3 Staffing Challenges In Hospitality
Consider three primary concerns employers face in the hospitality industry.
Americans are feeling better about the economy—and the hospitality industry has benefitted from this change in mood. According to the U.S. Bureau of Labor Statistics (BLS), employment in leisure and hospitality has increased by 1.6 million jobs since January 2010. In fact, restaurants, hotels, and other employers are responding to the growing consumer demand. In the past 12 months, this industry alone added 406,000 jobs with food services and drinking places accounting for 80 percent of the industry’s job growth. Of course, many of these companies have discovered that staffing is becoming an increasingly difficult process, despite a national unemployment rate that is still quite high. Consider the following challenges we’ve identified as primary concerns among hospitality organizations.
1. Improving hotel and restaurant employee morale.
While many job positions within the hospitality industry—such as waiter/waitress, line cook, front desk agent, and housekeeper—do not require a college degree, working within a hotel or restaurant is anything but easy. These employees must satisfy the various demands of guests in addition to those of their coworkers and managers during every shift. Doing so can be stressful—especially when volume is high and staff is short—and morale may suffer as a result.
Unhappy workers are less productive, as well as more likely to seek employment elsewhere. Fortunately, there are steps hospitality employers can take to improve morale even when budgets are tight. These include consistently expressing appreciation, celebrating accomplishments, and making time for fun.
2. Retaining the best hotel and restaurant employees.
According to ere.net, an online recruiting community, employee turnover rates will increase substantially this year. Their analysts predict more than a 25 percent growth in turnover across industries—including hospitality—as current workers become more comfortable exploring other job opportunities. As a result, hotel and restaurant employers may find themselves continually short-staffed and constantly looking for new candidates—unless they take steps to retain their best employees.
Fortunately, there are many ways organizations can reduce employee turnover. These include selecting candidates that are best suited for the culture of the hotel or restaurant establishment, creating growth opportunities for the best employees, offering competitive pay and benefits packages, and treating all workers with respect.
3. Connecting with quality hospitality candidates.
With 10.5 million Americans still unemployed, any advertisement for a dishwasher, host, night auditor, or guest service manager is going to generate a flood of responses. However, just like Goldilocks in the classic fairy tale, hotel and restaurant employers are looking for a candidate who is “just right.” This often means wading through piles of resumes from under and over-qualified job seekers.
Fortunately, job boards can make connecting with quality candidates easier. Not only do they attract a large number of active job seekers—two-thirds of all potential workers according to Recruiting Trends—but niche boards such as Hcareers cater specifically to those with backgrounds and career aspirations in hospitality. Hotel and restaurant employers can both post jobs and search the resume database for qualified candidates—significantly increasing their chances of finding the perfect hospitality worker quickly and efficiently.