Hook the candidate who’s on the fence about your hotel job
Hospitality job seekers can pick and choose from loads of employment opportunities. According to the Bureau of Labor Statistics, the industry added 45,000 jobs in July alone and has averaged 29,000 new positions per month in 2016. So how can you convince a candidate with so many options to choose to come to work at your hotel? Consider the following suggestions to persuade them your job is the best.
1. Make your application process as easy as possible
Your hotel may have earned the respect of current employees as well as the travelers that visit it, but what impression does your application process leave on job seekers? Online applicant tracking systems (or ATS) that are poorly designed, force candidates to click through too many pages, or require them to regurgitate the information you’ve already asked them to include in their resume are going to leave a bad taste in any job seeker’s mouth. Many will turn away from your job posting as a result, and even those who manage to make it through the barely functional system may do so with a negative perception of your hotel that could influence their decision to reject a job offer and to share their poor experience with others.
2. Don’t fall into a black hole of communication
In addition to nightmarish online applications, lack of communication is a common complaint among job seekers. Far too many employers fail to even acknowledge the receipt of resumes let alone inform candidates of their progress throughout the evaluation process. This is despite the fact that regular engagement is essential for keeping job seekers interested in the opportunity available at your hotel. At minimum, you should respond to all applicants within 24 hours—even if you use a form letter or email autoresponder to do so. Following up within a reasonable time (say, a day or two) after interviews will go even further towards making a good impression on the candidates you’d like to hire as well as the ones you decide to reject. Bottom line, it's important to be respectful of your candidate's time and nice to them throughout the hiring process.
3. Find out what each candidate wants
You’re obviously looking for the candidate who can best perform the hotel job you need to fill. But a good fit is a two-way street: if the job seeker you want to hire doesn’t think your hotel is offering the best opportunity, he/she is unlikely to accept the position. Asking a few interview questions about what the candidate wants and needs will help you gather information you can use to create a persuasive job offer. This includes the tangible benefits that are most important to them, the hours or shifts they prefer to work, and any career development resources they expect an employer to provide.
4. When you find a good candidate, make an offer quickly
There’s a lot of competition out there for highly-qualified hotel employees. When you find a candidate who you think will be a good fit for the position and your company’s culture, make him/her an offer as quickly as possible. This will require a good understanding of the internal hurdles you need to jump over in advance (such as getting the approval of multiple executives) as well as the candidate’s financial expectations if you want to close the deal fast.