Editorial Board   

Mr. Thilenius

Jackson Thilenius

Principal, Retail Design Collaborative

Jackson Thilenius is a Principal at Retail Design Collaborative. After successfully running his own Architectural practice for over 14 years, he joined Retail Design Collaborative (RDC) to help further develop the firm's interior design studio.

Mr. Thilenius brings with him a diversity of thought leadership and 25 years of industry experience. A seasoned professional, he has paired his fields of expertise and core values to reflect RDC's goals - including a strong background in design, technical know-how, professionalism and an aptitude for developing long-term relationships with his clients. His philosophy is that each project is as unique as the personalities behind them, and he enjoys the complex exploration of client goals as they relate to design.

With each project, Mr. Thilenius works closely with clients to help shape their visions into reality, reflecting a genuine dedication to their lasting success.

Mr. Thilenius received his Master of Architecture from the Georgia Institute of Technology, and is a member of the American Institute of Architects (AIA).

Bringing over two decades of experience, Mr. Thilenius has led the design of hundreds of local and international projects including locations in Hong Kong, China and Europe. Also an accomplished artist, his oil paintings have been shown in galleries from LA to NYC.


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

Mr. Thilenius can be contacted at +1 562-628-8000 or jackson.thilenius@rdcollaborative.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.