Originally featured on eHotelier – https://insights.ehotelier.com/insights/2018/06/29/recruiters-perspective-taking-the-stress-out-of-interviewing/


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Recruiter’s perspective: Taking the stress out of interviewing via eHotelier

There’s a misconception among hotel leadership and HR representatives that paints the recruiting process recruiters in a negative light, alleging that the act is a stuffy, boring and annoying task that managers should dread. The act of finding new talents falls somewhere around the third circle of occupational hell, lumped in with paying taxes and taking a vacation day to go to the dentist.

However, a recruiter, whether external or internal, formal or informal, plays a crucial role in both a candidate’s and an employers’ work life. While the goal of finding quality candidates can’t be avoided, it can be more enjoyable for all involved. Aligning recruiting with the company culture can be extremely helpful, leading to more qualified candidates who are a better cultural fit. Below are a few ways to make it more engaging for everyone involved.


Hotel leadership should consider hosting “in office/hotel” events that task current employees with brainstorming sessions that address property issues and also look at ways to find stronger candidates. Employees tend to be quite enthusiastic about what they think can change within their property, their day to day role and the prospect of bringing in new talent. This energy can be helpful in gathering information about what may be a perceived weakness in the property’s guest experience (which helps to improve customer service), as well as spotlighting why people might consider a role or career with the hotel property/chain.

These sessions also create transparency among employees, which is among the highest considerations for job satisfaction. Hotel leaders should start small, with an “in office/hotel” cocktail party, tea party or community event. From there, these events can grow to be larger corporate meetings or user events. In instances where a team might be attending a conference together, hotels can also invite vetted candidates, ranging from frequent customers or corporate buyers to recognized customer service experts.

On the recruiting side, the goal is to identify opportunities to align with common events that potential employees may be attending. Current employees get to spend time together outside their day to day lives, while prospective new hires can meet the team in a different, less formal way. Giving the candidate a peek into life as an employee can be extremely helpful in closing the deal.

Promotional opportunities

For properties that are hosting promotional events (perhaps a grand opening), there is a significant opportunity to make a tremendous first impression. Vetted candidates, those who’ve been through the first round of interviews and are under serious consideration, can be wowed at events that celebrate the hotel’s brand. To make the most of this, it’s important to have current team members serve as personal hosts, connecting with potential new hires to gather information on “company fit” and other bits that can help to spawn an offer These events serve as double duty. They let the community know about the property and it’s an exciting way to court a future employee. Inviting candidates is also a great way to increase attendance.

Informal interviews

When thinking about team spirit, it’s unlikely that hotel leaders will consider the mundane components of their employees’ roles. Instead they may focus on charitable endeavors, informal gathering, and office competitions.

If a hotel group has a local quiz night or volleyball team, perhaps there is an opportunity to recruit candidates by offering invitations to those events. If hiring coincides with a festival or a sports game, perhaps a company that has purchased a company tent can extend the invite to candidates that are further down the hiring funnel. This creates a less formal place to have team members meet and interview great candidates.

Creating fun events for future team members to attend can provide the team and managers a peek into how the candidate will really behave around them and the hotel’s guests. This works because hotels tend to be fun environments for guest to relax and enjoy themselves and employees need to be able to act accordingly. Managers and team members can let loose a bit and truly show the employee what the team is all about. A true employee and hotel fit has to work both ways. Why not have a little fun while getting this job done?

Originally featured on eHotelier – https://insights.ehotelier.com/insights/2018/06/29/recruiters-perspective-taking-the-stress-out-of-interviewing/

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