recruitment step by step 

1. We always focus on recruiting the “right” personality, since this is more important than the person’s experience and education. We look for service ambassadors with a flexible attitude, who are willing to work in various positions at the hotel and see the whole hotel as a team. 

2. The department manager will talk to the department employees who will work closely with the new person. This in order to get a best possible picture of their expectations for the new employment. We always aim at creating teams with various talents. We shall recruit people that will complete the team, instead of choosing people who are similar to ourselves.

3. All vacant jobs should always be posted on Workbuster. You will find external links to online job sites like AMS, NAV, Finn.no etc. on Workbuster. Clarion Collection Hotel also encourages staff exchange within Strawberry and is certainly positive to employees developing and growing by seeking new challenges at our different hotels. It is the responsibility of the General Manager from the hotel wanting to recruit an employee from a different hotel to contact the hotel where the person is currently working. As a rule, all internal and external candidates applying for a job should always register in Workbuster. 

4. You sort all the applicants for the job, in order to get a good overall picture. You start by looking at their CVs and their personal letters. Then focus on attitude and stay open-minded when doing the sorting. Look for opportunities when checking the applicant’s background.

5.  We invite the candidates of interest to do a 10-minutes presentation, where he/she explains why they are the most suitable candidate for the job. It is up to the applicants to choose how they will make the most of their time. After the presentation, there will be a 5-minutes allocated for supplementary questions. It is important that the candidates are informed about the recruitment process and aware that the interview will only last for approximately 15 minutes. 

6. After the 10-minutes presentation, you will choose candidates for a interview. We should contact the candidates by phone and have a personal conversation. Remember to update the candidate’s status in “Workbuster” after the call, so it is correct. Also send the candidate confirmation about the interview via email. In this interview it's recommended that the department manager bring along one more person, for example another department employee/manager or the general manager. 

7. The interview should last from 45 minuter to 1 hours. Here you can find some guidelines regarding the interview and here is also interview questions. 

8. If you want to have a second interview , then think about to talk/ask about the things that makes you want to have a second interview. It is recommended that the General Manager participate in this interview.

9. It's time check reference. We check the reference by phone for a personal conversation. You should contact at least 2, preferably 3 references. Be critical and focus on skills you are unsure about. Here you can find some reference questions. 

10. For jobs within, for example, the restaurant, kitchen, reception, housekeeping etc., it’s beneficial for both parties that the job candidate is invited for a “trial work day” in their actual position. The purpose is to let colleagues meet the new candidate, and let them practice in the role with all its requirements. The applicant should always be aware of this practice being a part of the recruitment process, and that it is arranged before the final decision is made. After the trial day, the closest manager will ask for comments and feedback from the other colleagues. Note that this recruitment phase is optional. 

11. After checking the references, trial work day and having a dialogue with the general manager, the decision is made for one candidate that you decided to offer the job. Please call the candidate and offer him/her the job. After the phone call send them an email confirming that they were offered the job and plan a meeting for signing the contract. 

12. When a contract for the new employee is made, the hotel should inform all the other applicants about the position being filled. Interview: The candidates who came for an interview should be contacted by phone. Make sure we thank them for their interest in working for Clarion Collection Hotels. The status of these people should be updated in Workbuster, do not send them emails in addition to this phone call. During the conversation, we also explain to them who got the position, and encourage them to try for another position in the future. After 10-minutes presentation, these applicants should be informed about the final result via emails sent from Workbuster. All internal candidates in Strawberry should be informed by a phone call, do not send an email or email via Workbuster. 

Here you can find some guidelines regarding the interview

Here is interview questions.

Here you can find some reference questions.