The hospitality industry is huge. It includes not only hotels and other accommodations but also entertaining, recreation, and food and beverage facilities. The jobs in this field are just as diverse, and include HR, sales and marketing, and training and education. There are many opportunities for recruiting, but this also leaves certain challenges.
New research is showing that recruiting is becoming more difficult for hospitality employers. There’s tons of turnover and you have lots of folks interfacing with customers, so people skills are a must. Plus, lots of hospitality jobs are part-time. That means people need to hold down other part-time jobs to make ends meet. And then you have seasonal demand, so you’ll need more workers at different times of the year.
Here are a few other challenges, and ones that can be addressed by learning how to become a recruiter:
- Sourcing: The Internet is a recruiter’s best friend, but job boards don’t always give you access to the best candidates. Word of mouth here is great. By building your network and using it, you can find candidates through referrals.
- Luring candidates: Many people don’t want hospitality jobs. They’re often seen as low-wage gigs with little opportunity for growth. A good recruiter can’t force someone to take a job, but you can build your client’s brand and communicate its message via social media.
- Turnover: Employee turnover at hospitality companies ranges from 60 to a mind-boggling 300 percent. The rate of turnover is 2 to 3 times more than other industries, according to the U.S. Bureau of Labor Statistics. Yikes! As a recruiter, it’s your job to find skilled candidates who fit in with the company culture. If you do, that company is almost sure to reach out to you when it needs additional hires.
How to Tackle Hospitality Recruiting Challenges
If you want to be a hospitality recruiter, there are many opportunities to set your own hours, find financial freedom, and enjoy the life that you don’t get with a 9 to 5 job. Some of the tactics you can try, and that work for me in tech recruiting, include building your interviewing skills. Know what each open job entails, so you can communicate that to prospective employees. Also, try a job preview with little judgment tests; that way, you can predict whether the person is a right fit or let them decide if they want the gig.
Lots of hospitality companies are now outsourcing recruitment. Learning to be a great recruiter can help them benefit from their investment in recruiting, which can provide access to a larger talent pool, save time, and potentially reduce turnover rates.
Social media is your best friend when it comes to connecting with job seekers. It helps reach a wider audience than other recruitment techniques. Also, you have an opportunity to showcase your client’s businesses and search for potential candidates. One of the best social media sites is LinkedIn, which lets you search using various filters and go where the best hospitality industry candidates are.
Learn about all these recruiting tips and more from my e-book “The Millionaire Recruiter” and other resources I offer. Working in the recruiting industry has taught me a lot, which I’ve used to build my business and the lifestyle I want. If you want to be a hospitality or tech recruiter, or both, let me help take you to the next level. Contact me today for assistance or with your questions or suggestions.