How to ‘ACE’ hospitality recruitment

Thanks to the lifting of travel restrictions in many regions, hotels are filling up again. However, instead of heaving a sigh of relief that the worst of the pandemic is over, hotel executives find themselves with a new problem on their hands: a lack of personnel.

Up to 70 percent of all hospitality workers in the United States 1 “AHLA data shows 70 percent of hotel employees laid off or furloughed,” TSNN, May 4, 2020. and the United Kingdom 2 “Coronavirus and its impact on UK hospitality: January 2020 to June 2021,” Office for National Statistics, July 19, 2021. were furloughed or laid off during the pandemic, and many employers are struggling to get them to return to work. Like their counterparts in other industries, hospitality employees have used the time off to reassess their priorities, and many have found new jobs that offer more flexibility.

Accustomed to this new way of working, many are reluctant to go back to their old positions, especially if they held roles waiting tables, cleaning rooms, and checking in guests. Such roles make up a significant portion of the hospitality and travel workforce in many markets, such as in the United Kingdom, where they account for 45 percent 3 Hospitality and tourism workforce landscape , Economic Insight, June 2019. of all jobs in the industry. While automation may reduce the workforce requirements for many of these functions in the future, the current labor crunch is worsening as demand for hospitality services in the immediate term spikes.

Even those who kept their jobs are likely to seek better career prospects elsewhere as more employment opportunities open up: around 40 percent of respondents in a McKinsey survey said that they are thinking about leaving their positions in the next three to six months —and many are even willing to quit without having another job lined up.

What’s changed and what can employers do to recruit—and retain—talented employees?

In this article, we delve into the five key talent acquisition trends that employers should be aware of. We also offer a simple approach for how they might “ACE” talent attraction: analyze talent suitability with digital tools; clearly define and communicate job requirements and career paths; and empower the HR department with the skills and tools they need to find and keep talented candidates.

Five hiring trends all hospitality employers should know

The pandemic has altered the hiring landscape in nearly every industry, including hospitality. Employers who equip themselves with a deep understanding of these five shifts in talent acquisition will be better able to adapt their hiring processes to staff their workforce with the talent their companies need to thrive into the future, as well as to recoup the losses incurred during the pandemic.

1. Digitization is radically changing hospitality roles

Like many other industries, hospitality is being transformed by digital and automation technologies. As such, many companies are rethinking their business models and workforce composition with an eye at simultaneously lowering costs and improving customer experience. In hotels, more guests are checking themselves in at self-help kiosks, and autonomous drones are delivering amenities directly to rooms, alleviating the labor shortage for some of the more labor-intensive functions.

As automation takes over more tasks currently performed by humans, new job roles will be created, especially to design and manage emerging technologies and digital solutions. It is estimated that 65 percent of primary-school students in 2030 will perform jobs that don’t yet exist. 4 The future of jobs report, Chapter 1: The future of jobs and skills , World Economic Forum, 2022. As hotels increasingly base decision making on customers’ booking and behavioral patterns, AI skills will grow in importance, and more data analyst positions will be created.

Hotel brands and other hospitality-focused companies have been rolling out customer-facing mobile apps, as they have found online digital channels to be especially effective at direct customer engagement. As such, more user experience (UX) designers will be needed to create attractive and intuitive customer journeys on these digital platforms and to continually optimize their design and functionality based on data analyses of customer engagement. Online marketing managers will also be needed to conceptualize and launch compelling campaigns and brand stories across mobile and other emerging platforms to entice potential customers.

To support all these shifts, software engineers will be needed to design and implement new AI solutions on the back end, as well as to optimize booking platforms on the front end and embed software for Internet of Things (IoT) applications.

2. Employees are expecting more flexibility

The pandemic has debunked, to a large extent, the idea that work needs to be done exclusively in an office. Videoconferencing and cloud-based digital tools have enabled remote work without much loss in productivity, if any. And while many people around the world have begun returning to their workplaces, they have grown accustomed to the increased flexibility to manage work and personal commitments—a level of autonomy they are reluctant to relinquish. This has led many companies to implement numerous hybrid work models.

Job searches for remote work have nearly quintupled from June 2019 to June 2021. And while five years ago about a fifth of job postings offered the option to work remotely, nearly 80 percent of postings do today (exhibit). As jobs have become increasingly location agnostic, former hospitality workers have shown an unwillingness to return to jobs that require them to be tethered to reception desks, for example. Furthermore, candidates applying for digital roles in the hospitality sector expect the same flexibility offered in other industries.

