Graduate employability within the Tourism Industry 1
Graduate Employability within the Tourism Industry
Tourism is a combination of activities, services, and industries that delivers and
offers travel experience such as drinking and eatery places, accommodations and
entertainment opportunities, transportation, and other hospitality services provided by
individuals or groups of traveling people home or away from home. The industry has
emerged to be one of the fastest-growing financial sectors globally (Nickson, 2013).
Tourism is a program offered in different universities, colleges, and vocational training
centers worldwide guided by one universal curriculum. This program's purpose is to
provide sustainable employment opportunities to the students after completing the
course. Graduates need jobs that can last for a long time in the market and serve their
financial issues the best way possible. Students graduate with an increasing interest to
work and they aspire to get jobs that can satisfy their curiosity for as long as they stay in
the tourism industry. Since the industry depends on well-trained personnel to provide
quality services to their clients, there is a need for relevant competencies and
employability skills within employees for different problem solutions gained from the
schools. The industry is a great contributor to jobs worldwide, increasing the world's
economic value (Aliu & Aigbavboa, 2020). The papers incorporates the Gibb’s reflective
cycle, which focuses on the description, feelings, evaluation, analysis, conclusion and
action plan. This is a strong reflective model, which is significant to building a strong
reflection paper.
The procedure of seeking and identifying the relevant and right person to be
offered a job due to his/her qualifications takes different channels to embrace work
equivalents, problem-solving capabilities, and interpersonal qualifications. The process is
, Graduate employability within the Tourism Industry 2
entitled to the human resource manager of a particular institution. The recruitment
process is divided into internal recruitment; seeks presently employed personnel within
an institution for the newly emerged positions, and external recruitment, which is
somehow the most complicated and challenging process since it targets the individuals
from the external environment within the labor market (Firth, 2019). The method includes
some interrelated stages; planning, strategy development, searching, screening and
evaluation, and control, all levels of tests approved by the human resource director. When
dealing with the recruits from the outside world, there is a need for further screening. One
can also decide on the basic human requirements and the primary duties, and the
organization's necessary positions. Please attribute this information to a source
On the other hand, some institutions focus on investigating the background
information and references in the recruitment process. Through this, individual personnel
needs are identified and, in turn, are used in the elimination of other applicants. Oral tests,
personality tests, and behavioral questions are critical tools used by some organizations
to choose the best-qualified personnel (Nickson, 2013). Interviews are also other methods
used by some institutions in the recruitment process, as it involves questioning the
interviewee's different views on a particular job. It also helps identify the interviewee's
capabilities since most of the interviews are one on one. For the current recruitment
process, managers and the recruiting body are made aware of the aims and the
importance of the recruitment process so as for them to follow the right channel embracing
the necessary ethics, to achieve the set objectives, and maintain the rights of the
interviewees. Source needed
Through the help of the assessment centers, organizations are better at recruiting
their desired personnel. It is a general procedure of assessing several candidates
Graduate Employability within the Tourism Industry
Tourism is a combination of activities, services, and industries that delivers and
offers travel experience such as drinking and eatery places, accommodations and
entertainment opportunities, transportation, and other hospitality services provided by
individuals or groups of traveling people home or away from home. The industry has
emerged to be one of the fastest-growing financial sectors globally (Nickson, 2013).
Tourism is a program offered in different universities, colleges, and vocational training
centers worldwide guided by one universal curriculum. This program's purpose is to
provide sustainable employment opportunities to the students after completing the
course. Graduates need jobs that can last for a long time in the market and serve their
financial issues the best way possible. Students graduate with an increasing interest to
work and they aspire to get jobs that can satisfy their curiosity for as long as they stay in
the tourism industry. Since the industry depends on well-trained personnel to provide
quality services to their clients, there is a need for relevant competencies and
employability skills within employees for different problem solutions gained from the
schools. The industry is a great contributor to jobs worldwide, increasing the world's
economic value (Aliu & Aigbavboa, 2020). The papers incorporates the Gibb’s reflective
cycle, which focuses on the description, feelings, evaluation, analysis, conclusion and
action plan. This is a strong reflective model, which is significant to building a strong
reflection paper.
The procedure of seeking and identifying the relevant and right person to be
offered a job due to his/her qualifications takes different channels to embrace work
equivalents, problem-solving capabilities, and interpersonal qualifications. The process is
, Graduate employability within the Tourism Industry 2
entitled to the human resource manager of a particular institution. The recruitment
process is divided into internal recruitment; seeks presently employed personnel within
an institution for the newly emerged positions, and external recruitment, which is
somehow the most complicated and challenging process since it targets the individuals
from the external environment within the labor market (Firth, 2019). The method includes
some interrelated stages; planning, strategy development, searching, screening and
evaluation, and control, all levels of tests approved by the human resource director. When
dealing with the recruits from the outside world, there is a need for further screening. One
can also decide on the basic human requirements and the primary duties, and the
organization's necessary positions. Please attribute this information to a source
On the other hand, some institutions focus on investigating the background
information and references in the recruitment process. Through this, individual personnel
needs are identified and, in turn, are used in the elimination of other applicants. Oral tests,
personality tests, and behavioral questions are critical tools used by some organizations
to choose the best-qualified personnel (Nickson, 2013). Interviews are also other methods
used by some institutions in the recruitment process, as it involves questioning the
interviewee's different views on a particular job. It also helps identify the interviewee's
capabilities since most of the interviews are one on one. For the current recruitment
process, managers and the recruiting body are made aware of the aims and the
importance of the recruitment process so as for them to follow the right channel embracing
the necessary ethics, to achieve the set objectives, and maintain the rights of the
interviewees. Source needed
Through the help of the assessment centers, organizations are better at recruiting
their desired personnel. It is a general procedure of assessing several candidates
