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According to Martires (2004), “an important function of HRM is to ensure that the organization has an adequate supply of the right quantity and quality of human resources at all levels and in all positions at the right time and in the right place to man the jobs that have been properly identified and described” (p. 125). Recruitment and selection is therefore regarded as a crucial HRM function in one of the leaders in the hotel industry, Hilton Hotels. The current discourse hereby aims to present how recruitment and selection is applied at Hilton Hotels.
Hilton Hotels have been synonymous to excellence in the hospitality industry. Its rich historical background was traced to as early as 1925 “when Conrad N. Hilton opened the first hotel to bear the Hilton name” (Hilton Worldwide, 2012). Today, Hilton boasts of carrying ten (10) brands in the hotel and hospitality industry, to wit: Waldorf Astoria, Conrad, Hilton Grand Vacations, Hilton Hotels & Resorts, Double Tree, Embassy Suites Hotels, Hilton Garden Inn, Hampton, Homewood Suites, and Home 2 Suites (Hilton Worldwide, 2012).
Interested job applicants who envision having careers at Hilton could expect professional development and growth which starts with experiencing the acquisition process. As emphasized, Hilton Hotels’ “goal is to hire people who share our passion for hospitality and want to further their careers while remaining committed to our Vision, Mission and Values” (Hilton Worldwide, 2013, par. 2). The organization’s mission is explicitly stated as follows: “To be the preeminent global hospitality company - the first choice of guests, team members, and owners alike” (Hilton Worldwide, 2012, p. 1). Concurrently, their vision is “To fill the earth with the light and warmth of hospitality” (Hilton Worldwide, 2012, p. 1). Thus, it is their commitment to find people who share these ideals of exuding warmth through serving in
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