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The Fourth Industrial Revolution (4IR) has ushered in profound transformations across global industries, with the hospitality sector increasingly challenged to adapt its human resource practices to a digitally driven operating landscape. This conceptual review explores the intersection of digitalisation, human capital development, and technological innovation in the context of recruitment and selection within the hospitality industry—focusing particularly on developing economies such as South Africa. The paper traces the evolution from traditional recruitment methods to technology-enabled practices, highlighting the strategic role of artificial intelligence, blockchain, and data analytics in enhancing recruitment efficiency, selection accuracy, and workforce alignment with 4IR demands. Despite these advances, the hospitality industry continues to face structural and contextual limitations that inhibit the adoption of digital HRM systems. This article calls for a paradigm shift from conventional, analogue-based talent acquisition approaches to agile, competency-based, and digitally integrated models. The review further emphasises the critical need for policy support, infrastructural development, and empirical research that bridges the digital divide in human capital strategy. Ultimately, the paper argues that digitalisation, when strategically aligned with organisational objectives and human-centred values, can serve as a transformative lever for building resilient, future-ready workforces in hospitality and beyond.

The National School Nutrition Programme (NSNP) is one of the food security programmes of the South African government that strives to provide proper nutrition meals to all public primary and secondary school learners nationwide. To implement the programme, NSNP hires food handlers to prepare and deliver meals to students on a daily basis. However, in terms of public sector human resource management, it is unclear how these food handlers are recruited and hired into the programme. This paper aimed at assessing the recruitment practices of food handlers into the NSNP. The paper employed qualitative research methodology using semi-structured interviews and documentary review as two data collection methods. Moreover, the Gauteng Department of Education (GDE) Johannesburg North District was chosen as a case study for the research strategy. The study reviewed pertinent literature, conducted semi-structured interviews to collect data. The data was analysed using thematic content analysis in order to qualitatively examine the data gathered. The paper's findings demonstrated that the GDE has a plan in place to oversee the NSNP's food handler recruitment practices, and that plan is spelt out in detail in their advising memorandum on the subject. Nevertheless, the study found that the approach does not align with the principles and practices of Public Human Resource Management (PHRM). According to the findings, the NSNP lacks a defined recruitment policy that would govern its hiring practices. It was found that there are challenges in the recruitment process. Finally, this paper offered recommendations for improved recruitment practices for food handlers.

The National School Nutrition Programme (NSNP) is one of the food security programmes of the South African government that strives to provide proper nutrition meals to all public primary and secondary school learners nationwide. To implement the programme, NSNP hires food handlers to prepare and deliver meals to students on a daily basis. However, in terms of public sector human resource management, it is unclear how these food handlers are recruited and hired into the programme. This paper aimed at assessing the recruitment practices of food handlers into the NSNP. The paper employed qualitative research methodology using semi-structured interviews and documentary review as two data collection methods. Moreover, the Gauteng Department of Education (GDE) Johannesburg North District was chosen as a case study for the research strategy. The study reviewed pertinent literature, conducted semi-structured interviews to collect data. The data was analysed using thematic content analysis in order to qualitatively examine the data gathered. The paper's findings demonstrated that the GDE has a plan in place to oversee the NSNP's food handler recruitment practices, and that plan is spelt out in detail in their advising memorandum on the subject. Nevertheless, the study found that the approach does not align with the principles and practices of Public Human Resource Management (PHRM). According to the findings, the NSNP lacks a defined recruitment policy that would govern its hiring practices. It was found that there are challenges in the recruitment process. Finally, this paper offered recommendations for improved recruitment practices for food handlers.

The Fourth Industrial Revolution (4IR) has ushered in profound transformations across global industries, with the hospitality sector increasingly challenged to adapt its human resource practices to a digitally driven operating landscape. This conceptual review explores the intersection of digitalisation, human capital development, and technological innovation in the context of recruitment and selection within the hospitality industry—focusing particularly on developing economies such as South Africa. The paper traces the evolution from traditional recruitment methods to technology-enabled practices, highlighting the strategic role of artificial intelligence, blockchain, and data analytics in enhancing recruitment efficiency, selection accuracy, and workforce alignment with 4IR demands. Despite these advances, the hospitality industry continues to face structural and contextual limitations that inhibit the adoption of digital HRM systems. This article calls for a paradigm shift from conventional, analogue-based talent acquisition approaches to agile, competency-based, and digitally integrated models. The review further emphasises the critical need for policy support, infrastructural development, and empirical research that bridges the digital divide in human capital strategy. Ultimately, the paper argues that digitalisation, when strategically aligned with organisational objectives and human-centred values, can serve as a transformative lever for building resilient, future-ready workforces in hospitality and beyond.