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Talent Acquisition

7 Ways to Develop an Accommodations Talent Pipeline

When it comes to talent acquisition for accommodation brands, the landscape is very competitive. In a recent survey by the American Hotel and Lodging Association (AHLA), more than 80% of respondents say they’re experiencing staffing shortages, with housekeeping roles being the hardest to fill. Hotel owners, executives, and hiring managers who want to find exceptional […]

When it comes to talent acquisition for accommodation brands, the landscape is very competitive. In a recent survey by the American Hotel and Lodging Association (AHLA), more than 80% of respondents say they’re experiencing staffing shortages, with housekeeping roles being the hardest to fill.

Hotel owners, executives, and hiring managers who want to find exceptional hospitality talent with the right skills and experience can no longer stick to the status quo. Instead, you need a fresh approach to recruitment that will make it easier to engage with top talent, allowing you to find the best people for your hotel or resort. Create an accommodations talent pipeline.

Here are 7 ways hiring managers can break free from traditional recruitment methods, uncover hidden gems, and build a remarkable team of hospitality talent. 

Promote your openings on job boards — and beyond

In today’s competitive landscape, it’s not enough to simply post on a job board and move on. Take it to the next level. To build a talent pipeline, you need to share your job openings on multiple platforms — beyond just job boards.

Social media is an obvious choice. Channels like Facebook, Twitter, and Instagram are all great places to share openings and posts that show off your company culture and employee testimonials. (More on that later.)

But you can also go above and beyond by finding the places where your ideal candidates spend time online. Look for Facebook groups and Reddit forums devoted to the accommodation and hospitality communities. Here, you can build relationships with potential hotel talent who will deliver experiences your guests want and deserve. 

Go back to school

There’s a very strong chance your future employees are enrolled in culinary schools, hospitality colleges, or other training programs. By partnering with these specialized institutions, you can find aspiring talent who are eager to put their new skills to work. 

Consider creating an internship program or working with a school to allow students to earn credit for their work experience.

Find people who want alternative schedules

Another perk of working with schools is finding talent with flexible schedules. Students aren’t the only ones available to work night, weekend, and seasonal shifts. Teachers, professors, and other educators may be open to earning extra money during summer, winter, and spring breaks. 

And don’t forget retirees. Today’s workers are staying on the job longer than ever. Some continue to work to earn extra money in retirement. Others just simply enjoy staying active and connected. By targeting non-traditional candidates in unexpected places, you can tap into a diverse talent pool and find potential employees who are eager to provide a positive guest experience. 

Highlight your company values

Today’s candidates are looking for more than just a paycheck. They want to work for companies whose values represent their own. 

Accommodations can speak to these needs by promoting their commitment to Environmental, Social, and Corporate Governance (ESG) issues. For example, Kimpton Hotels and Restaurants supports a variety of groups including Trans Can Work and The Mom Project. While Hilton’s diversity efforts have landed it on the list of Fortune’s 100 Best Companies to Work For. 

Show off your people

One creative way to highlight your company’s values is to show off how much your current employees enjoy their jobs. Employee spotlights, behind-the-scenes tours, and other day-in-the-life content can help potential candidates picture themselves working at your company. 

Consider letting current employees take over your social media channels for the day. Or host an employee talent show or other special event. This creates social media content that attracts potential guests — and exceptional talent. 

Promote your perks

Hotels have quite the advantage when it comes to employee perks. Go beyond just offering a free shift meal and consider incentives like discounted experiences and lodging for employees and their families. You can also partner with other accommodation and hospitality brands to create incentive programs. 

Promote these perks in your job postings to attract more candidates. Added bonus, many of these discounts and benefits may help you save money on taxes as they’re often viewed as nonpayroll compensation. Talk to your tax professional to learn more. 

Harness cutting-edge hiring technology and strategies

If you follow the tips above, you’ll likely have a lot of applicants vying to work for you. To streamline the accommodation hiring process, invest in tools that will make it easier to organize and sort applications and collaborate with stakeholders throughout the entire hiring process — all from one simple interface. 

Wizehire’s recruitment platform allows you to easily organize applicant data, uncover hidden gems in your talent pool, and screen candidates to find the perfect fit for your business.

To learn more about the latest trends in accommodations recruitment, register for our upcoming webinar on August 22, 2023 at 2pm ET/ 11am PT.

Author

Helen Anne Travis

Find your people. Grow your team. Meet your Wizehire.