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New Norms in Hospitality Hiring

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The hospitality industry, known for its vibrant spaces and travel adventures, underwent a significant shift due to the global pandemic. During this transformative period, HR departments played a pivotal role in adapting to the changing landscape. Traditional hiring methods changed, embracing virtual evaluations and technology for assessing candidates. Beyond skills, adaptability and resilience became key factors. There was also a heightened focus on diversity and inclusion initiatives.  Reshaping the workforce has become crucial, leading to a reevaluation of HR approaches.

Shifting Job Functions and Skills

The pandemic accelerated the evolution of job roles within the hospitality sector. Cross-training became pivotal, allowing employees to diversify their skill sets, making them versatile in handling various tasks and enhancing operational flexibility. Roles like hygiene managers, health ambassadors, and digital concierges emerged, catering to the heightened focus on cleanliness, health, and technology integration.

Remote Work Opportunities

While hospitality traditionally thrived on in-person interactions, the pandemic ushered in the acceptance of remote work in certain operational facets. Administrative roles, marketing, and even some aspects of guest services found a new realm in remote work, offering flexibility and cost-saving opportunities for both employees and employers.

Health and Safety Precautions

Health and safety took center stage, leading to the implementation of rigorous protocols. HR departments spearheaded comprehensive training programs ensuring staff compliance with sanitation measures, health screenings, and upholding stringent safety standards. Additionally, employee well-being programs and mental health support mechanisms gained prominence, acknowledging the toll of the crisis on individuals.

Redefining Guest Interactions

Adaptation didn’t stop at internal operations; it extended to guest experiences. Hospitality businesses pivoted towards contactless services, mobile check-ins, and augmented reality tours. HR departments played a crucial role in training employees to deliver personalized, yet socially distanced, guest experiences, striking a delicate balance between warmth and safety.

The hospitality industry’s post-pandemic phase saw fundamental shifts in HR practices. Agility, empathy, and adaptability became central themes. The lessons learned during this period will shape HR strategies, ensuring a more resilient and inclusive workforce.  As the industry embraces changes and moves towards recovery, these evolving HR practices promise to redefine hospitality in the new normal, offering a more dynamic and sustainable future.

Revitalizing Hospitality Hiring: Strategies to Attract Top Talent in 2024

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Revitalizing hospitality hiring goes beyond the traditional job ad.  In 2024, hiring demands a fresh approach to attract and retain top talent.  It’s about creating an appealing narrative, leveraging technology, and showcasing a workplace that prioritizes growth, inclusivity, and a positive work culture. The focus is on not just hiring top talent but also retaining them by providing an environment where they can thrive and contribute meaningfully.  Here are seven strategies tailored for the hospitality sector that focus on innovation and effectiveness.

1. Employer Branding Reinvention

Start by crafting a compelling employer brand that transcends traditional job postings.  Showcase company culture, career growth opportunities, and commitment to employee well-being.  Social media video content, employee testimonials, and interactive recruitment events can bring this brand to life.  Engage with potential candidates through live Q&A sessions or virtual tours.  Be sure to emphasize the unique experiences and learning prospects available within your establishment.

2. Personalized Guest Experiences for Recruitment

Have you considered turning the guest experience into a recruitment tool?  Invite potential hires to spend a day in the environment, engaging with staff and experiencing the culture firsthand.  This immersive approach allows candidates to envision themselves working within the establishment and fosters a sense of belonging.

3. Collaborative Hiring Events

Be a trailblazer and organize industry-wide or community-oriented hiring events where multiple hospitality brands participate. This collaborative approach not only pools talent but also showcases the vibrancy of the industry. It fosters a sense of community among candidates and allows for cross-brand exposure.

4. Tech Integration for Seamless Processes

Maybe it’s time to implement tech-driven recruitment processes. Use AI-powered platforms for initial screenings, chatbots for candidate queries, and virtual reality simulations to assess skills in a simulated environment. These innovations streamline hiring while showcasing your commitment to cutting-edge practices.

5. Emphasis on Career Development

It is vital to highlight robust training programs and career development opportunities. Create a clear trajectory for advancement within the organization, emphasizing continuous learning and skill enhancement. This not only attracts top talent but also retains them by showing a commitment to their growth.

6. Flexibility and Work-Life Balance

Let’s all acknowledge the changing dynamics of work preferences.  Potential candidates are seeking offers that include flexible work schedules, remote work options where feasible, and a focus on work-life balance. Emphasize the importance of well-being programs, mental health support, and inclusive policies to create an attractive work environment.

