To attract qualified candidates, consider promoting job openings on industry-specific job boards and leveraging social media platforms. For in-person events like job fairs or visiting local hospitality schools or programs, send staff who people want to talk to at these events. Ideally, there’s a combination of entry level and aspirational roles at any in-person event. Ideally you can have your general manager and executive chef be there. If they can’t attend, then next in line would be hotel managers and sous chefs, along with cooks and front of house guest services employees. The goal is simple – attract people to career opportunities at your business. With just one click, Wizehire’s award-winning hiring platform enables you to increase the visibility of your job opportunity across 100+ job boards and attract a larger pool of qualified accommodations candidates.

While specific qualities may vary depending on the role, some important attributes to consider include excellent communication skills, customer service orientation, attention to detail, adaptability, and a positive attitude. You want to find team members that want to help. Gain objective insight into your candidate’s strengths, aptitude, and motivations with Wizehire’s exclusive DiSC+ personality assessment.

Your job postings should include a clear job title, a concise job description outlining if it is a full time or part time role. You should also list responsibilities and qualifications, information about your hotel or resort, compensation details, and clear instructions on how to apply. You need to make it clear that your business is an equal opportunity employer. Our team of Wizhire coaches will ensure your job posts and hiring process is optimized for your unique needs and is in compliance with any local, state, or federal laws.

To make your job postings stand out, emphasize unique selling points such as employee benefits, wellness, training programs, career development opportunities, and any distinctive aspects of your hotel or resort. The information about your business should include perks and accessibility initiatives. That’s why it’s critical to spend time developing employee value proposition and sharing it with every member of your team.

To streamline your hiring process, staying organized is a priority. The last thing you want to do is have good candidates fall through the cracks. Your hotel or resort must lean into technology, especially if you have multi-locations you are hiring for. Consider using an applicant tracking system (ATS) to manage applications, as well as software that automatically screens and assesses, and identifies the right person for your open roles. Our best-in-class platform can do all of this for you – watch this short 2 minute video. You’ll also want to conduct initial video or phone screenings before in-person interviews so you’re only spending your precious time on the right candidates. Wizehire’s comprehensive interview guides help you make the most of your time with each candidate.

Prepare a set of structured interview questions for the role you are hiring for. A room attendant and assistant manager interview will not be asked the same questions. Each role should have their own unique set of questions. Ask questions that give candidates an opportunity to showcase their skills and use behavioral-based questions to assess past experiences. And lastly, this one’s important – ensure a consistent and fair interview process for all candidates. Wizehire coaches are experts in recruiting teams for your business.

You or your human resources department must provide new hires with a comprehensive orientation that covers your hotel or resort’s policies, procedures, and expectations. Assign a mentor or buddy system to help them understand what they’re expected to do, and provide clear guidance and training materials. The onboarding process should be laid out as well. Make sure they are set up with their email, software, schedule, uniform, and everything else they need to be successful in the role on day one. Wizehire makes it easy to onboard new members of your team with a step-by-step onboarding guide, a growing suite of onboarding integrations, and an intuitive dashboard that enables you to manage your entire team in one place.

Offer both initial and ongoing training programs to enhance skills and knowledge. This could include customer service training, cross-training in various departments, and opportunities for career advancement.

It’s important to be familiar with local labor laws, anti-discrimination regulations, and any specific requirements related to employment eligibility verification, background checks, and minimum wage laws.

Depending on the role and location, certain positions may require certifications such as food handling permits, lifeguard certifications, or alcohol service licenses. Research local regulations to ensure compliance.

Implement strategies such as offering competitive compensation and benefits packages, fostering a positive work culture, providing opportunities for growth and advancement, recognizing and rewarding employees, and conducting regular feedback and performance reviews.

Consider implementing training programs, mentorship opportunities, and career progression plans for entry-level employees. Providing a clear path for advancement can increase retention and motivation.