The hospitality recruitment challenges are more critical than one might think. The hospitality industry fits within the wider service sector. In order to put the hospitality industry into view- the hospitality industry involves any business type that works on customer satisfaction as one of its root functions. And recruiting on this day is indeed a challenge to tackle. Hospitality recruitment is a term referred to finding and hiring the right job candidates for businesses. Some examples are resorts, casinos, restaurants, bars, and hotels. Hospitality recruitment has been affected by many challenges recently. Given the fact of COVID, HR recruiters and professionals are facing difficulties in hiring deserving candidates. Now, to understand the hurdles of hospitality recruitment, go through the guide below.
There are basically ten types of challenges that you can face in the hospitality recruitment department. However, every problem needs a solution, and we are here to guide you right through it. Let’s check them out one by one.
The first hospitality recruitment problem in this industry is getting suitable candidates. According to a recent analysis by the hospitality skills and workforce development charity People 1st, the industry will still require 993,000 workers by 2022, with 870,000 needed to replace current employees.
As a result, according to a recent study from The Caterer, the vast majority of hospitality firms are having more difficulty recruiting than ever! Almost 82 percent stated it was more difficult than at any other time in the past to find qualified employees.
If you require to get rid of this situation on an immediate basis, start enacting influential candidate sourcing methods. According to a British catering supplier Nisbets study, most candidates find jobs not on job boards but via reference. Here, you have a chance to utilize this situation to influence more and more candidates. In addition, you can also set up an influential employee referral program.
Recruiters frequently contact suitable applicants, making it difficult for your email to stand out. Furthermore, individuals with difficult-to-find abilities often explore many job offers at the same time. You will have to go above and above to persuade passive applicants to choose your organization over your competition.
When it comes to tackling the situation of attracting competent candidates, you need to dig up more information about them. You will need to dig up their demands and how they will be happy with your offer.
Research what inspires and makes a passive applicant happy in their job before contacting them. Using this information, tailor your sourcing emails to focus on what you can provide them rather than what they can do for your firm. After all, a candidate will be investing 8 to 9 hours of their life to make progress in your firm’s project. It is mandatory that you find a way to make their investment-worthy.
Hiring teams strive to fill vacancies as quickly as feasible since unfilled positions cost money and cause delays in operations. Making recruitment, however, can take many months depending on your business, putting strain on recruiters and irritating hiring teams. A shortage of qualified candidates may result in a delayed hiring process. The hiring process may be excessively lengthy, or hiring teams may be unable to reach an agreement, causing the finest prospects to seek employment elsewhere.
Examine your hiring process and ask yourself if all of the stages are truly necessary. Are we searching in the proper places for candidates to fill our pipelines? Do we communicate with applicants and each other quickly? All of these queries can be resolved with the help of recruiting metrics from the Applicant Tracking System.
When it comes to hiring for difficult-to-fill positions, it is natural to take a long time to hire. Explain this to the hiring teams and establish expectations from the start. Let them know what a reasonable deadline is, and emphasize the necessity of hiring carefully for positions where a poor hire could result in a large financial loss.
The rate of turnover in the hotel business is 2 to 3 times that of all other industries, according to the US Bureau of Labor Statistics. According to research conducted by the American Hotel and Motel Association, typical yearly staff turnover ranges from 60 to 300 percent.
Employees in the hospitality industry leave for a variety of reasons, the most important of which is the quality of the selection process.
The hiring procedure must guarantee that the candidate is both a good fit for the company culture and a good fit for the hospitality industry! To put it another way, you need to hire the best people by finding the right match. Using cultural fit interview questions, you'll be able to accomplish this.
Candidate experience is crucial not only for employer branding but also plays a role in how your best applicants evaluate your job offers. The way you handle candidates during the interview process reflects how you'll treat them once they've been hired. They're less likely to accept if they've experienced a poor encounter. Positive applicant experiences, on the other hand, can boost your employer's brand and inspire qualified individuals to apply for and accept your job offers.
Solution 1: Send communication expectations: tell candidates when they may expect to hear from you and, if you're using an applicant tracking system, set reminders and use email templates to keep your word. Throughout the hiring process, don't keep them in the dark.
Solution 2: Work closely with the candidates. If you have an in-person interview, make sure you provide them with all the information they need (like who to ask for and what to bring). Explain what to expect from the interview and what they should do next. Notify reception of their arrival and do not allow them to linger in the lobby.
Hiring teams must be able to communicate quickly, evaluate prospects quickly, and stay informed at all times. Recruiters are in charge of arranging all of this contact, which isn't always easy. Especially if the relationship between recruiters and hiring managers is poor, administrative duties (such as arranging interviews) can take time away from recruiters that may be better spent organizing the hiring process and providing a positive candidate experience.
Consider investing in an applicant tracking system (ATS) that allows your team to collaborate and view the status of the hiring process at a glance. Your team will be able to leave feedback and examine each other's remarks using this method. It'll also make some administrative jobs easier with built-in email templates, calendar integrations, and other features.
The hiring process in the hospitality industry might be a bit difficult to tackle. But with the right hospitality recruitment strategies, you can conquer any hurdle. To ease your hospitality recruitment procedure, visit our services at E Global Soft Solutions. Let our recruitment experts help you hire the talent your firm desires.
You can try these places to advertise your hospitality recruitment jobs for free:
The traditional route is perfect for hospitality recruitment. The employment section of the newspaper or industry magazine, or a job website is usually visited by dedicated job seekers. The traditional method has worked for a long time and still works.
Hospitality recruitment must be business-driven. It is because hotels compete to facilitate their guests with attractive offers and additional benefits. And a brand can only establish its name when they have good service throughout its stay. So, hospitality recruitment is responsible for how your brand is represented in front of guests.