Editorial Board   Guest Author

Ms. Adair

Nicole Adair

Area Director of Revenue Management, SHR

Nicole Adair joined SHR in 2015 after working in corporate revenue management for a diverse portfolio of hotels across the mainland United States and Hawaii. As a Certified Revenue Management Executive, she has extensive experience in directing connectivity and channel interfacing initiatives for multiple CRS, PMS, and channel management platforms. Her effective room inventory and channel management strategies have resulted in double-digit revenue growth and positive RevPAR index percent change across a large portfolio of properties. Ms. Adair has widespread experience working with several independent properties and brands in varying markets from urban hotels to beach resorts, and she draws on this experience when directing revenue strategy initiatives for SHR clients. Ms. Adair holds a Bachelor of Arts in Russian and is currently pursuing her Master of Science in Hospitality Management.

Please visit www.shr.global for more information.

Ms. Adair can be contacted at 800-252-0533 or nadair@shr.global

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.