experiences of the job. An example of a roadshow is ; on Pilot Career News they have an
advertisement for a British Airways Manager Pilot Recruitment and because they are looking to recruit
350 pilots this is one of the best ways to do it because there are so many job vacancies this can help them
find a large variety of qualified people and this also a way to narrow people down to let them know if they
can apply with their qualifications.
Recruitment Agencies: Recruitment agencies are paid money by companies to find suitable applicants for
a specific job. This is good for the organisation recruiting as it filters through a large group of people to find
the perfect one which saves time. There are many recruitment agencies for the Travel and Tourism
Industry e.g. Jayne Peirce which is specifically for travel and tourism related jobs. The team are known as
“experts in recruiting for Product, Commercial, Purchasing, Sales, Account Management, Marketing, e-
Commerce, Operations and Pricing/Revenue positions in travel.”
Short Listing Applicants: After all the applications have been received the organisation will then shortlist.
First they will look at the job specification and person specification and see how the application compares
to them, using a list of essential criteria. This process allows them to narrow down candidates, after all if
they don’t have the right qualifications for the job then there’s no point putting them through to the
interview stage. The interview checklist will help decide who should be shortlisted.
Organising and Conducting Interviews: Telephone – Sometimes an organisation might wish to do a
telephone interview with the candidate rather than face to face, again this might be to shortlist again
before getting them to come in for the real interview. They will be conducted by a manager or someone
high up in the team. A telephone interview will be given to those who have passed the online application
and psychometric test stage. The interview can be short such as 10 minutes or long sometimes up to 45
minutes depending on how much information they want to find out.
Group- Group interviews are where several different candidates who are applying for the job all get
interviewed together to see which one stands out best in front of all of the others. They might be assessed
on how well they work as a team if they are going for jobs such as Cabin Crew. The organisation might set
hypothetical problems to the group to allow them to work together. They will also be asked questions.
Individual: These type of interview gives the applicant their time to shine. They are able to share the
understanding of the organisation and thee job, what it is they can bring to the organisation, and why they
want/applied for the job. The applicant needs to be on top form as the focus is purely on them and they are
trying to persuade the organisation to employ them. Interviews can be long or short. This is also a time for
the applicant to ask the organisation any suitable questions e.g. when does the job start? How long will it
take to find out if they are successful?
Here are some good practices of an interviewer