Based in Germany, Koncept Hotel is an example of a company that has radically embraced the idea of remote work. Some of the hotel chain’s properties are almost entirely without staff, as everyone apart from the housekeeping team works remotely. A cloud-based automation system takes care of everything, from reservations and check-ins to payments and night audits.

Many roles in hospitality could be offered with remote-working options, including social-media managers, event planning consultants, accountants, marketing and PR executives, and customer support associates. Even a concierge can go virtual with the right technology support system in place.

But what about roles that have to be performed in person, such as housekeeping or waitstaff? To address this issue, employers may need to consider redesigning what a career in hospitality looks like. For example, if employees have a diverse portfolio of roles, they may be able to enjoy more flexibility in terms of work hours and location, along with a number of other benefits.

3. Hospitality careers are becoming more multifaceted

People who currently work in the hospitality industry often wear multiple hats out of necessity. Staffing shortages are straining the smooth running of daily operations, and guest-facing employees frequently have to perform different functions to keep service standards high. For example, many hotels equip receptionists with mobile tablets so they can double as concierges. And as more burned-out employees leave the hospitality workforce, the labor crunch will likely become more severe, especially for tasks that require a physical presence.

However, some hotels are taking this seemingly intractable challenge as an opportunity to reimagine what a career trajectory in hospitality looks like. While important, a paycheck has become only one among a number of factors candidates consider when accepting an offer. Employees seek a sense of fulfilment and meaning, and one way employers can foster personal and professional growth in hotel staff is to provide opportunities for them to expand their skill set.

In-person roles can become more rewarding for current employees and more attractive to talented candidates. Digitization can provide employees in service jobs with more flexibility in responsibilities and career growth. Some functions, such as housekeeping and reception, may require a physical presence, but an employee with a portfolio of in-person and location-agnostic duties may not have to spend all their workdays on-site. As career paths become more multifaceted, employees may also be able to command higher wages and greater satisfaction.

Companies could identify and offer top performers training opportunities for higher-skilled functions in other departments. For example, a member of the front-desk team may enroll in a social-media training program to learn how to conceptualize, run, and track the effectiveness of online campaigns. After completing the course, such employees could work with the hotel’s marketing department, contributing to digital campaigns, and, as such, work from home two days a week. Since front-desk employees have firsthand interactions with many guests, they could offer invaluable qualitative insights to the campaigns they work on, while at the same time deriving professional fulfillment from being involved in an interesting project, greater flexibility to balance their personal and professional commitments, as well as a higher salary.

Naturally, empowering staff to take on multiple roles requires an investment from hotel managers and executives. And as more employees work across functions, collaboration among different departments needs to be effective, and executives would have to build the right suite of digital and on-site training programs. A robust technology and communications stack could be key to reducing complexity and to opening up the instant communication channels needed for effective problem solving. Hyatt, for instance, has created a centralized digital workspace called Konverse, which includes communication channels and a task tracking system that enables daily collaboration for employees from front desk to housekeeping to engineering.

4. ESG cannot be ignored, even in hiring

Many employees take into consideration the social and environmental responsibility of a company when choosing a place to work. As customers, investors, and employees grow in their awareness of environmental, social, and corporate governance (ESG) issues, hotels are reviewing every aspect of their corporate strategy and operations, including hiring practices and roles.

Many companies are finding it helpful to have a leadership position that provides oversight and coordinates best practices on issues pertaining to their climate impact. As examples, Carnival Cruise Line has a strategic sourcing manager in charge of sustainable procurement, and TUI Cruises has an environmental manager who is in charge of ensuring that all of the company’s functions are aligned with ESG standards. On a more granular level, more hotel chefs are being tasked with sourcing more locally, organically, and sustainably, and chains such as the Shaner Hotel Group hire eco guides to educate guests about the environment and plan eco-focused activities.

As customers, investors, and employees grow in their awareness of environmental, social, and governance issues, hotels are reviewing every aspect of their corporate strategy and operations.

