Recruiting for hotels: How to attract and retain top talent in hospitality
Are you struggling to find the right talent for your hotel? The success of a hotel largely hinges on the quality of its staff. From the concierge who greets guests with a warm smile to the housekeeping team ensuring spotless rooms, every employee plays a pivotal role. So, how can you master the art of recruiting for hotels and build a team that drives success?
The importance of cultural fit
When we talk about cultural fit, we’re focusing on how well a candidate’s personal values and behavior align with the core philosophy of your hotel. This alignment is crucial because it influences every interaction they have, not just with guests but also with fellow team members.
Going beyond the resume: To truly gauge cultural fit, consider implementing behavioral interviews or situational judgment tests. These can reveal how a candidate might react in real-world scenarios they would encounter in your hotel. For example, ask them how they would handle a difficult guest or a high-pressure situation. Their responses can offer insights into their level of empathy, problem-solving skills, and ability to maintain composure—qualities essential in the hospitality industry.
Creating a cohesive team: Remember, a team that shares common values and understands the hotel’s mission will work more cohesively. This unity is often palpable to guests, contributing to a more pleasant and memorable stay.
Diversifying skill sets
In a hotel, no two days are the same. Your staff needs to be adaptable, with a diverse range of skills. For instance, a receptionist who is multilingual can communicate effectively with international guests, enhancing their experience. Similarly, a chef with a varied culinary background can cater to diverse palates, making your hotel’s dining experience more appealing.
Cross-training opportunities: Consider cross-training your staff. For example, a front-desk employee might benefit from understanding the basics of housekeeping operations, while a waiter could learn about the nuances of wine pairing. This not only enhances the overall skill set of your team but also prepares them to step into different roles as needed, ensuring smoother operations.
Embracing technology skills: It’s best to look for candidates comfortable with using technology. This could range from using modern Point of Sale (POS) systems to managing online booking platforms. A tech-adept team can significantly streamline operations and improve guest experiences.
The role of digital platforms
Online platforms such as marialogan.com have become invaluable for recruiting. Websites like LinkedIn, Indeed, and hospitality-specific job boards can widen your talent pool significantly. These platforms allow for targeted job advertisements and the use of algorithms to match candidates with the required qualifications and experience.
Targeted recruitment campaigns: Use these platforms to run targeted recruitment campaigns. By analysing data and trends, you can tailor your job advertisements to reach the ideal candidates. For instance, if you’re seeking a chef with expertise in Asian cuisine, you can use specific keywords and target geographical locations known for culinary excellence in that cuisine.
Building a talent pipeline: Utilise these platforms to build a talent pipeline. Even when you’re not actively hiring, engage with potential candidates, collect resumes, and build a database. This proactive approach can significantly reduce hiring time when a position does open up.
Harnessing social media
According to Springfield Castle, Social media’s potential in recruitment is often underestimated. It’s a window into your hotel’s culture and a platform to engage with potential candidates.
Showcasing Your Team: Regularly feature your current employees on social media. Share their stories, celebrate their achievements, and depict a day in their life at the hotel. This humanises your brand and makes it more attractive to potential applicants who are seeking a supportive and dynamic work environment. This approach also fosters a sense of pride and community among your existing staff, further enhancing your hotel’s reputation as a great place to work.
Interactive Engagement: Use social media to host Q&A sessions, virtual tours of your hotel, or live events where potential candidates can interact with your team. This interactive approach can pique the interest of potential candidates and give them a real feel for what it’s like to work at your hotel. More importantly, these activities provide a platform for direct communication, allowing candidates to get their questions answered in real-time, which can significantly boost their interest and engagement.
Creating an attractive employer brand
When it comes to recruiting for hotels, it’s beneficial to look at things from the perspective of your candidates. Instead of thinking exclusively about why you’d want to hire them, consider asking yourself why they’d want to work at your hotel.
Building Your Employer Branding: Your hotel’s employer brand is how the job market perceives you as an employer. A strong employer brand attracts high-quality candidates. This involves showcasing your hotel as a great place to work, highlighting benefits like career development opportunities, a positive work environment, and employee testimonials.
Boosting Employee Value Proposition (EVP): An EVP outlines what employees can expect in return for their skills and experience. This could include competitive salaries, training programs, career progression opportunities, and other unique benefits your hotel offers. A compelling EVP can set you apart from other employers in the hospitality sector.
Are you ready to build your dream team?
Successful recruitment in the hospitality industry requires a strategic approach. By understanding the unique needs of the industry, leveraging technology, creating an attractive employer brand, fostering a positive candidate experience, and investing in training and development, you can attract and retain the right talent for your hotel. Remember, your staff is your biggest asset. Investing in the right recruitment strategies is investing in the future of your hotel.