Editorial Board   Guest Author

Ms. Murphy

Carolyn Murphy

Marketing Specialist, Revinate

Carolyn Murphy is a Marketing Specialist at Revinate, a San Francisco-based software company. Revinate helps hotels know more about their guests so they can deliver personalized experiences that create valuable relationships and lifelong customers.

Using guest data combined with Revinate's marketing engagement platform, hotels can better understand and engage their audiences, increasing loyalty and revenue. Over 25,000 of the world's leading hotels trust Revinate to help them reinvent the guest experience.

At Revinate, Ms. Murphy is responsible for content marketing, educational webinars, social media, and university relations. With experience in teaching English literature and composition at the college level, Ms. Murphy is passionate about learning and communication. She also enjoys helping others grow their knowledge and skills to become their best professional selves.

Ms. Murphy started her tech career in the booming startup scene in San Francisco. She has gained extensive experience with email marketing in both B2B and B2C capacities, marketing automation and personalization platforms, and she taught herself basic HTML and CSS.

Since joining Revinate, she has become fluent in online reputation management and has extensive knowledge of email marketing best practices for hospitality. She has also had the opportunity to speak to students in programs like the Michigan State University School of Hospitality Business.

Born in Silicon Valley, Ms. Murphy currently resides in San Francisco. She received her undergraduate degree from the University of California, Riverside and her master's degree from California College of the Arts in San Francisco.

Please visit http://www.revinate.com for more information.

Ms. Murphy can be contacted at +1 415-671-4703 or carrie@revinate.com

Coming up in March 2020...

Human Resources: Confronting a Labor Shortage

With the unemployment rate at its lowest level in decades (3.7%), what has always been a perennial problem for human resource professionals - labor shortage - is now reaching acute levels of concern. It is getting harder to find and recruit qualified applicants. Even finding candidates with the skills to succeed in entry-level positions has become an issue. In addition, employee turnover rates remain extremely high in the hotel industry. As a result of these problems, hotel HR managers are having to rethink their recruitment strategies in order to hire the right talent for the right job. First, hotels have been forced to raise their wages and offer other appealing perks, as a way to attract qualified candidates. Secondly, HR managers are reassessing their interviewing techniques, focusing less on the answers they receive to questions and more on observable behavior. Part of this process includes role-playing during the interview, so that the recruiter can gauge how a candidate works through specific problems and interacts with other team members. Additionally, some HR managers are also creating internal talent pools as a way to address labor shortages. Instead of utilizing department resources to find new hires with specific skills for needed positions, hotels are cultivating talent pools internally and preparing their employees to assume leadership roles whenever the time comes. They are also placing greater emphasis on a company culture that is more performance-based, as a way to curb employee turnover, increase employee satisfaction, and assure higher levels of customer service. Finally, recognizing the importance of employee retention as a way to lessen the impact of a tight labor market, some HR managers are instituting generous reward programs in order to retain their top performers. The March Hotel Business Review will explore what some HR professionals are doing to address these and other issues in their departments.