Editorial Board   Guest Author

Mr. Ashbel

Boaz Ashbel

Managing Director, Aztec Group

As Managing Director of Aztec Group, Inc., Bo Ashbel focuses solely on hospitality acquisitions, dispositions, joint ventures, and debt and equity financing. His area of expertise involves a variety of hospitality property transactions and financing, including select and full-service hotels, convention-oriented resorts, as well as condominium hotels.

Mr. Ashbel's 25 years of hospitality experience includes acquisitions and dispositions, debt, mezzanine, and equity financing, joint venture creation and capital restructuring, market research, economic impact analysis, financial analyses, appraisals and operational reviews for a variety of existing and proposed hotels, resorts and other leisure-oriented properties.

Prior to joining Aztec, Mr. Ashbel founded Ashbel Realty Advisors, Inc., which facilitated the acquisition, disposition, joint ventures, and debt and equity financing for hospitality properties. Over the past 15 years, he has been involved as a principal in a number of hospitality related projects, gaining a keen understanding of operational and ownership related issues.

Mr. Ashbel gained considerable experience at Landauer Associates, Inc., Pannell Kerr Forster, and Laventhol & Horwath where he directed hotel related valuations and appraisals, as well as feasibility studies and developmental consulting for projects located throughout the Caribbean, South Florida and other international locations.

Mr. Ashbel graduated from Cornell University with a Bachelor of Science Degree in Hotel Administration. He is a former Vice President of the Cornell Society of Hotelmen, a Tourism Committee member of the Greater Miami Chamber of Commerce and an active Florida Real Estate and Mortgage Broker.

Please visit www.aztecgroup.com for more information.

Mr. Ashbel can be contacted at 305-854-5000 or bashbel@aztecgroup.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.