Whether you are responsible for hiring within just your Hotel Department or for the whole Hotel? This is a hard job. Hoteliers are in high demand and recruiting talented team members can be a real challenge (read on or watch the video).

Once you receive applications, you need to decide who to hire? As you know, you need to hire the best-possible Hoteliers to take your team to the next level.

Here are five important factors to consider when making a hiring decision in Hotels.

Experience is an important factor to consider when you’re hiring Hotel workers. If candidates have shown success in similar jobs, they’ll probably be able to replicate that success at your Hotel. They have a proven track record of success.

When you have to choose between a candidate with experience and one without, it often makes sense to choose the former. This is especially true if you don’t have the budget or time to train new employees.

Of course, experience isn’t everything. It’s not enough to just hire the person who’s most experienced on their Cv. Make sure to consider experience, but don’t prioritise it over everything else.

Potential …. when you’re interviewing candidates, you may encounter some people who seem promising, but don’t have much of a track record. They may be recent university graduates or people with only a few years of on-the-job experience.

Sometimes, you’ll decide to take a chance on a newer Hotelier. For example, you may interview Hoteliers who graduated at the top of their class from an accredited university. While those candidates haven’t proven themselves at work yet, they have obvious potential. On your team, these candidates could grow into top performers.

Hard Skills are measurable, easy-to-define skills that applicants have learned at school or in past jobs. When you’re hiring Hoteliers, you can’t ignore hard skills. If candidates don’t have the right skills, it won’t be possible for them to do the job without training.

For example, if you were hiring a Front Office worker, you’d value someone with experience in the same sets of software that your Hotel uses. Candidates without those hard skills wouldn’t be able to do the work successfully as quickly.

Soft Skills …. whilst hard skills are essential, you can’t afford to forget about soft skills. Soft skills are more difficult to measure and they’re often thought of as personality traits. Other examples would include communication skills, work ethics and being a team player.

Candidates could have impressive hard skills, but if they don’t have the right soft skills, they won’t succeed on your team.

Cultural Fit …. Hotel culture refers to a Hotel’s personality. Every company has its own culture. For example, some Hotels have a culture of working late to make sure everything gets done. Other Hotels have a culture of leaving at the end of their shift precisely. Some Hotels have a culture of teamwork and socialising with coworkers. At other Hotels, employees work individually most of the time.

Whatever your culture is, you have to think about how candidates will fit in. When employees are a good cultural fit, they’ll be happier at work, which helps reduce turnover. Be sure to ask questions about cultural fit during interviews.

Making the decision who will be most suitable for your available position in the Hotel is a difficult task and it is for this reason that you only let experienced and well-trained Hoteliers make recruitment decisions. Otherwise bad decisions or simply the wrong decisions can be made!

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