Other cutting edge options are building real time conversations with hiring managers into the process, sending information through non-email methods, and tying the employment brand to the consumer brand (EBO Editor, 2009, b). There could be backlash, however, among internal candidates if they no longer receive seven days to apply before an external search is begun. This may have a demotivational effect on internal candidates. The internal hiring strategy can be improved with managers improving their knowledge of employee competencies. Such competency-based hiring allows firms to identify internal candidates who may otherwise not apply because they are weak on a technical skill (No author, 2007). This will require a review of existing employees, and all new employees. This step is less feasible than some of the other recommendations given the current economic environment, but is a good long-term recommendation that can be implemented with all new hires. To do this will be a significant expense, however. If this option is delayed, it may be months or years before the changes have any impact, which does not address the situation today.

3. The current RSP strategy at MSS is relatively weak. It fails to set the company apart as an employer, fails to utilize modern technology and is poor with respect to its leveraging on internal candidates and employee referrals. The programs for the latter two need to be streamlined and brought directly into the hiring process. Integrating both of these is straightforward and relatively cost effective.

More attention should be paid to brand management. The economic downturn provides an opportunity for the hotel to do just that, through its treatment of its employees, even those who may be let go. The hotel should also focus its verbiage in online job postings on building its employment brand.

Most of the steps that can be undertaken will improve the selection process immediately, and at very little cost. The hotel presently runs an archaic RSP system, so improvements should be evident quickly if the above recommendations are followed. The company needs to use modern technology, engage its employees in the RSP process to generate a better pool of internal and external candidates, and take steps to improve its employment brand. Doing so will yield consistently better candidate pools that will allow MSS to flourish going forward.

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