Editorial Board   

Mr. Ely

John Ely

Senior Vice President of Marketing, Signature Worldwide

As Signature Worldwide's Senior Vice President of Marketing, John Ely is responsible for developing, implementing and evaluating strategic marketing and corporate growth plans. He joined Signature in November 2006 with more than 14 years of industrial and consumer marketing experience. Mr. Ely is an accomplished executive in developing and managing corporate launches for products and services while working for such companies as RFG Associates, A Solar Company, Vanner Inc. and Teledyne MEC. With these companies, he held the leadership roles of project manager, vice president of marketing, product development manager, and senior research and design engineer. Most recently, Mr. Ely worked for Crane Plastics as new market development director where he led such initiatives as designing and facilitating market studies, including consumer preferences, client relations and competitive research. His efforts focused on strategic marketing such as market penetration, and product and service positioning. He also helped author and facilitate training programs for Crane^aEURTMs inside and outside sales teams. Mr. Ely has an associate's degree in electrical engineering, a bachelor's in technical management and a master's in marketing and communications. He is a member of the American Marketing Association and Product Development Management Association. Mr. Ely has also served as a marketing professor at Franklin University in Columbus, Ohio, for several years and is certified as a "Teaching at a Distance" (TAD) online educator. Mr. Ely's extensive experience in steering business strategy, marketing, and developing new products is an invaluable asset when delivering programs to clients and helping Signature Worldwide reach its strategic goals.

Mr. Ely can be contacted at 614-766-5101 or johnely@signatureworldwide.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.