【正文】 or hotels and are well equipped with rich experience and certain skills and concept. They may be senior technical engineer, foreman or supervisor, they are critical to the development and growth of these hotels. According to a survey, more than 60% of the graduate students whose major is hotel management are not engaged in the field, and the talents are in short supply. So in recruitment process, hotels should develop a set of reasonable and effective recruitment program to attract outstanding professionals. And in the increasingly petitive hotel industry, how to hire outstanding talents? Understanding the existing problems in recruit process in the field and developing reasonable employment plan are the key points. major issues affecting effectiveness of recruitment of hotel talents1. Evaluation CriteriaFor most panies, lack of careful analysis of evaluation criteria of employment decisions for top talents is the key reason for ineffective recruitment. The problems are as follows:（1）Too much evaluation criteriaSince the hotel talents take on critical positions, many panies always develop a stack of evaluation criteria to reduce risk of wrong employment decisions. But in fact, too much evaluation criteria often result in two issues: First, there is not key point in evaluation process. Second, even if evaluation on all aspects of candidate is carried out, it is also difficult to make employment decisions. It should be noted that, although we hope to find perfect talents, but in fact nobody is perfect. To some degree, all talents have their own weakness.（2）All criteria are similarAlthough all hotels are asking for talents, their requirements are different. If specific conditions of positions, corporate culture, team and business environment are ignored, and all appraisals are made based on mon criteria, the hotels may find proper employees for certain positions.（3）Definition of similar is not clearIn defining evaluation criteria, most panies tend to use general language, which make the criteria unpractical. Take recruitment of senior managers for example, many people think that great munication skill is a must. What is munication skill? Some may emphasize that the munication ability include expressing and persuading abilities, but this do not reveal essence of the ability. Because in both global quality model and leadership model based on top executives of leading panies, munication skills is not included, instead, influencing ability is emphasized. The influencing ability is generally divided into 4 to 5 levels, the highest refers to the approach in which a third party is used to achieve goal. Those who manage to persuade others with their munication ability and persuading ability belong to the lowest. It is easy to understand that if panies hire staff based on unreasonable criteria, the effectiveness will never be great.2. Improper selection approachMany panies generally adopt structured interview. As an effective means of recruitment, the structured interviews fulfill requirements of fairness and objectivity. But it should be noted that, in order to ensure effectiveness of structured interviews, the following conditions are necessary. First, to fully consider conditions of structured interviews。他們正在尋找的人才定位是什么，培育人才的標(biāo)準(zhǔn)，酒店需要對(duì)這些進(jìn)行分析，并加強(qiáng)他們的企業(yè)文化，以求得長期生存和發(fā)展。關(guān)鍵問題就是要吸引人才。結(jié)論酒店業(yè)發(fā)展迅速，而在中國酒店行業(yè)的競爭也日趨激烈。這些都是員工考慮的重要因素。組織文化代表了一個(gè)組織結(jié)構(gòu)特點(diǎn)，它指導(dǎo)員工的日常的日常工作關(guān)系，并指導(dǎo)他們?nèi)绾巫鋈撕徒M織內(nèi)的溝通，以及指導(dǎo)公司如何建立層次結(jié)構(gòu)?！皹I(yè)文化包括幾個(gè)重要部分：獎(jiǎng)勵(lì)制度，就業(yè)政策，決策，管理結(jié)構(gòu)，冒險(xiǎn)和機(jī)制。不過，非結(jié)構(gòu)化面試的特點(diǎn)，配合頂尖的人才。 Minichiello（1990）定義為在其中既沒有答案的問題，也不是類似預(yù)定的面試非結(jié)構(gòu)化面試。（3）非結(jié)構(gòu)化面試是在提高效率的有效人才招聘。在可能的情況下，企業(yè)需要在市場上，如何選擇高級(jí)管理人員招聘高層管理人員是一個(gè)具有挑戰(zhàn)性的問題，為雇主如何評(píng)估自己的能力增加了難度。“人才管理是一個(gè)多面的概念在人力資源管理的基礎(chǔ)上發(fā)展至人才爭奪戰(zhàn)。（2）雇傭標(biāo)準(zhǔn)是明確的招聘效率改善的基礎(chǔ)由于對(duì)中高層專業(yè)人員的招聘是很明確的，很多公司有自己標(biāo)準(zhǔn)清晰的要求?！?據(jù)此作出招聘計(jì)劃（1）在方法和途徑中選擇訪談優(yōu)秀的管理人才一般都相當(dāng)匱乏，傳統(tǒng)招聘方法可能是無效的。在招聘過程中，受訪者普遍考慮到薪金和位置，一流人才，他們更重視的職業(yè)前景，機(jī)會(huì)和理想的發(fā)展環(huán)境，包括職業(yè)規(guī)劃和晉升的可能性。他們知道為新的工作規(guī)劃，他們會(huì)使用的不同的標(biāo)準(zhǔn)在工作中，也能接受事物工作的另一個(gè)樣子?！币虼?，企業(yè)要發(fā)展自己的“人才標(biāo)準(zhǔn)”，然后吸引適當(dāng)?shù)娜瞬偶Q言之，該公司不僅招聘一些人員精英，它還考慮候選人的特點(diǎn)和他們?cè)诠镜奈磥戆l(fā)展。但是，這絕非大多數(shù)公司的情況。在酒店管理中技術(shù)人才是關(guān)鍵的問題。如