7. Sustainability and Social Responsibility

Many top talents seek workplaces aligned with ethical values.  Demonstrate a commitment to sustainability and social responsibility by showcasing eco-friendly initiatives, community involvement, and ethical business practices.  This in turn will attract individuals who share similar values.

Navigating the Talent Shortage: Strategies for Hiring in a Competitive Market

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In today’s dynamic hospitality landscape, one of the most pressing challenges faced by organizations is the shortage of qualified talent. Industries across the board are grappling with a scarcity of skilled professionals, making the hiring process more competitive than ever. By understanding the challenges faced by businesses in attracting qualified talent and implementing creative recruitment strategies, organizations can not only survive but thrive in a competitive market. In this post, we delve into the intricacies of navigating the shortage and explore effective strategies for hiring in a fiercely competitive market. In the face of the talent shortage, adaptability and strategic thinking will be the driving forces behind successful recruitment efforts.

The Talent Shortage Dilemma

The talent shortage is a multifaceted problem arising from factors such as rapid technological advancements, evolving skill requirements, and demographic shifts. Businesses, particularly in industries with specialized skill sets, find themselves in a constant battle to attract and retain qualified individuals. This shortage poses a threat not only to immediate recruitment needs but also to long-term growth and sustainability.  Here are the top three challenges in attracting qualified talent:

1. Skill Mismatch: As industries evolve, the demand for specific skills rises. However, the education system and workforce often struggle to keep pace, leading to a significant skill mismatch.

2. Changing Workforce Dynamics: The preferences and expectations of the workforce are changing. Millennials and Generation Z, for example, prioritize factors like work-life balance, career development, and a sense of purpose in their professional lives.

3. Increased Competition: With businesses expanding globally and embracing remote work, the pool of talent has become more accessible. Simultaneously, it has intensified competition as organizations vie for the same skilled individuals.

6 Effective Recruitment Strategies

1. Embrace Remote Work: In a world where remote work has become the norm, offering flexible work arrangements can significantly broaden the talent pool. Highlighting a commitment to work-life balance can make your organization more attractive to potential candidates.

2. Invest in Training and Development: Instead of solely relying on external talent, consider investing in training and upskilling programs for existing employees. This not only addresses the skill shortage but also fosters loyalty among the workforce.

3. Utilize Social Media and Employer Branding: Leverage the power of social media platforms to showcase your company culture, values, and success stories. A strong employer brand can set your organization apart, making it more appealing to prospective employees.

4. Streamline the Application Process: Simplify and expedite the application and interview process. Lengthy and complicated procedures can deter qualified candidates from pursuing opportunities with your organization.

5. Offer Competitive Compensation and Benefits: While it may seem obvious, ensuring that your compensation packages are competitive is crucial. Additionally, consider non-traditional benefits such as flexible schedules, wellness programs, and professional development opportunities.

6. Cultivate a Diverse and Inclusive Workplace: A diverse and inclusive workplace not only attracts a broader range of talent but also contributes to a more innovative and dynamic work environment. Highlight your commitment to diversity and inclusion in your recruitment efforts.

10 Proven Strategies for Effective Hospitality Recruitment to Build a Winning Team

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In the world of hospitality, success is intricately linked to the quality of the team you build. A team that embodies skill, dedication, and a passion for service can transform a good establishment into an exceptional one. However, assembling such a team requires a thoughtful recruitment strategy that goes beyond merely filling positions. To achieve greatness in hospitality, here are ten proven strategies for effective recruitment that can help in building a winning team.

1. Define Your Culture and Values

Clearly articulate your company’s culture, values, and mission. This clarity serves as a guiding light, attracting individuals who resonate with your vision. Highlight your commitment to customer service, teamwork, innovation, and any other core values that define your establishment.

2. Craft Compelling Job Descriptions

Job descriptions should not only outline roles and responsibilities but also convey the culture and expectations of your establishment. Use language that reflects your brand’s personality and the qualities you seek in potential team members.

3. Leverage Technology and Social Media

Embrace technology and social media platforms to reach a wider pool of candidates. Utilize professional networks like LinkedIn, industry-specific job boards, and your social media channels to promote openings and engage with potential candidates.

4. Implement Rigorous Screening Processes

Develop a multi-step screening process to assess candidates thoroughly. Incorporate interviews, skill assessments, and scenario-based questions to evaluate technical skills, cultural fit, and problem-solving abilities.

5. Prioritize Soft Skills and Attitude

While technical skills are essential, placing emphasis on soft skills and attitude is equally crucial in the hospitality industry. Look for candidates with strong communication, adaptability, empathy, and a genuine passion for serving others.

