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who makes a formal application for something, typically a job (Google, 2017). [https://www.google](https://www.google). com/\\#q=applicants+definition&*  \n• Job Matching: Job matching is the process of matching the right person to the right job based upon the individual’s inherent motivational strengths. It requires thoroughly understanding the job and the person under consideration.(Greenberg, 2010) .  \n• E-recruitment: E-recruitment, also known as online recruitment, is the practice of using technology and in particular Web-based resources for tasks involved with finding, attracting, assessing, interviewing and hiring new personnel (Rouse, 2017) .  \n• Margaret Rouse writes [for and manages WhatIs.com](for and manages WhatIs.com), TechTarget’s IT encyclopedia and learning center Placement: The finding of suitable accommodation or employment for applicants. (The Free Dictionary, 2017) .  \nTeaching Objectives  \nStudents should be able to:  \n• Define and explain recruitment and e-recruitment processes.  \n• Explain job matching and placement.  \n• Recommend criteria for characteristics that an employee should possess to be placed in a “given” position in a hospitality business.  \nIntended Use of this Case  \nThe target audience for this case study and discussion should be directed towards an upper division undergraduate students or graduate students with a basic understanding and knowledge of human resources and hospitality business management. More specifically, a human resources course for hospitality students, either undergraduate or graduate would be an ideal venue. This case study can be used to effectively cover a major issue that is dealt with today in the hospitality human resources area and all other businesses. This case can be taught in conjunction with a human resources module or a specific course. Students will likely have an interest in this topic as they begin their career/job search process and start their own job search process. Student interest and the importance of the topic in this case could provide unique projects and lessons.  \nTeaching Strategy and Case Questions  \nThis case can lead into a discussion of interviewing and interview questions and their relationship to job matching and technology. Some job positions require an abundance of experience, knowledge, and personal characteristics and with more and better screening via technology recruitment issues could be reduced. It would be helpful to use exercises that will help students overcome online applications fears or apprehension. The business challenges described in the body of the case can act as a catalyst to familiarize students with job search, recruitment and e-recruitment processes.  \nAssign the case: provide students an outline for analysis,  \n• Read the case,  \n• Identify relevant facts,  \n• Identify the problem / issue,  \n• Generate alternative recommendations,  \n• Make a decision and be able to justify it.  \nAssignment of the case can lead to a focus on human resources, hiring practices and the tools available to conduct the process in an efficient manner. Students can address the final paragraph of the business dilemma: Samantha considers research, surveys, her prior experience, plus management meetings and is deciding how to proceed. As an outside consultant how would you recommend a new recruitment process for the hotel? How would she identify, recommend and justify e-recruitment technology systems for the general manager to consider?  \nAn outline of class content and interactive teaching methods could follow the following:  \n• Assignment of the case; written assignment or classroom presentation at the discretion of the instructor.  \n• Discussion of definitions and practices for recruitment. Sharing of hiring stories; with or without e-recruitment systems?  \nDiscussion questions:  \n1. What are some important things to consider when interviewing an individu","cbCaihMdDpDctIL6","https://ap.wps.com/l/cbCaihMdDpDctIL6","pdf",116178,"English","# Glossary\n## Applicants\n## Job Matching\n## E-recruitment\n# Teaching Objectives\n# Intended Use of this Case\n# Teaching Strategy and Case Questions\n## Assignment of the case\n## Discussion questions\n# Assignments and Lessons","[{\"question\":\"What do the definitions in the glossary explain about recruitment and e-recruitment?\",\"answer\":\"The glossary defines applicants, explains job matching as aligning the right person to the right job based on motivational strengths, and describes e-recruitment as using technology and web-based resources for finding, attracting, assessing, interviewing, and hiring personnel.\"},{\"question\":\"Who is the intended audience for this case study and discussion?\",\"answer\":\"The case is intended for upper-division undergraduate or graduate students with basic knowledge of human resources and hospitality business management, ideally within a hospitality HR course.\"},{\"question\":\"How should students analyze and decide on a new hotel recruitment process?\",\"answer\":\"Students should read the case, identify relevant facts and the problem, generate alternative recommendations, then make a decision and justify it—specifically by recommending e-recruitment technology systems and explaining how they would be selected and defended for the general manager to consider.\"}]","E-Recruitment: Does it assess a candidate's skills? | PDF",1790349990]