Let's face it: finding qualified and motivated staff in the hotel and tourism industry has become a’epic undertaking. Between the “the great escape” post-pandemic, the seasonality that puts to the test the continuity and the new skills required by the digital market, the Recruiting it is probably one of the thorns in the side of the most painful for each manager d’hotel. Six d’agreement?
The truth is that you can't afford to be wrong selection. A person does not fit in a key role – both at the reception, in the dining-room, to the plans or in the sales – it can cost very dear, not only in economic terms, but especially in terms of reputation and customer satisfaction. A smile forced, a response is rude, an error in the management of a hotel reservation or a’complaints can frustrate all the efforts made in marketing and communication.
But how do Recruiting effective today? Not enough to post an advertisement, and hope that it reaches the perfect candidate. We need a strategy. We need to understand exactly what skills you're looking for, not only technical know how to use the management software X? speak the language Y?) but also in the transversal problem solving, empathy, the ability to work under stress, and customer orientation). Need to know where search for talents, which are not always on traditional channels.
Think of how much has changed the role of the receptionist, for example. Today is not only the one who does express check-in, but it is the first ambassador of your hotel, a travel consultant, a seller discreet, a manager of a small crisis. Search for a receptionist today means looking for a “the director of the’experience for a guest”. Your selection process is aligned to this complexity?
And what of the revenue manager? Not enough to know how to tinker with the rates. Serves a strategic vision, analytical ability, a deep understanding of the market and online distribution. Find a figure of this kind requires an approach to recruiting targeted, perhaps through head hunting, or channels specialized in the tourism sector.
Rely on those who have specific experience in recruiting for the hotel and tourism can make all the difference. It means having access to a network of candidates already profiled, use selection methods more effective for evaluating not only HP but also the attitudes, and save precious time to devote to the management of your business. Because remember: the right people are not a cost, but the engine that allows your hotel to accelerate and stand out in the market. Are you investing enough in search of your future talent?