Editorial Board   

Mr. Costin

Matthew Costin

Global Director (Hotels & Hospitality), BDRC Continental

Matthew Costin, is the Global Director (Hotels & Hospitality) of BDRC Continental, a market research consultancy specialising in the hotels and hospitality sector. In more than a decade at BDRC, Mr. Costin has worked with many of the world's leading hospitality companies, such as IHG, Hilton, Starwood and Marriott. He is an expert in the fields of brand equity and customer experience and is also a recognised authority on the meetings and conference sector. Mr. Costin joined BDRC in 2002, having started his insight career two years earlier with Abacus Research, where he worked mainly for clients in the financial services and media verticals. At BDRC, he assumed responsibility for the agency's work in the rapidly growing meetings and conference sector. In addition to overseeing the BDRC Meetings Market Survey programmes, Mr. Costin launched VenueVerdict, a suite of hospitality customer experience management and competitor benchmarking applications that has now been adopted by hotel companies in more than 70 countries worldwide. In 2008, Mr. Costin was promoted to BDRC's senior management team and appointed to head up the company's global Hotels & Hospitality research practise, which operates out of BDRC's head office in London as well as regional offices in Singapore, Beijing and Sydney. Alongside his management responsibilities, he retains a hands-on role with custom hotel research and consultancy assignments, as well as BDRC's global Hotel Guest Survey and Meetings Market Survey program. Mr. Costin has a MA in International Relations from the University of Sussex and holds an MBA from Henley Business School.

Mr. Costin can be contacted at 4402074001004 or matt.costin@bdrc-continental.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.