6. Offer Training and Development

Invest in continuous training and development programs. This not only enhances the skills of your team but also demonstrates your commitment to their growth, fostering loyalty and motivation among employees.

7. Encourage Referrals and Internal Growth

Encourage employee referrals by incentivizing current staff to recommend suitable candidates. Additionally, prioritize internal growth by offering opportunities for career advancement within the organization.

8. Conduct Trial Periods or Working Interviews

Consider implementing trial periods or working interviews to observe candidates in action. This hands-on approach can provide valuable insights into their capabilities and compatibility within your team.

9. Maintain a Positive Candidate Experience

The recruitment process is an opportunity to create a positive impression, regardless of the outcome. Ensure timely communication, provide constructive feedback, and treat all candidates with respect and professionalism.

10. Evaluate and Adapt

Continuously evaluate your recruitment strategies. Analyze turnover rates, employee satisfaction, and performance metrics to identify areas for improvement and adapt your approach accordingly.

Building a winning team in hospitality is an ongoing process that requires dedication, patience, and a keen eye for talent. By implementing these proven strategies for effective recruitment, you can attract, retain, and develop a team that not only meets but exceeds the expectations of your guests, creating memorable experiences that define your establishment.

Remember, the strength of a hospitality business lies not just in its amenities or services but in the people who bring it all to life—the exceptional team that embodies the spirit of hospitality and service excellence.

Hiring a Restaurant Manager: Keys for Success

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A successful restaurant hinges not only on its delectable cuisine but also on the leadership steering its operations. A competent restaurant manager is the linchpin in orchestrating a positive dining experience and boosting profitability. So, how do you find the right person to entrust this pivotal role to?  By focusing on a candidate’s skills, attitude, leadership abilities, and alignment with your restaurant’s culture, you can find a manager who not only sustains but elevates your business. Embrace the process, trust your instincts, and choose someone who embodies the essence of exceptional hospitality and managerial finesse.  Check out these nine invaluable tips to guide your hiring process.



  1. Define Your Expectations Clearly

Outline the specific responsibilities, skills, and qualities you seek in a manager. Consider their expertise in handling finances, staff management, customer service, and understanding of the culinary industry. The goal is to find out if they are capable of fostering a vibrant dining atmosphere while maintaining operational efficiency.

 

  1. Experience Matters, But Attitude Counts More

While experience is crucial, attitude and adaptability are paramount. Look for a candidate who not only boasts experience but also demonstrates a passion for the industry and a willingness to learn and adapt to your restaurant’s unique ethos.

 

  1. Cultural Fit and Leadership Skills

A successful restaurant manager should align with your restaurant’s culture and embody leadership qualities. Assess their ability to motivate and lead a team, handle pressure gracefully, and communicate effectively. A manager who can inspire and guide their staff positively contributes significantly to a restaurant’s success.

 

  1. Test Their Problem-Solving Skills

Restaurant management is rife with challenges. Present scenarios or case studies during the interview to gauge their problem-solving abilities. Ask questions such as: How do you handle conflicts among staff? How would you address declining customer satisfaction? Their approach to these hypothetical situations can reveal their managerial prowess.

 

  1. Assess Customer Service Orientation

The heart of any successful restaurant lies in exceptional customer service. A skilled manager should prioritize customer satisfaction and possess a keen understanding of guest needs. Evaluate their track record in ensuring a seamless and delightful dining experience for patrons.

 

  1. Financial Decisions

An effective manager should be financially astute. They should be proficient in cost control, budgeting, inventory management, and identifying opportunities to enhance profitability without compromising quality.

 

  1. References and Background Checks

Don’t underestimate the importance of references and background checks. Speak with previous employers or colleagues to gain insights into the candidate’s work ethic, performance, and compatibility in a team environment.

 

  1. Trial Period or Project

Consider a trial period or a project-based assignment before finalizing the hiring decision. This allows you to observe their skills in action within your restaurant’s setting and assess their compatibility with the team.

 

  1. Stay Open to Innovation

A prospective manager who brings fresh perspectives and innovative ideas to the table can breathe new life into your establishment. Look for candidates who demonstrate a willingness to innovate while respecting the restaurant’s core values.

Navigating the Post-Pandemic Hospitality Job Market: Opportunities and Challenges

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The hospitality industry has always been a vibrant and dynamic sector, providing numerous job opportunities and contributing significantly to the global economy. However, the COVID-19 pandemic brought unprecedented challenges, causing widespread disruptions and reshaping the landscape of the hospitality job market.  The industry’s resilience and ability to innovate will ultimately determine its path to a brighter future.  Moving forward from the pandemic, it’s crucial for both job seekers and employers to understand the opportunities and challenges that lie ahead.  By navigating these opportunities and challenges thoughtfully, the hospitality industry can emerge stronger, more vibrant, and better equipped to meet the needs of a new era.

