The Hospitality industry is not like other industries. There is a huge amount of overlap between roles. The Hospitality industry is probably the only industry that needs almost every single type of job roles. From Chef to engineers; from waiters to designers; from gardeners to Software engineers and almost every other job. This makes life pretty difficult for the hospitality recruiters as with a limited budget they need to have the best from a huge option pool. Add the huge staff turnover and that’s double trouble. In this post, we have tried to make life little easier for the recruiters by listing a few recruitment hacks for the hospitality recruiters.
Let’s fist quickly discuss the key recruitment challenges faced by hospitality recruiters. The Below image from the post published on Medium expresses the same quite well.
As per the research, 82% of the hospitality recruiters are finding it even more difficult to find the right fit for the vacancies. Plus, retaining top hospitality talent is even more difficult.
Our guide on Attracting, hiring and retaining the best hospitality candidates covers these in further details.
Now, let’s get to the recruitment tips for the hospitality recruiters.
8 Useful Hospitality Recruitment Tips
Hiring hotel management candidates right from campus is another art and few useful hospitality recruitment tips are provided in one of our other posts that provides recruitment tips for hiring hospitality students.
Here are the tips to help you develop a more robust and better hospitality recruitment process.
Use Automation Efficiently
A good hospitality recruitment strategy involves a lot of preparation. Data and analytics help in devising a good action plan to hire the best hospitality talent.
Data is used to forecast employee requirement, assess the turnover rate, requisitions and various other things.
However, automation by using technology has now made proper inroads to the recruitment processes across industries. From screening CVS to training employees and a lot more is being handled using Artificial intelligence.
Hospitality recruiters must use AI efficiently to help them with the recruitment process especially when they are recruiting in bulk.
AI can be extremely useful in a lot of processes as the below image by Talentnow displays.
There are a lot of free AI tools readily available for all the task mentioned in the image above.
Feel free to experiment with a few of them to reduce the excess load of recruitment.
2. Know the Platforms where most of the hospitality Job seekers are
Most of the Hospitality job seekers are still on Facebook with LinkedIn covering good ground.
WhatsApp groups have also gained in popularity as far as hospitality recruitment is concerned.
A lot is being said about the Job boards. Most of the new age recruitment experts suggest that Job boards would soon be out of the recruitment ecosystem.
However, the hospitality industry continues to use job boards because of the decentralised hospitality network.
The diverse pool that hospitality recruiters need to fulfil their vacancies still reside with the job portals.
While the job boards have become less popular, it will continue to be effective for Hospitality recruiters for a few more years at least.
So, before you start looking everywhere else, look at a few popular hospitality job portals. With the help of technology, these job portals are now more effective and useful now.
3. Promote your Company’s Brand Effectively
Sounds obvious, isn’t it?
It is one of the simplest recruitment hacks for hospitality recruiters. However, most of the recruiters don’t even think about it.
You would say why do you need employer branding when you are recruiting for let’s say one of the top hospitality companies. Yes, you would enjoy the name of the big brand but possibly there are thousands of other hotels which enjoy the same brand reputation.
According to research by LinkedIn, it’s the employer brand that gives you maximum attention as far as the job seekers are concerned.
Image Courtesy- Talentlyft
In order to promote your company’s brand, all hospitality recruiters must highlight the uniqueness of the company, the intangibles that make the brand superior to the competitors. This helps in an immediate increase in quality and quantity of applications.
There are multiple other ways in which your sales and digital marketing team can help in brand awareness. That will cut short some of the heavy lifting for the hospitality recruiters.
4. The power of Job description
A lot of hospitality recruiters still undermine the importance of job description.
A clear and concise job description does not only help job seekers to identify best matching opportunities but also help recruiters do a bit of screening.
It is useful to mention pre-requisites within the job description.
It is important to highlight compensation, mission, requirements and other details as mentioned below. A good job description invites good applications and does a lot of pre-screening. Thus, a little effort, in the beginning, keeps giving you ample returns in the long run.
Image Courtesy- LinkedIn
The power of job description is unexplored by a lot of hospitality recruiters. It is one of the most useful recruitment tips for hospitality recruiters for receiving better applications.
5. Social Media holds the key to Success for Hospitality Recruiters
Social Media has evolved over the years and while these platforms are struggling to tackle fake news, various platforms have helped professionals create useful connections.
LinkedIn has become a professional social networking platform that is helping job seekers and employers alike.
Networking effectively is one of the highly beneficial recruitment hacks for hospitality recruiters. Social media gives all the recruiters a convenient medium to create and then manage huge networks which they can leverage for sourcing candidates in real time.
6. Use Referrals
Every recruiter knows about this hack but most of them don’t care to use it effectively.
Exploring the referral network can have a multiplier effect.
Using referral is even more beneficial in the hospitality industry due to its decentralised but a well-knit hospitality community.
One of the important hospitality recruitment tips is to create a robust referral mechanism which rewards those who provide referrals and if required also provides privacy to the referrer.
If your organisation doesn’t have an employee referral programme as yet, it’s a good time to start one.
Social media referrals are equally useful when looking to recruit candidates in the hospitality industry. The key to success on social media is to help others find a lead and one can expect favours in return.
7. Create a few Viral Videos
This is one of the creative hospitality recruitment tips that is still not popular within the hospitality industry.
Typsyblog suggests that creating viral videos must be a part of the hospitality recruitment strategy now given the importance of videos on all social media channels.
These videos can be about the job culture, orientation, a day in the life of the employee or something more generic. This increases the visibility of the employer and confidence of applicants.
8. Shorten the Hospitality Recruitment Cycle
One of the most crucial hospitality recruitment tips is to set up a timeline for an end to end recruitment.
The hospitality recruitment cycle can be cumbersome at times with multiple steps between receiving an application to the final hiring. The whole process has to be shortened as this would benefit both job seekers and recruiters.
The lifecycle of Hospitality recruitment involves the below steps predominantly:
- Preparing (includes job posts)
- Hiring / Onboarding
It is important to cut time spent on Screening and selecting which at times get too lengthy for hospitality companies. Every day of time saves here means task cut out for the recruiters and happier employees.
Here you go, some of the useful recruitment hacks for the hospitality recruiters.
Hope these tips would help hospitality employers make better hospitality recruitment strategy.
Also, the industry that suffers due to a huge turnover rate must ensure a few welcome changes in the overall recruitment strategy.
An employee first approach can help. A few hotel chains have already started treating employees as internal customers in real terms.
Happy employees mean happier customers and maximum profits. A win-win for all.