Editorial Board   Guest Author

Mr. Schwinger

Joe Schwinger

Chief Executive Officer, MeetingPlay

Conceptualizing solutions to challenges is a core value for CEO and co-Founder of MeetingPlay, Joe Schwinger. From an early age, where others saw adversity, Mr. Schwinger crafted solution-based opportunities. This innovative approach to problem-solving, as well as the insider experience Mr. Schwinger has gained through his career in the hospitality and technology industries, have resulted in the premier event technology solutions that MeetingPlay provides.

As the CEO of MeetingPlay, Mr. Schwinger continues to architect solutions to the challenges faced by event and meeting professionals and the events they plan, and he is credited for the holistic approach to event technology that is MeetingPlay's foundation. The event technology solutions MeetingPlay provides for meetings and events of all sizes is attributed to both Mr. Schwinger's tech know-how and his ability to lead and develop a culture of innovative and talented employees committed to success.

A seasoned entrepreneur, before co-founding MeetingPlay in 2011 and beginning to serve as its CEO, Mr. Schwinger built and lead several successful business initiatives. Prior to his entrepreneurial experiences, he was key to developing global e-commerce solutions with individual properties for Marriott International. First, he built the ecommerce organization for the Eastern Region at Marriott, which involved dedicated plans for all full-service hotels in the region. Then he oversaw ecommerce for North America during a reorganization to help build the foundation of ecommerce at Marriott globally. Through his experiences at Marriott, Mr. Schwinger saw what the future of meetings could look like and started his own venture to make that vision a reality.

Mr. Schwinger studied internet and ecommerce strategy at George Washington University and the University of Maryland.

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

Mr. Schwinger can be contacted at 877-446-1481 or hello@meetingplay.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.