Travel Reference
In-Depth Information
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Employment 'road shows' in public areas such as
candidates' qualifi cations, experience and skills to the
previously-prepared person specifi cation. This process
ends with the drawing up of a shortlist of suitable
candidates who will be invited to take part in the next
stage of the recruitment process. This will usually take
the form of an interview, either one-to-one, in front of
a panel or over the telephone, at which the candidate
will be given the opportunity of expanding on his or
her written application. The candidate will be asked
questions during the interview and may be asked to
carry out tasks, such as a written or computer test.
shopping centres and train stations;
•
The internet and local radio stations;
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Job centres;
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Links with universities, colleges and schools;
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A 'trawl' through any speculative applications held
on fi le;
•
Advertisements in internal staff newsletters or
equivalent;
Interviews and testing
•
Vacancies circulated by Professional Bodies, e.g.
the Tourism Society, ITT (Institute of Travel and
Tourism), HCIMA (Hotel and Catering International
Management Association), etc.
Although sometimes criticised for being too subjective,
the interview is usually the central component of the
selection process for any job in travel and tourism. It
has two basic aims:
Activity 6.7
1.
To give the organisation the opportunity to meet
candidates face-to-face and fi nd out more detail
about the applicants and their achievements to
date;
Using some of the above sources, fi nd two jobs in the
cruise sector. Make detailed notes on the job (title,
salary, location, duties, conditions of employment,
etc.) and use this information to compile an
information sheet on each job.
2.
To give the candidates the chance to fi nd out about
the job, the organisation and the people that they
will be working for and with.
This activity is designed to provide evidence for P2.
Much of the criticism levelled at interviewing as a way
of selecting staff is that it is by its very nature personal
and, therefore, open to bias on the part of those carrying
it out. In order to make the interview as objective as
possible, it needs to be carefully planned in advance,
with each candidate being asked exactly the same set
of questions. In this way, candidates' responses can be
more accurately compared and evaluated. There are a
number of golden rules in interviewing candidates for
a job, including:
Shortlisting
Commercial travel and tourism organisations usually
ask for a CV (curriculum vitae) and covering letter from
prospective candidates, rather than sending out a job
application form. However, the public and voluntary
sectors generally prefer completed application forms
to CVs. Some organisations will immediately reject an
application if the applicant has sent a CV in place of
a completed application form. Writing CVs, covering
letters and job application forms are all covered later
in this unit.
•
Draw up an agreed list of questions in advance of
the interview;
•
Take brief notes during the interview, as it is very easy
to mistake one candidate for another, particularly if
several are being interviewed on the same day;
If the job description and person specifi cation have
been carefully prepared, and any advertisements, if
used, are written in a clear and precise manner, the
organisation is likely to keep the number of unsuitable
applications to a minimum. The initial sift of application
forms, letters or CVs concentrates on matching the
•
Invite the interviewees to take notes if they wish;
•
Get the interviewee to expand on the information
contained in the application form or CV;
