Editorial Board   Guest Author

Mr. Koppelberger

Aaron Koppelberger

National Director of Service, Cintas First Aid & Safety

Aaron Koppelberger is the National Director of Service for Cintas' First Aid & Safety division. In this role, his main focus is on all North American service departments with oversight on the AED product segment.

Cintas, who serves over 1 million customers, is an industry leader in work apparel programs, fire protection, restroom and facility services and first aid & safety supplies. Since its inception, the First Aid & Safety division has deployed more than 70,000 AEDs with 20,000+ AEDs currently under active service agreements and over 700 AED saves to date.

With over 20 years of industry experience, Mr. Koppelberger has a passion for AEDs and training. Previously, he proudly served his country as an Army officer. Most recently, he has spent the past 15 years at Cintas in a variety of roles including: Service Manager, General Manager and Regional Business Manager, managing key customer relationships and leading business development.

Mr. Koppelberger has a Bachelor of Science in biology from The University of Tampa. Mr. Koppelberger is based in Cintas' Dallas office.

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

Mr. Koppelberger can be contacted at +1 469-909-5135 or koppelbergera@cintas.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.