The Battle to Recruit, Motivate and Retain Hotel Staff in the Coming Years
By Paul Feeney Managing Director, Sanford Rose Associates - Wayne | March 20, 2016
The perception used to be that the purpose of a first interview is to get invited back for a second interview. This is because the decision for next steps then rests solely on the shoulders of the candidate, and options are limitless. But does every candidate who interviews with your organization want to be invited back for a second interview? If not, consider the possibility that although the interviewing process is designed to both screen as well as sell, there are ways to maximize the odds of candidates craving an invitation to return.
Positioning your hotel to every encounter with your brand influences a candidate's perception of your organization, which impacts your hotel's ability to stay in the driver's seat when deciding which candidate to hire. Hotel branding and candidate experience are inextricably linked, and they matter greatly for recruiting and retaining talent. How can you communicate your brand while simultaneously improving the candidate experience throughout each step of the selection process?
How is Your Hotel Pitching Itself?
How employees represent the hotel's mission and brand is as important as anything said by human resources or leaders during the hiring process. Within the first interview, a candidate needs to grasp an understanding of what is unique about the organization, environment, and opportunity. If a candidate was to ask "why your hotel" as opposed to others, do you know how your employees respond? The "why your company" moment is an excellent opportunity for an employee to communicate the elevator pitch of the organization.
Consider providing employees with an example of a strong and succinct elevator pitch script to be used in both social settings as well as the interviewing process. It is important to have all decision makers involved in the interview, have a concrete understanding of the mission of the firm, the vision for the future, and alignment of organizational goals.
Not so long ago, business was rooted in personal relationships and one-on-one interactions. Then came decades of technology, with automated recruiting, email, job recruiting sites, training videos, all of which remove the human element of relationships. Electronic and telephonic communication works well, but video communication personalizes the candidate experience significantly. Employees talking about why they love the organization or key customers sharing why they value the firm serve to provide multiple perspectives to potential candidates. Videos with clips from around the office and spotlighting superstars can be an effective way to share "why your hotel" to prospects considering applying to your organization.
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