Editorial Board   

Mr. Wise

Daniel Wise

Founder and Chief Product Architect, revcaster

Daniel Wise is the founder and chief product architect of revcaster - a Rainmaker company. A former senior revenue manager with over 15 years of experience in the hospitality industry, he founded revcaster in 2012, after identifying a need in the marketplace for an automated rate shopping solution that would provide increased speed and efficiency in the process of profit optimization. The company quickly established itself as the industry's leading hotel rate shopping tool and was acquired by Rainmaker in 2015. Mr. Wise began his hospitality career behind the hotel front desk, working his way to the position of revenue manager, where he found his calling in the industry. The pricing tools available to him at the time lacked the robust features he felt would have liked to have seen, as a user, and he drew from that wish list when he began to develop his own software solution. Mr. Wise and his hand-picked team of hotel software experts created an innovative, web-based tool that collects market-specific comp-set hotel price information from hundreds of branded sites and online travel agencies. In less than three years of launching his company, Mr. Wise's commitment to technical excellence based on client needs propelled revcaster to reach an installed base of 5,000+ properties and achieve a 98% customer satisfaction rating. Mr. Wise holds a Masters in Business Administration from the University of Oregon - Charles Lundquist College of business, as well as a BS in Business Management from Arizona State University.

Please visit http://revcaster.com for more information.

Mr. Wise can be contacted at 888-870-3180 or info@revcaster.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.