When hiring, employers could also be paying more attention to diversity, equity, and inclusion (DEI). A diverse and inclusive workforce contributes to greater employee satisfaction and is correlated with better economic performance . Companies could partner with external organizations and reassess their perks and benefits to foster greater inclusion. For instance, Kimpton Hotels and Restaurants works with organizations such as Trans Can Work, The Mom Project, and DirectEmployers Association in their recruitment efforts, enabling the company to benefit from a diverse talent pool of candidates. Meanwhile, Hilton, which ranks second in Fortune’s 100 Best Companies to Work For list for 2022, uses a quarterly diversity dashboard to track a company’s diversity performance based on clear metrics and targets, including the makeup of its corporate leadership. To ensure a pipeline of diverse leaders for senior management, Hilton partners with universities such as Harvard and Cornell on external development programs.

5. The bar for hygiene will remain elevated

Even though restrictions implemented during the COVID-19 pandemic are gradually being lifted, many hygiene protocols will likely endure beyond the pandemic. New roles and skills are needed to improve the coordination of hygiene-related initiatives across companies to protect the safety of both guests and employees.

For instance, some hotels have hired hygiene managers to revise sanitation protocols and oversee their implementation across the property. This requires coordinating with different subdepartments such as food and beverage, spa and wellness, and entertainment. The hygiene manager trains hotel staff on how to maintain hygiene standards and also works closely with the legal department and medical team to ensure that initiatives adhere to local laws and are grounded in science.

ACE talent acquisition

Hospitality employers may need to adapt their hiring practices in response to these five shifts. To start, we’ve come up with a broad approach that may help them ACE talent attraction and improve employee retention.

  • Analyze talent suitability with digital tools: Whittling down a pool of applicants is often done based on gut feeling and the personal experience of the recruiter, which is not only expensive but often ineffective—up to 80 percent of employee turnover is due to poor hiring decisions. Advanced data analytics can be a powerful tool to help identify appropriate candidates while reducing the subjective aspects of the screening process. An employer can define the specific talent they are looking for (analytic tools may help identify potential gaps) and work with a data analytics team to build a predictive model to identify likely characteristics of success, using it to sift through the stack of digital résumés. By implementing this approach, a fast-growing organization that struggled to retain high-performing sales talent managed to reduce first-year attrition by 23 percent and improve quality of new hires by 40 percent.
  • Clearly define and communicate job requirements and career paths: No one likes nasty surprises, so it’s best to avoid them by defining roles and their requirements early in the game. Each candidate and new employee should know how performance will be evaluated and the perks, support, and benefits they will enjoy when they join the company. While an employee’s career trajectory may change after joining a company, the candidate should be aware of the options available and the path they can expect when they receive an offer. In our experience, employers who use employee-centric design to optimize and customize a candidate’s career path within the organization, taking into account their unique attributes, skill sets, and interests, tend to be companies with the greatest impact and satisfaction rates among their staff.
  • Empower your HR department: A skilled HR team  makes all the difference, but building one requires investment and training. They should be trained to wield the digital tools they have at their disposal competently to screen the most suitable candidates quickly, identify reasons why candidates fall out of the recruitment funnel, and streamline the overall hiring process so that it doesn’t drag on for more than two weeks. Beyond these technical skills, the HR team should also know how to conduct smooth interviews. According to Workplace Trends, nearly 60 percent of job seekers have experienced poor interview processes, and 72 percent of them shared those experiences with others. Even when a candidate is not the perfect fit for a specific role, they may be suitable for another role, so it’s important for those who don’t get an offer to also feel valued.

Hotels and other hospitality players have a rare opportunity to rebuild their workforces by transforming their hiring practices. Those who keep these five trends in mind and adopt the ACE approach may find the industry’s brightest talents clamoring to join and grow in their ranks, delivering superlative guest experiences for a long time to come.

Margaux Constantin is a partner in McKinsey’s Dubai office; Steffen Köpke is a capabilities and insights expert in the Düsseldorf office, where Joost Krämer is a consultant.

This article was edited by Jason Li, a senior editor in the Shanghai office.

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3 Strategies for Solving Hospitality Recruitment Challenges with Technology

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Amongst travel and hospitality recruitment challenges is a clear and persistent issue: staffing shortages. Talent leaders are struggling to fill empty roles amid low unemployment rates.

According to a 2023 survey by Deloitte , more than half of hotel executives (53%) say their properties have between 25–74% of the workforce they had in 2019. The situation at airports is even tighter with 62% of executives saying their workforce is half its prepandemic size or smaller.

