Resolutions That Can Help You Attract and Maintain Talent

By Zoe Connolly Co-Founder & Managing Director, Hospitality Spotlight | December 20, 2015

While the holidays are traditionally among the most busy times in the hospitality industry, enterprising executives and entrepreneurial managers also see an opportunity to implement new resolutions that set the groundwork for a successful next year. These can range in scope, from implementing new technologies or team building initiatives, through refining social media presence and cleaning up job postings.

New Year's creates an opportunity for those in the industry to review the past year, build on successes, and correct concerns.

Here are six ideas that can make your resolution building season worthwhile, while creating goals that you can stick to all year round.

Clean up Your (Digital) Profile

For better or worse, social media is now a part of a property's online presence; one that can influence the opinion of travelers and potential employees alike. Make sure what is on social media, job sites and being distributed is what you want the people you're trying to attract to see.

Start with basics like questions about reviews. Are they accurate? If they're negative, have you made steps to improve a situation, and in the cases of many review sites, let the site's editing team know you've made the proper steps? If they're positive (we're hoping for this), do you a plan in place to thank guests who have left them? Next move on to sites like Facebook, Twitter, Pinterest, LinkedIn, etc. Do these sites put your best foot forward?

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Coming up in March 2019...

Human Resources: An Era of Transition

Traditionally, the human resource department administers five key areas within a hotel operation - compliance, compensation and benefits, organizational dynamics, selection and retention, and training and development. However, HR professionals are also presently involved in culture-building activities, as well as implementing new employee on-boarding practices and engagement initiatives. As a result, HR professionals have been elevated to senior leadership status, creating value and profit within their organization. Still, they continue to face some intractable issues, including a shrinking talent pool and the need to recruit top-notch employees who are empowered to provide outstanding customer service. In order to attract top-tier talent, one option is to take advantage of recruitment opportunities offered through colleges and universities, especially if they have a hospitality major. This pool of prospective employees is likely to be better educated and more enthusiastic than walk-in hires. Also, once hired, there could be additional training and development opportunities that stem from an association with a college or university. Continuing education courses, business conferences, seminars and online instruction - all can be a valuable source of employee development opportunities. In addition to meeting recruitment demands in the present, HR professionals must also be forward-thinking, anticipating the skills that will be needed in the future to meet guest expectations. One such skill that is becoming increasingly valued is “resilience”, the ability to “go with the flow” and not become overwhelmed by the disruptive influences  of change and reinvention. In an era of transition—new technologies, expanding markets, consolidation of brands and businesses, and modifications in people's values and lifestyles - the capacity to remain flexible, nimble and resilient is a valuable skill to possess. The March Hotel Business Review will examine some of the strategies that HR professionals are employing to ensure that their hotel operations continue to thrive.