Editorial Board   Guest Author

Mr. Conran

Tom Conran

Principal, Greenwood Hospitality Group

Tom Conran serves as a Principal of Greenwood Hospitality Group, where he is responsible for strategic investments and third-party hotel management assignments. Mr. Conran has more than 30 years of hospitality experience in the management, finance, and real estate sectors. Prior to Greenwood, Mr. Conran served as Vice President of Business Development for Richfield Hospitality. He expanded the Richfield management platform to include hospitality investments and acquisitions. At Richfield and its predecessor companies, Mr. Conran held several key responsibilities, including sales and marketing, property management transitions, and client relations within the management portfolio. From 1997 to 2000, Mr. Conran also served as Vice President of Acquisitions for Regal Hotels International and successfully closed on $300 million of hotel acquisitions, including the Bostonian Hotel, the UN Plaza Hotel New York, the Knickerbocker Chicago, and the Los Angeles Biltmore Hotel. Thereafter, Mr. Conran served as Vice President of Acquisitions and Finance for Millennium Hotels, USA with active involvement in the group's investment strategies and renovation programs for their portfolio of 13 upscale full-service hotels. Mr. Conran earned a Bachelor's Degree from Keene State College in Keene, New Hampshire. Mr. Conran was a founding member of Meetings Planner International in Hartford, CT and he currently serves on the Owners' Advisory Board of Doubletree Hotels.

Mr. Conran can be contacted at 860-648-9040 or tconran@greenwoodhospitality.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.