On top of this, the unemployment rate sits at 3.8% in the U.S., 4.3% in the UK and 3.7% in Australia. The travel industry also saw a massive exodus of workers. In 2022, the  U.S. Bureau of Labor Statistics  reported record quit rates during the Great Resignation, with the quit rate in leisure and hospitality jumping by a percentage point to 6.4%. So, how can talent leaders hire hospitality and travel workers when the available pool is smaller?

Luckily, the right technology solutions deployed at the right times during the recruitment process can help talent leaders source, attract and screen candidates to find the best talent more efficiently and effectively. In this article, we’ll cover three technology interventions that talent acquisition teams can put into place to tackle hospitality recruitment challenges.

Hospitality Recruitment Challenge No. 1: Our open positions receive few applicants, and many of those who do apply do not have the background or experience needed to succeed in the role.

Solution no. 1: invest in artificial intelligence sourcing technology to fill the top of your funnel..

Amongst common hospitality recruitment challenges that we see is finding talent with a wide variety of specialized skills across diverse and distant geographies. There is no one-size-fits all approach to hiring travel and hospitality talent. Finding a chef for a luxury property in Lake Como, Italy will look very different from a search for housekeeping staff at a family resort in Orlando, Florida. Finding a flight attendant looks very different from filling a baggage handler role.

With such a tight talent market, employers must target passive talent. During the Great Rehire talent leaders focused on filling roles as quickly as possible, but now they need to focus on finding and hiring more experienced workers.

An AI-enabled candidate sourcing tool can identify passive candidates with the right experience for specific roles and can even identify which candidates would be most likely to leave their current employers. Within seconds, recruiters can build a list of these candidates and share the opportunity. PeopleScout’s talent acquisition suite, Affinix TM , includes the AI sourcing feature, Talent Finder, which can connect employers with millions of passive candidates.

Consider the following best practices for using an AI sourcing tool:

  • Before searching for candidates, make sure you have a thorough understanding of the technical and soft skills needed to be successful in the role.
  • Use features, like PeopleScout’s Diversity Boost, that can identify candidates from underrepresented backgrounds to help meet your DE&I goals.
  • Blend AI with the human touch. By having a recruiter reach out to a sourced candidate with a personalized message, employers can create a positive experience.
  • Make sure a human makes all final hiring decisions. AI can make the process more efficient, but hiring managers should make the final call.

Hospitality Recruitment Challenge No. 2: Candidates drop out of our process before reaching the offer stage, either by abandoning the application or ghosting the interview.

Solution no. 2: improve the candidate experience by making the process quick and easy by embracing tools like sms or virtual interviews..

Hospitality employers must ensure that their candidate experience sets them apart from other employers at every stage of the candidate journey. For candidates, how they’re treated during the hiring process is a preview of what their experience will be as an employee.

PeopleScout research shows that the hospitality industry has a lot of room for improvement in this area. In our analysis of the candidate experience of more than 215 different organizations, the hospitality sector came in last overall with the lowest average scores in every stage except Follow-Up (in which it was second to last). While hospitality organizations effectively showcased their diversity and inclusion efforts on their career sites, only half gave candidates the opportunity to register their interest.

Your candidate experience should be unique to your brand and help you distinguish yourself from other employers hiring for similar roles or skills. Many talent acquisition teams don’t appreciate that candidates don’t perceive the recruitment process as a funnel. They’re the main character in their own story, and they expect to be treated that way. Candidates want to engage in their job search on their own terms. So, anytime they encounter a roadblock to getting the information they want, especially if they don’t know what to expect in the next stage, they’re more likely to drop out of your process.

There are several ways to leverage  technology to make the process easier for candidates. First, start with a shortened application. According to PeopleScout research , nearly 40% of organizations asked candidates to duplicate information that was already contained in their resume or CV. Make sure your application only collects the information that is most critical for determining who moves along to the next step of the process.

From there, other technology solutions can be used to gather the additional information necessary to make a hiring decision. SMS can be used for an initial text screening, and virtual interviews, like those available in Affinix, allow candidates to answer additional questions at their own pace while feeling as though they’re driving the process.

Finally, automated communication can keep a candidate engaged in the process. The right technology platform can help by sending automated messages to candidates, via email or chatbot technology, updating them on their application status. You can even craft messages letting a candidate know if they did not get the job, so they aren’t left wondering if you ghosted them.

