How Recruiting High Performing Talent in the Hospitality Business Has Changed
By Suzanne McIntosh President, McIntosh Human Capital Management | March 02, 2014
Remember when you went to the “Personnel” office to interview or make a change to your benefits? Now you go to “Human Resources”. Did you enter at the “Employee” entrance whereas now you go to the “Team”…“Talent” or “Cast” entrance? More than just the signs on the door have changed. The level of respect, focus, importance and sophistication of the “HR” function has morphed particularly in our industry that is hospitality.
Marshall Alan has been recruiting high performing hospitality executives for over thirty years. For this article, we have invited some of our luxury and lifestyle clients to contribute on how as Corporate Human Resource Vice Presidents or Directors, their functions have changed as a result of technology, generational attributes, competition to attract the best of the best from the diminishing talent pool.
Technology has brought many positive enhancements (and some negatives), to the Human Resources function. At Marshall Alan we know it is important to quickly source excellent talent, efficiently search for the attributes we know our clients are seeking and stay close to our vast network of industry contacts.
The MAA recruitment veterans have embraced technology with cutting edge database management and use of social media tools such as Linkedin, Facebook and Twitter. We agree with our contributors however that nothing replaces the personal interview, the Skype call to an overseas candidate and the client office visit to understand the needs of the organization.
Debbie Croce, Director of Human Resources at the Ritz Carlton Central Park has seen a significant streamlining of the application process. An applicant can now post a resume on line. A third party recruiter then screens applicants against job qualifications. Appropriate applicants are flagged and sent to the Human Resources office. Background checks and other paperwork are all done via computer. All benefit plans are now done online which eliminates the need for a Benefits Administrator.
What are the potential downfalls? Some great applicants may be eliminated by mistake…and Debbie does sometimes miss the personal touch. Of course, computers will never replace coaching, counseling and discipline which is always done in person. Another positive that technology brings to the recruitment process? Debbie uses Skype video calls (as we do at MAA), to interview out of town applicants, lessening the “fly in” costs and providing a more personal introduction than a voice phone interview.
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