Case Study on Recruiting for the Ritz-Carlton

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CASE STUDY
On
RECRUITING FOR THE RITZ-CARLTON

Submitted By:
Group-05

Abu Fattah Emran| 11164042|
Md. Nurul Islam| 11164038|

Submitted To:
Abbas Ali Khan,
Visiting Faculty
BRAC Business School
BRAC University

Date of Submission: 17 November, 2012

Table of Content:

Title| Page No.|
Company Overview| 1|
Case Summary| 2|
Question no-1| 2-4|
Management Process| 2-3|
Measurement of recruitment effectiveness| 4|
Question No-2| 5-7|
Conventional recruitment method| 5-6|
Creative recruitment Method| 7|
Recommendations and Conclusions| 8|
References| 9|

Company Overview:

The Ritz-Carlton Hotel Company, L.L.C. is the parent company to the luxury hotel chain, Ritz-Carlton Hotels. The hotel company is a subsidiary of Marriott International. The company also has marketing agreements with Bulgari Hotels &Resorts, and two privately owned hotels, The Ritz Hotel, London, and the Hotel Ritz Madrid. The company grew to become the hospitality leader in the US under the leadership of President and COO Horst Schulze. Schulze's strong conviction of customer loyalty and emphasis on avalue/mission driven philosophy for the "Ladies and Gentlemen serving Ladies andGentlemen" became a benchmark in the industry to which other companies aspired. Under his leadership the hotels earned an unprecedented two Malcolm Baldrige National Quality Awards and grew from four to forty U.S. locations. The Ritz-Carlton also known for its influence on service in a wide range of industries, through the creation of the following organizations: •The Ritz-Carlton Learning Institute

•The Ritz-Carlton Leadership Center
These organizations created for the purpose of where executives from other companiesworldwide in many disciplines come to learn Ritz-Carlton principles of service. The Ritz-Carlton Hotel Company is now headquartered in Chevy Chase, Maryland, located in the Washington, D.C. MSA. Slogan of Ritz-Carlton Hotel Company:

You can't be a legend without a great story
“100 years of history, countless rewards and with an unshakeable credo and corporate philosophy of un-wavering commitment to service, both in hotels and in communities, The Ritz-Carlton has been recognized with numerous awards for being the gold standard of hospitality.”

Case Summary:
When The Ritz-Carlton Hotel Company, L.L.C. was preparing to open, then recruiting to fill in major positions became a major challenge for the HR Director, Marie Minarich. The HR Director used the both conventional and creative approaches to fill the major vacancies in the hotel. The several recruiting techniques such as signs were put on the building about the information of recruiting and applying system, newspaper advertisement. The managers’ and staffs of Ritz-Carlton Hotel hand out business cards and service praise cards to the employees of other restaurants and hotel before few weeks of job fair. These are the creative methods that were followed by HR Director of Ritz-Carlton Hotel. The job fair was the major source for recruiting 2300 applicants in two days. During the job fair, one of the exceptional creative method applied, which was to keep with upscale theme of Ritz-Carlton Hotel played by the musicians. This theme introduced the applicants with the culture of the company andattracted them. The applicants completed the application blanks and faced the preliminary screening interview. After the screening interviewing process those who passed, then they were scheduled for more in depth 1.5 hours interviews consisting of 55 questions. More than150 in- depth interviews were conducted at the job fair. The HR Director and HR staff filled the positions with appropriate people by applying such kind of successful creative and conventional recruitment approaches within short time period Question No 1. Describe why a strategic approach to recruiting was crucial at the Ritz-Carlton? Recruitment refers to the process of attracting,...
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