Consider the following best practices for using technology to improve your candidate experience:

  • Make sure your application is mobile-friendly and can be filled out in 10 minutes or less. Test your current application to see how long it takes to apply.
  • Provide candidates with the opportunity to opt-in to receive text messages or emails from your organization to remain in compliance with local spam laws.
  • Tailor the type of virtual interview to the type of role. While video interviews may be appropriate for customer-facing roles, others may prefer the opportunity to answer questions with recorded audio.
  • Make it simple for candidates to understand where they are in your process; this can be something as simple as a progress bar.

Hospitality Recruitment Challenge No. 3: Our assessment process isn’t effective at identifying the candidates most likely to succeed in the role, leading to increased turnover, reduced productivity and disengaged employees.

Solution no. 3: assess candidates for passion, purpose and mindset..

The travel and hospitality industry is all about guest experience, and hotels, airlines, restaurants and theme parks differentiate themselves with the unique experience that they provide. So, talent leaders need to find candidates who not only have the right skills and experience but also a deep understanding of the brand and how it is reflected in the service provided.

For example, in a major city, you may find three hotels on the same street, one catering to a high-end luxury experience in a historic building, another geared toward young travelers with bold art and hit music playing in the lobby, and a third designed with business travelers in mind—with a large business center, meeting rooms and plenty of quiet spaces for someone to plug in their laptop. Many hotel brands even have this variety of styles within their own portfolios. The service provided in each hotel looks different, and a person who excels at a luxury property may not thrive in a trendy hotel.

By selecting the right assessment tool , employers can go beyond looking at just capability, behavior and results but also determine whether candidates align with their organization’s purpose, have passion for the work they would do and whether they have the mindset to adapt to new environments.

By building an assessment during pre-screening that accounts for passion, purpose and mindset in addition to the standard skills and experience, employers can use technology to shortlist candidates based on several different attributes at the same time. This way, employers can get a clear picture of the different strengths and weaknesses of candidates in order to make informed decisions about which candidates are best to bring forward to the interview stage.

By identifying candidates who match well with an employer’s brand of guest experience, talent leaders can reduce turnover and build a happier, more engaged team. In turn, that leads to better customer experience and a better bottom line.

Consider the following best practices for building an effective assessment for hospitality talent:

  • Identify the essential behaviors for the role to separate those who will actually be successful from those who simply present well during an interview.
  • Build assessment tools around your organization’s vision and values so applicants have a chance to form a connection to them from the start.
  • Self-evaluation tools can also be used to help applicants consider their own strengths and whether the role will offer sufficient opportunity to use and demonstrate them.
  • Distinguish between good candidates who meet the criteria and great candidates who will take an organization further.

Finding the Right Talent Technology for Hospitality

The travel and hospitality industry still faces an uphill climb in returning to or even exceeding their prepandemic staffing levels, but talent leaders have additional and improved tools available to help identify, attract and screen candidates. However, in a full marketplace, finding the right tools can be a challenge. Consider partnering with an RPO with expertise in technology that can help identify the most impactful ways new tools can solve your most pressing hospitality recruitment challenges.

Get more strategies for attracting and hiring hospitality, travel and tourism talent, with our   Recruitment Handbook for Travel and Hospitality .

The Recruitment Handbook for Travel and Hospitality

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How to Transition Out of Hospitality Into a New Industry

Emily Polner

If you don’t want to work in hospitality anymore, you’re not alone. It’s completely understandable to want to leave your role to find one that makes you feel happier, healthier and aligns better with your goals. We’re here to help you make it happen.

We’ve outlined how to leave your job in hospitality and which industries you can break into with your hospitality experience. 

Signs it’s time to leave your job in hospitality

You may have a gut feeling that it’s time to leave your job in hospitality, but it’s never a bad idea to validate this with an exact reason — or two, or three. Since March 2020, over 1.2 million people in the U.S. have left their hospitality jobs in search of other opportunities. 

You could consider other opportunities because:   

You’re not being paid enough 

The average annual salary for hospitality workers in the U.S. is $33,150 , which translates to $17 per hour. With rising living costs and inflation, your wages may no longer be enough to cover expenses or live comfortably. You may be looking for a job that will give you some financial breathing room and pay you appropriately in terms of market rate. 

You want a more consistent or regular schedule

Hospitality schedules can be notoriously inconsistent or inflexible. Many employers in this industry require you to work major holidays. If the schedule is becoming more trouble than it’s worth, it makes sense to consider opportunities that will offer you the schedule you want. 

