Hcareers recaps key recruitment insights and hiring trends from HR in Hospitality
Last week Hcareers attended HR in Hospitality and hosted a roundtable discussion “Using Data to Leverage Employment Insight” attended by other hotel leaders. HR in Hospitality is the industry’s only conference in the US devoted exclusively to HR, and Hcareers had a front row seat to the industry’s trending topics and top-of-mind issues.
Here’s a round-up of the most important insights from the event, as shown in this infographic, followed by our key takeaways:
HCAREERS' KEY RECRUITMENT INSIGHTS
Growth! The hospitality sector is growing, both in the number of hospitality employees and the number of available jobs. The current job to candidate ratio 22:1.
Time to hire: There may be more jobs and candidates to fill them, but the length of time to hire is increasing and now stands at about 21 days on average.
More competition = more work for employers: All key hiring stats indicate that the climate for hiring in the hospitality industry is getting increasingly competitive. What does this mean for employers? It’s even more important now for employers to focus on branding as a key part of their recruitment and retention strategies. The “burden of proof,” so to speak, has shifted, and it is now up to the employer to convince top talent to come their way, not the other way around as traditional recruitment tactics are evolving with the labor market. This means working hard not just to “sell” each open position, but also to sell your brand and a career in hospitality to candidates.
Wages increasing: Compensation is up around 4% from last year to an average of $15.73/hr.
What do job seekers care about?: According to Hcareers’ 2017 Annual Candidate Study, the top three things that job seekers care about when looking for a new position/company are: 1) the financial stability of the company 2) the reputation of the company and 3) opportunities for promotion.
Most popular hospitality jobs: According to our recruitment data, these are the most popular job titles hospitality candidates are applying for: Director of Operations, General Manager, and Assistant General Manager.
Leadership: Management roles are very attractive to hospitality job seekers, and a large portion of our candidates express a strong desire to move from a non-management to a management role, or to continue progressing in their management careers.
WHAT WERE PEOPLE TALKING ABOUT?
Branding is big: Now more than ever, hotels are realizing the importance of branding as key to successful recruitment and retention of new employees. It’s a “job seeker’s market,” so to speak, so now there is greater need for hotels to stay competitive when recruiting by communicating their unique brand, vision, culture, and service philosophy to potential top talent.
Most difficult roles to fill: Hotel leaders cited Food & Beverage roles and non-management hourly roles as the two most difficult roles to recruit for.
Data matters: HR departments across hospitality are working hard to figure out the best ways to use big data and analytics to create better, more effective recruitment strategies and get results for their brands.
Old tactics aren't working any more: It's a "candidate's market" now, not an employer's market, and as such, HR departments need to adjust their recruitment strategies and employer branding efforts across all platforms and channels to keep up with these changes and stay competitive.