Current Opportunities for Job Seekers

1. Pent-Up Demand: With people eager to travel, dine out, and experience new adventures, there is a surge in demand for hospitality services. As travel restrictions ease, hotels and restaurants are experiencing an uptick in bookings, driving the need for staff across various roles.

2. Innovative Roles: The pandemic has accelerated the adoption of technology in the hospitality industry. Job seekers with skills in digital marketing, data analysis, and online customer service will find themselves in high demand as businesses look to enhance their online presence and provide contactless services.

3. Flexible Work Options: The shift towards remote work during the pandemic has shown the industry that certain roles can be performed off-site successfully. Job seekers may find opportunities for flexible work arrangements, especially in roles related to marketing, sales, and administrative tasks.

4. Health and Safety Specialists: The importance of maintaining strict health and safety standards has become paramount. Job seekers with expertise in health and safety protocols and pandemic preparedness will be highly sought after by employers seeking to reassure guests and ensure compliance with regulations.

Challenges for Job Seekers

1. Competition: With many laid-off employees returning to the job market, competition for positions may be fierce. Job seekers need to stand out by showcasing their adaptability, flexibility, and commitment to delivering exceptional customer experiences.

2. Skill Shift: The pandemic has reshaped the industry, leading to the emergence of new roles and skill demands. Job seekers who wish to stay relevant may need to upskill or reskill to meet the changing requirements of the sector.

3. Emotional Well-being: Working in the hospitality industry can be demanding, and the pandemic has added a layer of stress and uncertainty. Job seekers must be prepared to manage the emotional challenges associated with working in a rapidly changing environment.

Current Challenges for Employers

1. Staffing Shortages: As the industry rebounds, employers may struggle to find skilled workers to fill vacant positions. It will be essential to attract and retain top talent through competitive compensation packages, professional development opportunities, and a positive work culture.

2. Health and Safety Compliance: Maintaining health and safety protocols while delivering a seamless guest experience is a delicate balancing act. Employers must invest in training and resources to ensure staff are well-equipped to handle the challenges of the post-pandemic world.

3. Digital Transformation: Embracing digital technology is crucial for staying competitive in the evolving hospitality landscape. Employers must invest in digital tools and platforms that enhance customer experiences and streamline operations.

Evolving Roles and Skills in Demand

The pandemic has accelerated the need for certain roles and skills within the hospitality industry. Job seekers need to adapt and acquire new skills.  Some of the evolving roles include:

1. Digital Marketing Specialists: As businesses pivot towards online marketing, professionals who can craft effective digital campaigns and leverage social media platforms to attract guests are in high demand.

2. Data Analysts: Data-driven decision-making is becoming increasingly vital in the hospitality sector. Data analysts can help businesses gain insights into customer preferences, optimize pricing, and improve operational efficiency.

3. Customer Experience Managers: Providing exceptional customer experiences will be a differentiating factor for businesses. Customer experience managers are responsible for ensuring guests have memorable stays and positive interactions with the brand.

4. Remote Event Coordinators: Virtual events gained popularity during the pandemic, and businesses now see the potential for hybrid or fully remote events in the future. Remote event coordinators play a crucial role in organizing and executing these gatherings.

The Role of Technology in Modern Hospitality Recruitment

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The hospitality industry is known for its fast-paced, dynamic nature, and finding the right talent to meet its evolving demands can be a challenging task. Technology has fundamentally transformed hospitality recruitment, making it more efficient and candidate-centric. From streamlining the hiring process to enhancing the candidate experience, technology has become an indispensable tool for modern hospitality recruitment.  In this blog post, we will explore the significant role that technology plays in reshaping the hospitality recruitment landscape and discuss the various ways it has improved the process for both employers and job seekers.

1. Digital Job Platforms

One of the most noticeable changes in the hospitality industry’s recruitment landscape is the emergence of digital job platforms and job search engines. These platforms have revolutionized the way candidates search for job opportunities and how employers connect with potential talent. For job seekers, platforms like LinkedIn, Indeed, and specialized hospitality job boards offer a vast array of job listings, making it easier to find relevant positions and research potential employers. Employers can use these platforms to post job openings, search for qualified candidates, and connect with passive job seekers.

2. Applicant Tracking Systems (ATS)

Applicant Tracking Systems are software solutions that automate and streamline the recruitment process. These systems allow recruiters to manage and organize candidate information, track the progress of job applications, and screen resumes more efficiently. For hospitality businesses, ATS can save valuable time and resources, helping them identify the best-fit candidates quickly. Additionally, ATS tools often include features like automated interview scheduling and candidate communication, improving the overall candidate experience.

