Conclusion

Overall the recruitment and selection process within any organisation is very important and especially with Thomas Cook and TUI Group. I have conducted research and put together this blog to find out the different stages through recruitment and selection process. Both of these organisations have different methods of recruiting their potential employees for the future as to why they are both successful companies attracting more and more candidates through the door. This is because both companies put plenty of thoughts to these different stages to gain great applicants to proceed through the final stage to hire them. There are advantages and disadvantages to recruitment and selection in any organisation whether if it’s the costs of the advertisement of the vacancies to the assessment/induction day this will take a massive cut out of the company profit. Thomas Cook and TUI have different ways of improving staff satisfaction they have great benefits once hired and also the progression of training meaning they are able to move up the hierarchy to their reach goals.

Interview

An interview is a meeting between the candidate and organisation to determine if they are qualified for the position. The interview can be held as individual, group and over the phone interview this really depends on the company they choose. Selected candidates are offered the position after one interview. In other cases, the process is longer and may involve more interviews with Human Resources representatives, different levels of management and potential colleagues. Thomas Cook and TUI review the application and CV of candidates to enable the company to learn more about the applicant, while the candidate has the opportunity to become familiar with the demands of a given position. The process allows both parties to exchange information, ask questions and evaluate the potential for establishing a professional working relationship. For example assessment days with different airlines all include group work activities starting a corporate presentation including information on company history, mission statement, why candidate should work them and wages. Almost every airline goes through this procedure to allow them to find the best candidate to fit the position, then depending on what type of airline it is they are to have one to one interview to enable candidates its first impression and provide them and opportunity to sell their abilities to the employer.

  

   

Equal Opportunity

Thomas Cook states they “encourage and value the diversity of its people, through management and effective supportive policies. We are committed to treating everyone fairly and reasonably according to their individual merits and abilities measured against our justifiable business needs. Therefore we will not tolerate any form of unlawful discrimination or harassment on the ground of race, colour, nationality, ethnic origin, national origin, sex, sexual orientation, gender re-assignment status, being married or a civil partner, religion, belief, disability or age.” (2013)

TUI equal opportunities have a wide range of campaigns such as:        We help people with disabilities, e.g. through our job application training, where our personnel specialists coach young people with disabilities.

•  With the TUI Open Door scholarships, we make it possible for children of employees to spend time abroad – be it during the holidays or staying with a guest family for an entire school year.
•  As part of our “Changing Sides” project, employees spend a day working in a social institution, for example in a children’s hospital or working as a street paper vendor.
• International cuisine: our employees can also get to know each other’s cultures through food. In the canteen, employees from all over the world present meals and recipes from their native countries to their colleagues.
• Reading coaching: TUI employees volunteer as reading coaches at special-needs schools.

Reference:

Equal Opportunity (2013) Online, Thomas Cook http://www.thomascook.com/thomas-cook-careers#equal

Diversity at TUI (2013) Online, TUI Group http://www.tuigroup.com/en/jobcareer/why_tui/diversity

Short Listing

Once the job is advertised Thomas Cook and TUI are able to review candidate applications online. Candidates will have been requested to submit a CV and a Supporting Statement, such as covering letter. They can view candidate applications individually or as batch followed by the respective closing date. Both organisations can send the application to other shortlisters to review. They may send a spreadsheet to them and ask to complete with the results they have made to make it easier of record decisions. Once done Thomas Cook and TUI can make their final shortlisting decisions from the results.  On the other hand unsuccessful applications will receive an automatically-generated email from the system or more personalised rejection letters. Whereas successful applications will be taken forward an interview.

Reference:

Short Listing Process (2013) Online, Equality and Human Rights Commission http://www.equalityhumanrights.com/advice-and-guidance/guidance-for-workers/recruitment/the-shortlisting-process/

Short Listings Candidates for interview (2013) Online, My Business the resource for small business http://mybusiness.co.uk/shortlisting-candidates/

Job Description

The job description sets out the purpose of a job, where the job fits into the organisation structure, the main accountability and responsibilities of the job and the key tasks to be performed. The main content of the job description are:

•           Job title
• ·         Reporting Responsibilities
• ·         Subordinates
• ·         Main Purpose
• ·         Main Task and Accountabilities
• ·         Employment Conditions.   

An example of job description is from TUI:

