Editorial Board   Guest Author

Mr. Cerrone

Bob Cerrone

Director of National Accounts - Hospitality, Ferguson

Bob Cerrone, Ferguson's Director of National Accounts - Hospitality, is responsible for leading Ferguson's Hospitality strategy and discovering and implementing new opportunities within the segment.

Mr. Cerrone, a nearly 40-year veteran of the plumbing industry, launched Ferguson's Hospitality division in 2006. Under his leadership, Ferguson Hospitality has grown into a talented group of more than 100 associates comprised of national account managers and the Hospitality Renovations Team.

Ferguson's Hospitality Renovations Team understands the needs of the specialty contractors that operate in the Hospitality Renovations market and how they do business. They provide product expertise to contractors, owners, hotel brands and purchasing groups on a large bundle of products and facilitate on-time delivery for renovation projects, typically working on compressed schedules.

Ferguson's Hospitality division serves many different customer segments: ownership groups, management companies, renovation contractors, purchasing companies, and independent and branded hotels throughout the U.S. Their product inventory addresses a broad range of hospitality needs: plumbing, lighting, appliances, HVAC, janitorial and sanitation supplies.

Additional support services include: a National Sales Center which is staffed by a highly experienced team of associates with deep knowledge of Ferguson's hospitality products and a 24/7 Express Response Commercial Water Heater Program which delivers hot water heaters onsite, directly to the location of installation within about two hours of a service call.

Mr. Cerrone can be contacted at 954-520-5965 or bob.cerrone@ferguson.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.