Editorial Board   

Mr. Parker

Juston Parker

President & CEO, Parker Hospitality Group, Inc.

Juston Parker, President and CEO of Parker Hospitality Group, Inc., is an experienced performer in the hospitality industry. He began his career in hotel reservations and has extensive experience in all areas of hotels from operations, sales & marketing, to food & beverage, banquet & conference services. Throughout his career Mr. Parker has developed and nurtured a passion for creating top line revenues and strategically growing businesses, through new and innovative revenue management strategies. His analytical approach to revenue management has resulted in increased revenues, even in challenging times. His drive for cost of sale and pricing has impacted a wide variety of businesses which relied on his expertise to increase top line and bottom line revenue. As a published author on the subject of Revenue Management, Juston has been interviewed and/or quoted on CNN, Yahoo Finance, and Fox News, as well as featured in publications around the world ranging from HSMAI, to Thailand Hospitality, University of Florida, Event Solutions to name a few.

Mr. Parker can be contacted at 303-499-2443 or Juston@ParkerHospitality.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.