How to find personnel for your hotel

Finding the right staff for your hotel requires a strategic approach to ensure you hire people who align with your brand, have the necessary skills, and will contribute positively to the guest experience. Here’s a step-by-step guide to finding and hiring hotel staff:

1. Define Job Roles and Requirements

Clearly outline the roles you need to fill (e.g., front desk staff, housekeeping, food and beverage staff, concierge, maintenance). For each position, define:

• Job title
• Responsibilities
• Required qualifications (education, experience, certifications)
• Desired skills (communication, problem-solving, customer service)

2. Use Multiple Recruitment Channels

To reach a wide pool of candidates, utilize various platforms:

• Job boards: Post job ads on popular job sites like Indeed, Glassdoor, or LinkedIn.
• Hospitality-specific platforms: Websites like Hcareers, Caterer.com, or Hospitality Online specialize in hospitality roles.
• Social media: Use LinkedIn, Facebook, or Instagram to post job openings and promote your hotel as a great place to work.
• Recruitment agencies: Hospitality recruitment firms can help you find skilled workers quickly, especially for senior or specialized positions.
• Your hotel's website: Ensure there’s a “Careers” section on your site where potential applicants can submit resumes.
• Local colleges and universities: Partner with hospitality schools or colleges that offer tourism and hotel management programs to find interns or recent graduates.

3. Tap into Employee Referrals

Encourage current staff to refer candidates they think would be a good fit. You can offer referral bonuses as an incentive. Employees often know people with similar skills and may recommend strong candidates.

4. Host Hiring Events

• Job Fairs: Participate in or host a job fair in your area, targeting hospitality workers.
• Open House: Invite potential candidates to visit your hotel and learn about the available roles.
• Virtual job fairs: These allow you to meet candidates online, which is useful if you're hiring remotely or want a broader reach.

5. Leverage Local Connections

1. Partner with local hospitality associations, tourism boards, or chambers of commerce.
2. Advertise job openings locally (in newspapers, radio, or community bulletin boards).
3. Reach out to local businesses or career services for potential candidates.

6. Develop a Strong Employer Brand

Promote your hotel as an attractive place to work by:

1. Showcasing employee success stories on social media or your website.
2. Offering competitive salaries, benefits, and opportunities for growth.
3. Fostering a positive work culture, which you can promote during the recruitment process.

7. Screen and Interview Candidates Carefully

1. Use structured interviews to evaluate candidates' skills, customer service attitude, and problem-solving abilities.
2. Consider personality assessments or role-playing to gauge how they’ll perform in guest-facing situations.
3. Perform background checks (e.g., references, criminal records) as necessary, especially for sensitive roles like handling cash or guest security.

8. Offer Training and Development Opportunities

Highlight training programs or career development initiatives. Candidates are more likely to join if they see growth opportunities in your organization.

9. Consider Temporary or Seasonal Staff

If your hotel has high and low seasons, consider hiring temporary or seasonal staff. Partner with temporary staffing agencies to fill these roles quickly.

10. Competitive Compensation and Benefits

Offer competitive wages and benefits to attract top talent. This includes:

• Health insurance
• Retirement plans
• Paid time off
• Employee discounts (e.g., for hotel stays)
• Flexible schedules

11. Onboarding and Training

• Create a structured onboarding program to integrate new employees smoothly.
• Provide job-specific training as well as broader hospitality training (e.g., guest service excellence, safety protocols).

By using a combination of these strategies, you’ll be more likely to find quality candidates who are a good fit for your hotel’s culture and operations.