Finding the Perfect Hotel Employee
By Zoe Connolly Co-Founder & Managing Director, Hospitality Spotlight | January 06, 2019
Making the wrong hire can have ghastly repercussions for a hotel property or travel tech company. Between the costs associated with paying for poor performance, the drain on employee morale, time spent in training and onboarding, time needed to find another new employee, recruiter fees and the opportunity cost of not selecting the right person, getting it right the first time is critical. The US Department of Labor estimates that the cost of a bad hire is 30% of that person's income; for a startup in travel tech or an established property, this is a massive investment in… nothing.
However, nearly no company can succeed without bringing in outside talent. Whether it's replacing an employee who's moved into a new department (or new company), roles shifted because of technology, or even basics like retirement, companies in the travel space are required to make hires. Following are tips that help to ensure that a new hire is the right hire.
Know Your Team
The first step in the process of finding the right employee is to evaluate your existing team. It's important to have a realistic grasp on who they are, how they operate, where they are exceeding expectations and where they are lacking or need improvement. With this information, it is possible to shift the focus of the job description, allowing hiring managers to more easily find great candidates and also empowering the property or company to use the hiring window as an opportunity for growth, as opposed to lateral movement. In addition, there are corporate culture elements that should be considered when thinking about an existing team, after all, this is the group that will be handling a majority of training.
Having working knowledge of the team in place also makes it it possible for recruiters and hiring managers to offer a realistic view of the team to candidates. Not every property is willing to put potential hires through group interviews, or hire by committee. This places the onus on recruiters and HR folks to know exactly what an employee is getting into by accepting the role. After all, if potential employers paint a pretty picture and the candidate/new employee makes a potentially life altering decision to join a new company, the last thing they want to find out is that they were deceived. That is the quickest way to ruin your reputation as an employer and have people quit.
Develop a Referral Pipeline
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