Editorial Board   

Mr. Williams

Kevin Williams

Vice President of Distribution, TravelWorm

Kevin Williams is Vice President of Distribution for TravelWorm, the leading online provider of a consumer hotel, flight, car rental, tour reservations and show tickets at premiere casino resort and leisure destinations nationwide. In this position, he is responsible for continuing TravelWorm's reputation as one of the premier travel sites nationwide and beyond. Before joining TravelWorm, Mr. Williams, served as Vice President of Hotel Operations at One Travel and was responsible for expanding its hotel program globally. Mr. Williams brings more than 20 years of combined experience in hotel and resort operations and marketing. Mr. Williams spent 12 years with Hilton Hotels Corporation in the Nevada Gaming markets, where he oversaw hotel operations in casino resorts throughout the Nevada. Previously he served as Hotel Director for three years at Station Casinos' flagship property, Palace Station. Most recently, Mr. Williams directed the Nevada resort clients for Hotels.com during its transition from Hotel Reservations Network.

Mr. Williams can be contacted at 702-407-8000 or kwilliams@travelworm.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.