If you own a hotel or manage one, you know how your staff can make or break your business. Hotels are part of the booming service industry, a sector where people—not products—are the stars of the show.
Running a top-tier hotel entails hiring top-tier talent. Keep reading to learn about common recruitment challenges and some actionable strategies to tackle them.
The Challenges of Recruiting in the Hotel Industry
Hotels often face a revolving door of employees. The turnover rate is sky-high. One study suggests that the hospitality industry has a 73.8% employee turnover rate. Why is that?
For starters, many hotel jobs are entry-level positions. These jobs often don’t require special training, so people hop in, make some money, and then hop out as soon as they find something better. It also has to do with the work environment. Unsocial hours and the constant need to smile and serve can take a toll, even on the most dedicated employee.
Seasonality is another problem. Your business probably blooms in summer and withers in winter, or vice versa if you’re a ski resort. This fluctuation can wreak havoc on your staffing levels. During peak seasons, you might need double the staff, but what happens when business slows down? You can’t keep everyone onboard if there’s not enough work. Juggling this seasonal seesaw is no easy task.
Finding the right people with specific skills can be challenging as well. Sure, you need housekeepers and front desk clerks, but what about a skilled chef for your restaurant? Maybe a spa manager? Hotels need a plethora of skills, both low-level and specialized. Recruiting for such a diverse skill set can get pretty complicated, pretty fast.
Digital Platforms and Social Media
In today’s world, if you’re not online, you’re invisible. Posting job openings on platforms like LinkedIn or Indeed can get you a pool of applicants you wouldn’t have reached otherwise. But don’t stop there. Use social media platforms like Facebook and Instagram to showcase your hotel’s culture. Ever think about running a targeted ad campaign to find that elusive sous-chef? Social media lets you aim your recruitment laser exactly where you want it to hit.
Local Partnerships
Team up with local colleges, culinary schools, or job agencies such as marialogan.com. Not only do you get a fresh, steady stream of qualified applicants, but there’s another upside—community engagement. Hiring locally boosts your image in the community and gives you a chance to do easier, face-to-face onboarding.
Employee Referral Programs
Ever think of incentivizing your employees to bring in new talent? Implementing an employee referral program can be a simple but effective way to find the perfect people for your hotel. Your team knows the job and the work environment. They have friends or family who might be a great fit. Offer a cash bonus for every successful hire they bring in. Yes, there are some pitfalls here. You don’t want to create a workplace where everyone’s too close to be professional. But overall, it’s a win-win.
Tailored Interview Processes
The interview process is often the first real interaction a prospective employee has with your organization. Therefore, it is imperative to structure this interaction in a manner that aligns with the unique requirements and culture of your hotel. Traditional interview questions can only glean so much information, so consider incorporating situational questions to assess how candidates would react in real-world scenarios they’d encounter in their roles.
Practical assessments, where applicants perform a task or set of tasks, can also be invaluable. For instance, asking a candidate for a culinary position to prepare a signature dish can provide unparalleled insights into their technical capabilities and creative acumen. Remember, the aim is not merely to find a candidate who can do the job but one who can excel in the specific conditions your hotel provides.
Training and Onboarding
The recruitment process doesn’t end when a candidate accepts the job offer. Effective onboarding can significantly impact employee satisfaction and retention. A well-structured onboarding program should serve as an extension of the recruitment process, confirming for the new hire that they’ve made the right decision.
For roles that have a high learning curve or involve intricate customer interactions, consider implementing a mentorship program where new employees can learn the ropes from seasoned staff. Investing in comprehensive, ongoing training programs not only improves the skills of your workforce but also sends a strong message that you are committed to their professional growth. This investment can be particularly advantageous in an industry known for high turnover, as employees are more likely to remain loyal to an organization that invests in them.
Hotel Recruitment as Your Strategy for Success
The challenges in hotel recruitment are surmountable through thoughtful and well-executed recruitment strategies. They are not merely a function of human resources but a strategic imperative for any forward-thinking hotel.
Given how the hotel industry continues to become increasingly competitive, the quality of your staff becomes not just an asset but a distinguishing feature that can set your establishment apart. Therefore, it is crucial to prioritize sourcing a recruitment agency as a core business strategy, dedicating the necessary time, effort, and resources to attract, hire, and retain the talent that will drive your hotel’s success.
By adopting these recruitment strategies, you can not only fill vacancies but also create a dynamic, skilled, and committed workforce capable of providing exceptional service, thereby contributing to the long-term success and sustainability of your establishment.
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