Top 3 trends in hospitality recruiting
Good news: The hospitality industry grew in 2015, and it’s expected to grow again in 2016. However, this expansion does mean competition for the most qualified job seekers is going to grow more fierce—and consequently, your job as a recruiter is going to be more challenging.
Keeping track of hospitality recruiting trends and making sure your organization is current is one of the best strategies for winning the talent competition. Read on to learn the top three updates.
1. Social hiring
Social hiring, as using social media to source and/or screen job candidates is known, has quickly become a popular strategy among hospitality recruiters. After all, looking at someone’s social media profiles gives you enormous insight into his or her personality, interests, and background.
Plus, if you’re hoping to reach the coveted millennial generation, you’ll need to use the “big three”: Facebook, Instagram, and Twitter. Research shows that 81%, 46%, and 38% of those ages 18 to 29 use these networks, respectively.
Yet keep in mind the nature of the position you’re looking to fill. If you’re searching for a tech-savvy employee (for example, for a sales or marketing position) using social hiring is a smart strategy. On the other hand, if you’re recruiting candidates that don’t need to be highly technically competent, using more traditional channels will be more effective.
2. Video Screening
Thanks to hospitality’s high turnover rate, recruiters are always looking for ways to streamline the hiring process—without sacrificing quality, of course. For that reason, video interviews have rapidly gained popularity.
Talking to a candidate via webcam gives you the benefits of an in-person interview while saving you precious time and resources. When candidates come into your office, you end up spending lots of time greeting them, making sure they’re comfortable, and escorting them out. In contrast, when you’re running things over video, you can get down to the interview questions much faster.
To make your process even more efficient, consider implementing one-way video interviews. These let candidates to record their answers to your pre-determined questions—once they’ve finished, you can watch their responses on your own time, allowing you to adapt the screening process to your schedule. While these types of interviews shouldn’t take the place of traditional ones, they can definitely stand in for (and improve upon) the traditional phone screen.
3. Advanced Analytics
These days, everything seems to be driven by data—and hospitality recruiting is no exception.
Businesses have been tracking metrics like time-to-fill, cost-per-hire, and offer acceptance rate for a long time. But going forward, organizations will hire dedicated analysts who will take this data to the next level.
To give you an idea, you could combine historical information on how economic trends impact the skills your company needs with economic forecasts to predict which types of abilities you’ll need in the future. Along a different tack, an analyst could determine average employee churn rate by position or department to estimate how soon you’ll need to hire for a specific role.