Top Reasons Why Hotels Should Constantly Be Hiring
By Zoe Connolly Co-Founder & Managing Director, Hospitality Spotlight | July 2019
Hotel industry leaders are regularly guilty of misunderstanding the ebb and flow of hiring, building strong teams that flourish for a brief time, but then get rocked by changes such as promotions, departures, and even growth. While it's nice to imagine having a full-blown succession plan for every employee, inclusive of replacements, that isn't always achievable or financially viable. Or is it?
HR departments and hiring managers can take steps to mitigate the loss of a critical employee, whether due to internal promotion or someone moving out of state. The first such step is to build a talent pipeline by keeping the interview process open at all times. This can be achieved through obvious means, such as attending job fairs even if a company is fully staffed, or less involved methods like posting a section on the property's job section saying that you're always on the lookout for great talent and constantly accepting resumes.
For quality candidates that come in through these methods, it is important to walk the fine line of being diligent in the interview process, but not wasting a candidate's time. A hiring manager should be up front in the first contact (likely an email), explaining that there isn't currently a role, but that there is growth planned in the near future and the interview would be a way to be top of mind when it comes time to make a hire.
Face-to-face follow-ups for this type of interview are not recommended unless something changes and there is an immediate need. Essentially, hiring managers should think of these calls are pre-screening for if/when a need arises. It's unfair to ask someone to take time off their current role to interview for a job that doesn't exist.
Speaking of unfair, the role of "recruiter" shouldn't actually be limited to leadership and HR departments, but should be a shared effort across every level of an organization.