In September, the U.S. Department of Labor’s Bureau of Labor Statistics reported a 0.4% decline in the unemployment rate, with “notable job gains in leisure and hospitality.” While the report further states “the number of persons not in the labor force who currently want a job was six million in September,” it remains a job seeker’s market.
While the hospitality industry enjoyed an uptick in new hires in September, there’s no denying that there’s still an urgent need for more workers in order for many hotel’s operations to run optimally. But the first step in hiring new, qualified workers is to attract them as job applicants. That might mean rethinking your company’s job postings.
Job Descriptions Are Not Training Manuals
Consider rewriting the job description so that it’s laser focused on the essential tasks required of that position. In other words, if you’re looking for a front desk association who can provide excellent guest service, simply say that. The specifics of what that means at your particular hotel can be discussed during the interview process. More importantly, how exactly a front desk associate is expected to conduct themselves should be covered during training. Bulleting out these details in a job posting can make the employer appear to be a micro-manager.
It is a tough market out there for hiring managers and not one for seeking out a handful of “perfect” candidates. A succinct job description can help to cast a wide net.
Job Qualifications Should Be Realistic
First and foremost, ask the hiring team what type of experience is necessary to carrying out the job. Does the role require someone with a four-year Bachelors degree? A minimum of a two-year associates degree or just a high school diploma or GED? If a college degree isn’t vital to getting the job done, then be sure to say a high school diploma or GED is acceptable. That can hugely impact the number of job applications you receive.
Also, if customer service experience and familiarity working with a reservation system or CRM (Customer Relationship Management) software, make sure those bullet points are at the top of the list.
On the other hand, skip the wish list of “nice to haves.” Of course, it would be ideal if every candidate for a front desk position had previous experience as a night auditor and could potentially do double duty when needed. But such ideals could discourage candidates without that experience and cause them to pass over the job posting without applying. Moreover, “bonus” qualifications can also be interrupted as an employers’ attempt to find candidates who can perform two jobs while receiving pay for just one.
List Tangible Job Benefits, Compensation
Regardless of the current federal minimum wage, corporations across the country are adapting a $15 minimum wage as a matter of corporate policy. So are offering $16 an hour or more. These companies are also promoting these increased compensation offerings. It’s a competitive market out there. So, if your company pays wages that are competitive in the local market, consider including that in the job posting. It could make a difference in the number of applications received.
The retail industry has changed the game as far as what hourly employees expect as far as benefits go. With Walmart and Target recently offering to pay for college degrees for both full time and part time employees, the hotel industry would do well to rethink their benefit packages.
If the position advertised includes or may be eligible for any type of insurance –whether that’s health, dental, vision or life insurance—be sure to say that. Also, consider vacation and/or sick days as well as any discounts that employees enjoy at the hotel and any dining facilities it may have.
Also, keep in mind that in the current job market, subjective benefits like “work with a great group of team players” or “supportive leadership” will likely have little affect on job seekers reading your posting. These aren’t benefits. They’re employee expectations and confusing the two won’t cast the employer is the most positive light.
Add Some Gorilla Marketing Tactics to the Mix
In addition to advertising on job boards like HCareers.com and attending in-person and virtual job fairs, leverage your company’s social media accounts. But rather than buy ads, simply post that you’re hiring and include a link to the job posting on your website. If your guests and customers are following the hotel or even the hotel brand on social media, they already have a demonstrated affinity for the business. So they may be excited to apply for a job with the company or refer someone they know.
Look to partners in the community. Are there local organizations that the hotel does volunteer work with? It could be worth letting leaders at those organizations know that the hotel is hiring. The same could be true of leaders of surrounding businesses as well as purveyors of local products that sell to the hotel.
It is undoubtedly a challenging time for hiring managers in hospitality. But that may just mean that it’s time to rethink how we define the best candidates for the job.