The recruitment process in the hospitality industry is a crucial element for success. A hotel’s workforce plays a key role in boosting customer satisfaction and overall profitability. Hiring the right people for various roles, such as front desk, housekeeping, and managerial positions, is imperative.
This guide outlines four critical strategies by Maria Logan to make hotel recruitment more effective: the use of technology for efficient screening, engaging in targeted marketing, fostering employee retention to reduce turnover, and considering internal promotions.
1) Utilise Technology for Efficient Screening
Given the vast digital landscape we live in, ignoring technology in recruitment would be a mistake. Applicant Tracking Systems (ATS) serve as a vital tool in modernising the hiring process. These systems automate the collection and sorting of applications, helping recruiters sift through a large pool of candidates to find those who meet specific qualifications. Automating this initial stage allows the human resources team to focus on more intricate aspects of hiring, such as interviews and negotiations.
While ATS aids in narrowing down the candidate list, online assessments and video interviews play a crucial role in the subsequent stages. Online tests can evaluate a candidate’s skills and cultural fit, offering valuable data for decision-making. Video interviews, meanwhile, enable recruiters to judge interpersonal skills and professionalism before inviting candidates for an in-person meeting. This is why technology not only makes the recruitment process faster but also significantly improves the quality of hires.
2) Engage in Targeted Marketing
Building a compelling employer brand is indispensable in today’s competitive job market, particularly in the hospitality industry. When candidates have numerous employment options, a strong brand can make all the difference. For hotels, this involves showcasing the workplace culture, growth opportunities, group accommodation, and other benefits that set them apart.
Using the right channels for job advertisements also comes into play. While generic job boards might offer a wide reach, industry-specific boards target professionals in the hospitality sector. Similarly, social media platforms allow for more interactive and visually engaging job ads. Networking events in the industry offer a chance to meet potential candidates in person, adding a personal touch to the recruitment process.
Creating targeted ads can be particularly useful. For example, if a hotel is looking for an experienced chef, the job advertisement should be explicit about the skills and qualifications required. This approach ensures that only relevant candidates apply, making the recruitment process more focused and effective.
Targeted marketing goes hand in hand with the third strategy, which aims to minimise future recruitment needs.
3) Foster Employee Retention to Reduce Turnover
High turnover rates often indicate a failure in the recruitment process. When employees leave, it costs the hotel not just in terms of recruitment expenses but also in lost productivity and lower morale among remaining staff. Hiring individuals who align with the company’s values and culture is just as important as their qualifications and skills.
Implementing comprehensive onboarding programmes can help new hires adapt more quickly, setting a positive tone from the outset. Ongoing training programmes serve a dual purpose: they keep employees engaged and also ensure that skills and service levels are continuously updated. Offering career advancement opportunities within the organisation can further incentivise staff to stay, thereby reducing the need for frequent hiring.
4) Invest in Training and Development Programmes for Internal Promotions
One frequently overlooked aspect of recruitment is the potential of existing employees to fill new or vacated roles. Promoting from within not only fills the position more quickly but also costs significantly less than external hiring processes. More importantly, it boosts employee morale, showing that hard work and dedication are recognised and rewarded.
Training and development programmes play an integral role in this strategy. These programmes should not be generic but tailored to the skills and competencies required in different roles within the hotel. A front desk employee aspiring for a managerial role, for example, should have access to leadership training and financial management courses.
This strategy requires a structured approach to employee assessments and career planning. Regular performance reviews, coupled with an open discussion about career aspirations and the skills needed to reach those goals, can help in planning appropriate training programmes.
This internal focus does not negate the need for external recruitment but serves as a complementary strategy. It eases the pressure on recruitment drives by filling some roles internally, thus allowing a more focused and effective external recruitment process. By investing in employees, hotels build a more dedicated, skilled, and satisfied workforce, reducing turnover and, by extension, the need for frequent recruitment.
Final Thoughts
Effective hotel recruitment can be significantly enhanced by adopting a multi-faceted approach. Adopting these strategies can have long-lasting benefits, from improving the quality of hires to reducing turnover rates. Hotel managers and recruiters are urged to implement these methods to address their unique recruitment challenges, and in doing so, contribute to the long-term success of their establishments.