Editorial Board   Guest Author

Ms. Whitby

Pamela Whitby

Editor, EyeforTravel Ltd

Pamela Whitby is an independent writer, editor and researcher and is the editor for EyeforTravel Ltd. When Pamela isn't tracking the online travel industry for EyeforTravel.com, she is focused on business in Africa where she grew up. Ms. Whitby has completed editorial and/or research projects for organisations that include BBC Focus on Africa, BBC Online, the Daily Telegraph, the Observer, News Desk Media, Longitude Research, Investor's Chronicle and the European Commission. Pamela is an experienced 'generalist' and likes an entrepreneurial endeavour. Ms. Whitby has been involved in two launch publications, has ghost written blogs and co-authored a book on South African's renewable energy sector. She also researched and wrote Is Your Child Safe Online?, a guide for parents. Ms. Whitby grew up in Africa, where she retains strong connections personally and professionally, and has lived and worked in the UK, South Africa and South Korea. See her website for more details. The EyeforTravel North America 2017 Conference will be held this year in Las Vegas (USA) from October 19-20.

Please visit http://eyefortravel.com for more information.

Ms. Whitby can be contacted at 447791891993 or pamela@eyefortravel.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.