Recruiting Hoteliers - Required vs Desired
By Zoe Connolly Co-Founder & Managing Director, Hospitality Spotlight | January 07, 2018
When a recruiter begins the process of sourcing top talent for a hospitality client, they often come to the conclusion that something is amiss. The first hint is some sort of diversion between the job description provided and what the client has requested. The second manifests itself as a gap between the suggested role and the the talent pool. Often, the recruiter goes back to the client and explains the issues only to receive resistance, most recruiters have been told they simply need to "look harder" at various points in their career. The recruiter will continue to search, only to encounter similar candidates.
Here are three ways that hotels and recruiters can work together to expedite the process, find the ideal candidates and get on the same page.
Start at the Beginning with the Job Description
Job descriptions are often started with a blanket/boilerplate set of job requirements, but hotels can't stop there. A few additional steps are necessary to to get it right and attract the right candidates. Naturally, it's impossible to know in advance when a job description might change, it's important that the actual posted role mirrors what the job will be. Changing the position too many times will elongate the process and it can give the property or manager a bad reputation of being indecisive. At times this will be a necessary evil, but it should never become the norm.
There are a few ways to avoid this.
- Ask the team for feedback. What have they seen that's worked (or failed)? What is really needed to succeed at the property or as part of the hotel's staff? What did the most successful person in the role have that others didn't? What position did this person (or people) hold before coming to the role?
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