Plasencia Group Names Richard Conti as President

Lou Plasencia Remains as Chairman and CEO

. October 14, 2008

TAMPA, FL, September 25, 2006. The Plasencia Group, Inc., the leading national hospitality transaction and consulting services firm representing owners of hotels, resorts, and golf courses, has appointed Richard C. Conti as its President. Mr. Conti succeeds Lou Plasencia, who has served as President of The Plasencia Group, Inc. since its founding and who remains as Chairman and CEO.

"I am extremely pleased that Rich has joined our organization," Plasencia said. "He brings 30 years of industry experience and key relationships to our team, and he is highly respected by his peers. Rich's wealth of knowledge continues to enhance the position of The Plasencia Group as an industry leader in lodging investment advisory services and is in line with our growth strategy. This certainly provides me more time to focus on delivering for our clients," Plasencia added.

"My main goal is to work with a team of highly skilled and successful professionals who are 'Best-In-Class,'" said Conti. "By joining Lou and his team, I feel I have more than accomplished that goal." Conti, who will relocate to Tampa, will provide direct support to the company's sales personnel and its clients, ensuring prompt execution of engagements.

Conti has been Chief Operating Officer of Boykin Lodging Company, based in Cleveland, since May 1998 and assumed the additional responsibility of President of the hospitality REIT in 2001. Prior to joining Boykin Lodging, Mr. Conti was a Principal and Director with Coopers & Lybrand LLP in their National Hospitality Consulting Practice.

Mr. Conti obtained his undergraduate BS degree in Business Administration at the State University of New York, at Brockport, NY, and received his MBA in Hotel, Restaurant and Institutional Management from Michigan State University. Mr. Conti serves as Vice Chairman of the Hotel Development Council of the Urban Land Institute.

Subscribe to our newsletter
for more Hotel Newswire articles

Related News

Choose a Social Network!

The social network you are looking for is not available.

Coming up in March 2020...

Human Resources: Confronting a Labor Shortage

With the unemployment rate at its lowest level in decades (3.7%), what has always been a perennial problem for human resource professionals - labor shortage - is now reaching acute levels of concern. It is getting harder to find and recruit qualified applicants. Even finding candidates with the skills to succeed in entry-level positions has become an issue. In addition, employee turnover rates remain extremely high in the hotel industry. As a result of these problems, hotel HR managers are having to rethink their recruitment strategies in order to hire the right talent for the right job. First, hotels have been forced to raise their wages and offer other appealing perks, as a way to attract qualified candidates. Secondly, HR managers are reassessing their interviewing techniques, focusing less on the answers they receive to questions and more on observable behavior. Part of this process includes role-playing during the interview, so that the recruiter can gauge how a candidate works through specific problems and interacts with other team members. Additionally, some HR managers are also creating internal talent pools as a way to address labor shortages. Instead of utilizing department resources to find new hires with specific skills for needed positions, hotels are cultivating talent pools internally and preparing their employees to assume leadership roles whenever the time comes. They are also placing greater emphasis on a company culture that is more performance-based, as a way to curb employee turnover, increase employee satisfaction, and assure higher levels of customer service. Finally, recognizing the importance of employee retention as a way to lessen the impact of a tight labor market, some HR managers are instituting generous reward programs in order to retain their top performers. The March Hotel Business Review will explore what some HR professionals are doing to address these and other issues in their departments.