In theory, Artificial Intelligence (A.I.) gives companies the ability to pass human recruiting tasks on to automated tools. Not only does this delegate the prescreening process to a robot, it can also prevent would-be candidates from even becoming applicants. This...
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How to Improve Recruiting in Hospitality by Leveraging Technology
Perhaps no other industry in the employment marketplace has been affected by the COVID-19 pandemic as much as the Hospitality industry. Due to the nature of the professions within this industry, you can understand why the pandemic has had such a detrimental effect.
But as anybody who works or has worked in Hospitality can attest, it was a unique and complex industry before the pandemic began. In fact, it’s unlike any other. As a result, HR is often plagued by challenges and obstacles not encountered by those working in other industries.
With this in mind, below are some common recruiting challenges in Hospitality:
- High turnover. According to a recent report from the Bureau of Labor Statistics, hospitality had some of the highest turnover rates of any industry. High turnover equates to higher HR costs and unfilled positions.
- Decentralized recruiting. Hiring managers often handle most of the hiring, but consistent processes are lacking. It can be challenging to streamline communication between all parties and departments involved.
- Time constraints. Hiring managers need simple, straight forward and efficient processes because they’re either short-handed or paying overtime to existing employees. Hospitality managers often need to fill positions immediately and don’t have the time to wade through piles of resumes. And, frankly, they can’t wait until HR has the time to forward resumes to them.
- Lost paperwork. Manual processes are cumbersome and applications can get misplaced or lost in the shuffle, especially during transitions, pre-openings and busy seasons.
- Securing great talent. It can be challenging to be competitive and visible in the recruiting landscape and to attract the best applicants.
Careers pages don’t reflect your Brand. Hospitality is very much about brand recognition. When resources are often limited, careers pages can look unfriendly and unattractive to candidates. It’s important that your careers page shows applicants who you are and what you represent.
Although these challenges may seem commonplace, the hospitality industry is evolving to address these areas of concern. First off, companies are more focused than ever on finding and retaining great employees. After all, hospitality companies depend on good customer reviews and experiences, and employees are a direct reflection of a company’s reputation and brand image. Another way employers are improving processes and attracting quality applicants is by leveraging technology.
So how specifically can you improve recruiting in Hospitality by leveraging technology? So glad that you asked! Below are three ways for doing just that:
1. Build a strong brand image online. Attract top applicants by highlighting your company’s culture, values, and benefits.