How to encourage a fresh wave of talent to join your hotel

It’s no secret recruitment challenges are an ongoing concern for hoteliers in our ever- evolving industry. By fostering strong relationships with the community, recognising and valuing talented individuals, and embracing the potential of the younger generation, we as hoteliers can build a resilient and dedicated workforce that delivers exceptional service and propels our businesses to new heights. 

In this article, I’ll explore the importance of these strategies in overcoming recruitment challenges in the sector.

Engage with the local community

Engaging with the local community offers a multitude of benefits when it comes to recruitment. One effective strategy for community engagement is networking and partnerships. Building relationships with local businesses, tourism organisations, and educational institutions creates a mutually beneficial ecosystem. Collaborating on recruitment initiatives, internships, and training programmes can also help identify and nurture local talent, while engaging with local schools and colleges can establish apprenticeship programmes that provide students with practical experience, as well as foster a talent pipeline for the industry.

Furthermore, active participation in community events such as festivals, charity fundraisers, and cultural celebrations can generate goodwill and raise awareness of the hotel. By demonstrating a commitment to the local community, hoteliers create a positive image that resonates with potential candidates. This involvement showcases dedication to social responsibility and can attract individuals who align with the hotel’s values.

Reward key talent

Recognising and rewarding key talent is essential for attracting and retaining skilled professionals in the hospitality industry. By acknowledging the contributions of exceptional employees, hoteliers can create a positive work environment and build a reputation as an employer of choice.

Implementing performance-based incentives is an effective strategy for rewarding key talent. Bonuses or recognition programmes can motivate employees to excel in their roles and go the extra mile in delivering exceptional service. 

In addition, it is important to prioritise employee well-being through fostering a supportive work environment and offering competitive remuneration packages. This can lead to attracting and retaining top talent who will see the potential for stability and professional growth within our industry.

Professional development opportunities are another crucial aspect of rewarding talent, offering opportunities for career advancement and training demonstrates a commitment to employees’ growth. This investment in their future can significantly contribute to their job satisfaction and loyalty to the organisation. Meanwhile, by providing access to industry certifications, workshops, and leadership development programmes, hotels will empower their employees to continually enhance their skills and knowledge.

Invest in a fresh wave of generational talent

The younger generation holds immense potential for the hospitality industry. By tapping into their energy, adaptability, and fresh perspectives, hoteliers can find innovative solutions to recruitment challenges.

One effective strategy is the implementation of programmes that allow young individuals to gain valuable hands-on experience, while providing hotels with a pool of talent to nurture. Working with schools, colleges, and universities to offer structured training programmes and mentorship opportunities can also set up young talent for long-term careers in the industry. 

These initiatives provide a platform for young individuals to develop essential skills, build industry networks, and gain a comprehensive understanding of the hospitality business.

By nurturing young, homegrown talent, we have witnessed a significant decrease in staff turnover at Balmer Lawn, while also experiencing an increase in job security. Our investment in training and qualifications has enabled some of our employees to progress from trainee supervisors to fully-fledged supervisors within a relatively short period. This upward career trajectory not only benefits them personally, but also contributes to the overall success of our business.

Ultimately, overcoming recruitment challenges in the hospitality industry requires a multifaceted approach. The strategies covered in this article not only address immediate challenges, but also pave the way for long-term success in our dynamic hospitality industry.