This week, we discuss the challenges with hospitality recruitment and why you need a proper candidate attraction strategy in place.

1. TheChallengesWithHospitality
RecruitmentAndEmployeeRetention
ByMarloweBennett

2. Globally the hospitality, events and tourism
industries are suffering from a massive
undersupply of a qualified, engaged and
motivated workforce. No doubt your business
is feeling these affects to a certain degree.
So how can you combat or reach your
business goals for growth in this climate?

3. The challenge is and
always will start with
recruitment.
Finding the right person
for the right job.
Plain and simple.

4. Gone are the days where putting bodies on the
floor and hoping for the best is enough.
At least for those of you who want to deliver a
service that keeps your customers coming back
for more.
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5. If you’re a single venue operator or a growing
hospitality group, your candidate attraction
strategy must speak directly to the type of
people you want representing your business.
And no, we aren’t just talking about posting
those expensive ADs on job boards like ‘Seek’
or any of the newest apps claiming to be able to
solve the skills gap.

6. Listen up, paid job board advertising is ancient news.
How can an app solve a global skills shortage?
Answer is, it cant.

7. Sourcing socially may also seem like a great
investment of time and it’s free, right?
Maybe not.
Ask yourself, what are the real costs of attracting
staff over Facebook or an app that claims to have
the answer to all your problems?
What are the success rates of using social to
recruit?

8. The truth is that reviewing strategic insights into
each of these areas may work and generally
attract a large amount of people to your brand,
but is it effectively producing quality results
needed for your business?
The message must be consistent across all
platforms, while also speaking the same
language your future employees are use to.

9. This means your message as to WHO you are as a
business must be transparently clear.
(This is your brand)
That must be done before communicating WHAT
it is you expect new people to your restaurant, bar
or venue to do .
(This is your job description and paid advertising)

10. Trying to make people fit into technical job
descriptions is a strategy that is currently
struggling and this is why retention is a
challenging topic worth discussing.
Attracting and retaining the right people to
work operationally in your hospitality business is
NOT a skill matching exercise. It’s about people
and service and how these people intrinsically
interact with others.

11. What’s your theme? What’s your style?
What’s the language or overall point of difference you
are aiming to deliver to your customers?

12. By being clear with this, you will attract the most
suitable people to your business.
Sure, you may need to train, mentor and
develop their technical skills... but you will now
be more than half way there.

13. Once you have found the perfect talent, you
need to keep your team engaged and motivated
in order to retain them.

14. Is the current skills gap a concern for your
business?
Are you looking to revise your candidate
attraction strategy while maintaining excellent
customer service?

15. If so, you may find our latest eBook useful.
Grab a copy of ‘Effective Managers: Ways to Combat
the Hospitality Skills Shortage and Enhance Business
Growth’ by clicking the button below.

16. www . benchmar q u e . co