Editorial Board   Guest Author

Mr. Quezada

David Quezada

Vice President - Loss Control, EMPLOYERS

David M. Quezada has been Vice-President of Loss Control Services for EMPLOYERS since 2014. He is responsible for providing leadership, direction and management oversight of the loss control operations, ensuring field staff operates within established company/functional policies, procedures and guidelines. Mr. Quezada has served in various executive management positions with EMPLOYERS, most recently as Senior Vice President/General Manager, Strategic Partnerships & Alliances, from January 2006 to May 2014. He was responsible for the marketing and underwriting of business produced through non-traditional, strategic partnerships, and the identification of new, strategic partnership opportunities. Prior to that time, Mr. Quezada served as Vice-President, Loss Control, with Employers Compensation Insurance Company. He is an accomplished executive with extensive workers' compensation insurance industry experience and proven achievement in various corporate leadership positions. Mr. Quezada holds a B.A. degree from Cal Poly Pomona University. EMPLOYERS, America's small business insurance specialist®, offers workers' compensation insurance and services through Employers Insurance Company of Nevada, Employers Compensation Insurance Company, Employers Preferred Insurance Company, and Employers Assurance Company. Insurance is not offered in all jurisdictions.

Please visit https://www.employers.com/ for more information.

Mr. Quezada can be contacted at 800-588-5200 or losscontrol@employers.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.