7 Ways to Improve Your Hospitality Executive Hiring in 2012

The hospitality sector is enjoying a faster recovery than many other industries and, according to the data presented at Americas Lodging Investment Summit in Los Angeles, CA., forecasts project continued growth in 2012.

“Supply’s not an issue. Demand’s outpacing supply.”

In this climate of recovery hotels and casinos are once again hiring executive staff. However we are not completely out of the woods just yet, so the need to find exactly the right candidate has never been more important.

Here are some pointers that could improve your hospitality executive hiring process in 2012:.

1. Know what you are looking for in a candidate.

Hiring is built around competencies (skills, motivations, and behaviors) that reflect the requirements of job. A hospitality executive position requires all the usual executive competencies in addition to a variety of very specific skills.

Besides the necessary operational skills, the successful hospitality executive possesses genuine commitment to Customer Service and a noticeable passion – one that not only drives the executive, but also inspires others.

It isn’t enough to have operational experience without passion and drive. Your heart must be in it. Human Resource offices preach competencies. Resumes spell them all out. It sounds great and looks even better on paper, but the skills and experience are not worth much without passion. The hospitality executive’s career may take off, but it won’t stay up for long.

2. ‘Sell’ your company:

What makes you different? Why would someone want to work for your property, company, casino or hotel? Develop an Employee Value Proposition, just as you have a Unique Selling Proposition for your sales people.

3. Find a match.

Once you have defined the culture of your company and the employment environment and value proposition, look for someone who matches those ideals and values. You’ll have a much higher chance of success when you find a person who fits in with your corporate culture.

4. Look, don’t listen.

Every candidate will present themselves in the best possible light, so examine their past performance and statistics. Use simulations to see how they perform in action. If possible, have them do a short work-interview.

5. Use technology.

There are many web-based tools that can help you to find, interview and select your choice. You can get them to fill in personality assessments online. Do an online interview via Skype before you bring them in for a live interview.

6. Look for an well-rounded, versatile individual.

The hospitality industry can be brutal – long hours, dealing with guests’ demands, event preparation… Job descriptions can change overnight and hospitality executives must be flexible. Screen candidates for quick learners with a broad range of experience and a strong desire to learn new skills.

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