香格里拉酒店招聘与面试研习会 Recruitment and Interview Workshop.pptx

Shangri-La Recruitment and Interview Workshop,No Standardized Process Flow,Inconsistent Assessment Criteria,Different Candidate Experience,No Focus on Talent Competencies,Unstructured Interview Questions,Current recruitment practice?,,Asking the right questions during the interview? Able to find the top talent in today’s competition? Building a long-lasting relationship with the future talent? Representing Shangri-La as the “Employer of Choice”?,Are we ……,,,,,,,Impact of finding top talent,,Identify the best future talent and increase quality of hire Use structured competencies that will help assess candidate’s suitability to Shangri-La Conduct an interview that will complement Talent Plus assessment Train and equip all HR, Ex Com & Managers Enhance candidate experience,Our Goals ……,,Understand the recruitment process Learn and apply competency-based interview Use consistent interview assessment How to create impressive candidate experience How to follow the new Shangri-La interview process,Today’s Agenda,,,,What does our FUTURE TALENT look like?,Ice-breaker,,,,,New Recruitment Process,,,,L2 to L5 Position Recruitment Process,,,Director of HR / Recruitment Manager Source for potential candidate,Department Head Conduct the 2nd interview [L3-L5] Executive Committee Conduct the 2nd interview [L2] Conduct the 3rd interview [L3-L5],Director of HR / Recruitment Manager Conduct Reference Check,Director of HR / Recruitment Manager Conduct the 1st interview,Director of HR / Recruitment Manager Communicate result to candidate within 48 hours Update Candidate Status in TMS,Director of HR / Recruitment Manager Confirm offer with the candidate within 48 hours,General Manager / Resident Manager Conduct final interview [L2-L5],General Manager Confirm to proceed offer,Director of HR / Recruitment Manager Onboarding Process,Will include Talent + assessment 3rd Quarter onwards,External,,,Internal,,,,,L2 to L5 Colleagues Transfer & Promotion Process,L1 Position,L2 Position,General Manager,Division Head,Human Resources,Department Head,Competency-based Interview,Informal Interview,N/A,Competency-based Interview,N/A,N/A,Pre-screening & Competency-based Interview,L3 to L5 Position,Informal Interview,Informal Interview,Competency-based Interview,* Keep the number of visits to the hotel to a minimum.,,,,Competency-based Interview,,,A tool to evaluate a candidate’s competence against a defined set of behavioral criteria.,List of defined competencies. Questions designed for candidates to share past experiences. Questions structured to drill down and explore Situation, Solution and Outcome.,Research shows best predictor of future performance comes from past performance.,,Talent Competencies,,,,PDR,,Human Capital Review,Recruitment,Learning & Development,ETHI S and VALUES,Customer F cus,T AM WORK,Organiza ional Capability,Cultural Competenc,Innovatio &,anaging EXECUTION,LEADERSHI,Business A umen,GENERATING TAL NT &,Shangri-La’s Talent Competencies,,Customer Focus,Team Work,Ethics and Values,Cultural Competency,Managing Execution,Innovation and Business Acumen,Generating Talent and Organizational Capability,Leadership,,Customer Focus,Team Work,Ethics and Values,Cultural Competency,Execution,Innovation & Change,Self Management,Leadership (For L3 only),L1 to L2 Competency,L3 to L5 Competency,1st Interview,2nd Interview,Example of a competency,CUSTOMER FOCUS,Understands & anticipates customers needs & strives to meet those needs Strives to deliver high quality service/products & achieve high customer satisfaction Builds and maintains strong & positive relationships with customers,Competency-based question,Situation,Solution,Outcome,Example -,CUSTOMER FOCUS,Competency measurement,,,,Standard Interview Assessment,,,New assessment forms,,Standard questions,,Structured process,,5-point rating scale,,Consistent competencies,,Consistent competencies,,Standard questions,,Structured process,,5-point rating scale,,New assessment forms,,Standard questions,,Structured process,,5-point rating scale,,New assessment forms,,Consistent competencies,,New assessment forms,,Consistent competencies,,Standard questions,,Structured process,,5-point rating scale,,,Standard questions,,Structured process,,5-point rating scale,,New assessment forms,,Consistent competencies,,,,Create Impressive Candidate Experience,,,Candidates,It’s our culture,,Owners,,Guiding Principle #6 We will demonstrate honesty, care and integrity in all our relationships.,Society,Guests,Stakeholders,Colleagues,,A great experience leaves a lasting impression about the company,Shangri-La is dedicated to delight our candidates as our honorable guests by creating engaging experiences straight from our hearts,,,Impressing the candidate in 3 stages,,,Make appointment in a reasonable timeframe Confirm interview by e-mail with clear details Prepare a comfortable interview room Interviewer to be professionally groomed Be knowledgeable - read through the resume,,Follow Shangri-La “HEARTFUL” 。