3. Video Interviews

The use of video interviews has gained traction in hospitality recruitment, allowing hiring managers to assess candidates remotely. This technology not only minimizes the need for candidates to travel for interviews but also offers more flexibility in scheduling. Video interviews can be pre-recorded or conducted in real-time, providing valuable insights into a candidate’s communication skills, professionalism, and overall suitability for a role.

4. Virtual Reality (VR) and Augmented Reality (AR)

Virtual Reality and Augmented Reality are not just for gaming or entertainment. In hospitality recruitment, VR and AR technologies are used to create immersive experiences for candidates. Prospective employees can take virtual tours of hotels, restaurants, and other hospitality establishments to get a feel for the workplace before they apply or accept an offer. This can significantly reduce turnover rates by ensuring that candidates have a clear understanding of the work environment.

5. Data Analytics

Data analytics has become a critical component of modern hospitality recruitment. HR professionals use data-driven insights to identify hiring trends, evaluate the effectiveness of recruitment strategies, and make informed decisions. For example, analytics can help determine which sourcing channels are most successful in attracting quality candidates or identify areas where the hiring process can be optimized for efficiency.

6. AI and Machine Learning

Artificial Intelligence (AI) and Machine Learning have enabled recruiters to automate repetitive tasks and make more data-driven decisions. Chatbots and virtual assistants can answer candidate questions and guide them through the application process 24/7. AI-powered algorithms can analyze resumes and match candidates with job descriptions, reducing the time it takes to find the right candidates for a role.

7. Social Media and Employer Branding

Social media platforms play a crucial role in modern recruitment, as they allow employers to showcase their brand and engage with potential candidates. Hospitality businesses can use social media to share their company culture, highlight their employees’ experiences, and create a strong employer brand. This, in turn, attracts candidates who resonate with the company’s values and culture.

In recent years, technology has played a pivotal role in transforming the way hospitality recruitment operates. From digital job platforms and AI-driven solutions to virtual reality experiences and data analytics, technology has given hospitality businesses the tools they need to attract, assess, and retain top talent in a highly competitive industry. Embracing these technological advancements is essential for staying ahead in the modern hospitality job market and ensuring the best possible fit between employers and candidates.

3 Reasons to Adopt Workforce Technology

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Staffing shortages are placing a tremendous burden on managers and employees.  And are impacting the customer experience.  Many restaurant employees are tossing in the towel because they are overworked and under supported.  Recruiting and retaining workers continues to be a struggle.  To overcome these challenges, restaurant owners and managers must adopt a centralized, user-friendly workforce technology.  Implementing technology driven employee experiences offer benefits like employee retention and improved customer service. 

Here are our top 3 reasons to invest in workforce technology.

  1. Close Gaps in Employee Experience

Prioritizing the Employee Experience has never been more important.  As staffing shortages continue to rise nationwide, retention of frontline workers is crucial.  Adopting a technology-driven, user-friendly employee experience can provide the support and empowerment your workers are seeking.  Consider using or upgrading your internal technology to fill operational gaps.  Take time to examine how technology could aid communication, employee training, and upward mobility.  Start with something as simple as posting menu information and announcements.  Using internal technology here allows employees to stay up to date without checking a bulletin board as they fly in or out the door.  Employees can check the announcements as they commute to work or learn about new items before their next shift.  This will equip your employees to do their job and remain present when helping customers.  

  1. Streamline Operations

Manual reporting is tedious, time consuming and out of date.  Not to mention prone to errors.  When you are short-staffed, having areas that are digitized and automated can increase employee productivity and can take the burden off you and your managerial staff.  HR tasks such as scheduling and finding people to fill last-minute shifts can be fulfilled by an automated system leaving you time to support employees and tend to customer needs.  Investing in an all-in-one virtual workspace not only increases efficiency, but creates a transparent work culture, houses online training modules, and offers essential task management.  The goal of operational efficiencies is to make frontline worker’s jobs easier.  Having access to a strong workforce technology allows your employees to do more with less.

  1. Improve Customer Experience

When the employee experience suffers, the customer experience suffers as well.  Customer loyalty is a huge factor in long-term growth of your business.  It all centers around training and support of your employees.  Stressed employees are slower to complete tasks, and quicker to ignore customers.  Whereas, supported staff tend to be efficient at tasks and offer quality customer service.  When you have negative customer experiences, you receive bad reviews which jeopardizes your long-term success.  Investing in technology that can better train and support your staff trickles down and improves the customer experience.