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Confidential

Recruitment

The main problem here, as in the rest of the hospitality industry, is high turnover rate. In
the hotel sector, this problem becomes magnified, due to the large scale in which hotels
operate.

There are several methods for cooperating HR companies:

• Employee Placement: HR company work as a third party to handle a wide variety of
HR services from payroll to risk management. It is completely outsourced and works
independently from employee hiring to payroll but is accountable for any problems.
Businesses pay a fixed fee for the placement of a candidate and the agency is
contractually obliged to match the hotel’s recruitment needs.

• Professional Employer Organization: A PEO works as a co-employer in an organization
with the fulfillment of all legal formalities. It offers a wide range of HR services including
employee compensations, benefits, payroll issues and many more and always remains
accountable for everything.
• Temporary worker fees: The fee for a temporary worker is made up of their basic
salary plus a percentage placed on top.
• Temporary to permanent fees: If an agency supplies you with a worker who later
becomes a permanent employee, the agency will be legally entitled to charge a
temporary to permanent fee which is designed to cover the loss of that worker’s

22 value.
• Outsourcing: external company that is responsible for management and payment of the
employees. The hotel pays a fixed price to the HR company according to the number of
workers. Most hotels don’t use this model because his high price.
Hotels also use advertising in main channels to get more candidates.

Onboarding process for “one-time” employees in events:

A basic filtering process in recruitment for events, hotels taking employees that are barely
qualified to work, and usually only receive some basic information about the employee.

Onboarding process for long term & temporary positions :

• Collecting an employee’s profile from different resources.
• Working with HR companies and various advertising channels.
• Filtering between all employee’s profiles.
• Finding the right employee.
• Scheduling a phone interview.
• Scheduling a face to face interview.
• Personality tests according to position.
• Coordinating with the chain recruitment center.