Head Of Global Marketing - Surbiton

Ref MAR973 Region South East UK Business Area Other Support Teams

Be our brand guardian and help our customer’s see the world. Differently. At A Glance TUI Specialist & Activity Sector is part of TUI Travel PLC, one of the world’s leading leisure travel companies, with over 240 trusted brands in 180 countries and more than 30 million customers. TUI Specialist & Activity Sector is part of TUI Travel PLC, the world’s leading travel organisation and a FTSE 100 company. Operating across the globe including Europe, Australia, North America and Canada, we don’t rest on our laurels and have ongoing exciting plans for further international expansion and increased profit growth. We’re passionate about being the best and pride ourselves on the unique and diverse range of holiday experiences we offer our customers, from sailing in the Caribbean or trekking in the Himalayas to skiing in the Alps or following the world cup! Our Sector is formed of a collection of individual businesses (with over 100 brands), grouped into 6 divisions; PEAK (comprising of Adventure brands), Sport, Education, Marine, North America Specialist and Specialist Holidays Group (comprising of ski businesses and luxury brands). TUI Marine manages the worlds' leading sailing yacht, power yacht and canal boat charter business with over 2,500 yachts operating in 50 destinations in the Caribbean, Mediterranean, Europe, Asia and the South Pacific.  TUI Marine operates the leading charter brands; The Moorings, Sunsail, Footloose and LeBoat. What You'll Be Doing Sunsail is a market-leading brand offering a range of “on the water” holiday experiences in 27 carefully selected destinations around the world. This is an exciting opportunity for an experienced B2C marketer to join TUI’s Marine business, leading the Sunsail marketing function across UK, US, Europe, Australia and South Africa markets. As a figurehead for Sunsail within the company, you’ll be the brand guardian across the business ensuring that the needs of Sunsail’s customers are at the forefront of business operations. You’ll have the experience and creativity to devise and execute innovative integrated marketing strategies across digital and traditional touch points, your curiosity about our customer’s needs will also help you get under their skin and create meaningful marketing communications, raising the bar for impact and response rates. What We Are Looking For Relevant marketing degree and/or CIM qualification  Proven marketing leadership for a B2C brand with multi-million pound budgets ·   Effective team player with ability to lead and direct others in a cross-functional group ·   Ability to communicate and manage relationships up to board level ·   Direction and management of external agencies and suppliers ·   Delivery to time and budget, across multiple projects simultaneously ·   Knowledge of, and passion for sailing an advantage What We Can Offer Competitive salary & Generous holiday concessions purchase  ·    Reward scheme – online discounts on products & services plus late seat & accommodation offers ·    Foreign exchange discount at TUI retail outlets plus In-flight discount of 20% ·    Childcare vouchers & cycle to work scheme ·    Contributory Pension scheme ·    Career progression opportunities Reference: TUI (2013) Online, Available: http://www.tuitraveljobs.co.uk/content/7/apply-now.aspx

Attracting Candidates

Phil Banfather stated “People are our differentiating factor. Our success depends absolutely on how well we recruit, develop, and train and our people.” (Thomas Cook)

When it come to advertising the position, Thomas Cook has a number of ways to attract their future employees. It's expensive to advertise available positions in newspaper classifieds and online. And, when a company such as Thomas Cook and Thomson is growing quickly, advertising online can cost the company a lot. Thomas Cook mainly advertise their upcoming vacancies through their website at 
http://www.thomascook.com/recruitment/uk-and-ireland here potential employees can browse through suitable jobs they might be interested in. Other websites such as http://www.indeed.co.uk/Thomas-Cook-jobs also their Facebook and twitter accounts are updated at all times.

    

Being resourceful when it comes to advertising job vacancies for Thomas Cook and Thomson plays an important part to keep the costing down for the company as there are always jobs being advertised from both companies. Thomas Cook has just made a massive change to their logo having done this will bring new ideas for the organisation to bring something new and keep customers coming. The new sunny heart slogan "don't just book it Thomas Cook it" changed to "Let's go!" to attract more website traffic and increase early and repeat bookings. (2013) Thomas Cook has recently changed their Holiday Reps overseas recruitment adding an additional requirement, people who are applying for the position should have held a full, clean driving licence for at least one year.

Reference:
Phil Barnfather (2008) Thomas Cook Case Study, People First.
Thomas Cook (2013) Online, Available, Recruitment  http://www.thomascook.com/recruitment?intcmp=au_03_promo_jobs
The telegraph (2013) Online, Available: Thomas Cook Unveils new 'sunny heart' logo. http://www.telegraph.co.uk/finance/newsbysector/retailandconsumer/leisure/10346746/Thomas-Cook-unveils-new-sunny-heart-logo.html

Job Vacancy & Job Analysis

The very first step to the process is when a vacancy arises in any organisation. 

Why the vacancy has arisen? 

Perhaps the previous employee left due to problems in the business?

Another Job offer? Whatever it is the organisation needs to fill the position whether if its promoting from within to allow other colleagues to further their career paths to make them stay longer or recruitment people outside the organisation.

Before getting approval and advertising the job, the HR has to take time and consider the role, what job analysis is a systematic procedure for obtaining detailed and objective information about the job, before it is advertised and filled, giving the opportunity to tailor it to what is currently required.

Questions asked:

• What tasks did the previous employee carry out
• What level were their tasks
• Are there any other tasks that need to be added to the role
• Working hours, Part-time or Full-time

These are just the few questions what would asked when a vacancy arise, once known what they want employees to do is a fairly basic requirement and most businesses now have defined job descriptions in place for every position. Job descriptions also play an important role in managing employee performance because how can employers ever measure an employee’s contribution if they haven’t clearly outlined to them what they are 

supposed to do? They can also be used in training and development to help identify individual training needs.

Reference

Job Analysis (2011), HR for Employee, Online- https://www.jobsetc.gc.ca/eng/pieces1.jspcategory_id=2802&root_id=2801

What is job analysis, (2012), Business Dictionary, Online- http://www.businessdictionary.com/definition/job-analysis.html