There are no opportunities for growth 

You may have hit a ceiling at work where there are no other positions you can be promoted into. Switching jobs and careers will help you feel less stuck and get you to your desired level of seniority.

You want to work remotely 

Hospitality jobs typically require you to work on the premises for every shift. This could make you more vulnerable to catching illnesses and getting injured. Working remotely can be a more suitable option if you’re concerned about your physical health. Working remotely also eliminates daily commuting time. 

You’re burnt out

Hospitality jobs require a high amount of emotional labor, and the Covid-19 pandemic has only exacerbated this. If you feel exhausted by the idea of dealing with your day-to-day duties, that’s a strong sign that you might want to consider other opportunities that take less of a toll on your mental health and wellbeing. 

You’re not interested in hospitality anymore

What was once shiny and new may not be as exciting anymore. You might not be interested in hospitality anymore, or maybe something else excites you more. Whatever the case, it’s normal to want to explore new interests. 

Jobs that can use your hospitality experience

You can break into many industries with your hospitality experience. The main skills you used in your hospitality job are highly transferable to industries like tech, finance and retail. Here are some strong options for new jobs: 

Sales or account representative

‍ Many hospitality jobs involve sales, by nature of the role. Whether you worked at a restaurant, bar or lodging, your role most likely involved pitching upgrades or more expensive add-ons to customers.

Sales and account reps do this as well. If you enjoyed the sales aspect of your hospitality job, you may want to explore a sales representative position. You can get a sales jobs in tech, for example, to transition into a new industry.

Customer service manager

In hospitality, you likely made it a priority to keep keep guests happy with a positive experience. Similarly, customer service managers strive to provide excellent service, which is often the focal point their resume. This similarity makes it a natural fit for someone with hospitality experience.  

Administrative or executive assistant

‍ You’re likely a quick thinker and flexible when it comes to shifting priorities. These qualities would make you well-suited to an administrative or executive assistant role. These types of roles call for someone organized who can roll with the punches. If this sounds like it could be a good match for you, take a look at these administrative assistant resumes to learn more about the skills and experiences of admin professionals.

Receptionist

‍ Hotels aren’t the only places that need someone to keep watch at the front desk. Plenty of offices across all industries need someone to greet and check in guests. Other responsibilities of a receptionist include: coordinating deliveries, answering phones, and responding to emails. Your background in hospitality would translate well to a receptionist job in a high-paying industry, like tech or finance. 

‍ Recruiting has a sales-y element to it because it requires you to sell a job seeker on a particular opportunity. If you’re interested in a career in human resources, recruiting would be an excellent way to get your foot in the door. 

How to prepare to change industries

When you change industries, your job search may take longer than if you were searching for another role in hospitality. We encourage you to continue your search until you accept an offer that meets what you’re looking for. 

1. Consider your skills and passions

Since you won’t necessarily have direct experience for the new roles you’ll be applying for, you’ll need to emphasize your hard and soft skills more heavily on your resume, cover letter and in interviews. Getting a sense of your skills before you start your search will not only help you figure out what kinds of jobs you’d be suited for, but will better prepare you to convey what you bring to the table. 

Ask yourself some self-reflecting questions to discover your passions and dislikes:

  • What do you like to do for fun?
  • What could you talk about for hours on end?
  • What are you definitely NOT interested in doing?

The answers to these questions will help you be more intentional and discerning in your search. 

2. Find jobs that fit those skills and passions

Now that you’ve pinpointed your skills and passions, you can narrow down the careers that would best suit you. For example, if you enjoyed working the front desk at a hotel, a career as an office receptionist may be a good fit.  

3. Start your job search

We recommend using popular sites like LinkedIn, Indeed, or Monster if you want to cast a wide net. You can also niche down by looking on sites like SalesJobs or FlexJobs. 

You can use Teal's Job Application Tracker to save jobs, add notes, and stay organized.

4. Prepare your resume and cover letter

Update your resume and cover letter to make sure you're giving yourself the best chances at landing interviews. 

On your resume, update the bullet points under each role you’ve held to highlight skills and accomplishments that would be most relevant to the jobs you’re trying to land. 

Use your cover letter to explain why you’re passionate about pursuing your new career path, and how your background in hospitality would make you a great match. 

Planning to apply for a large number of open jobs? A resume building tool like Teal's can help make things a little easier. Teal’s AI  Resume Builder lets you tailor your resume to be specific to each job you apply for. Studies show 63% of recruiters prefer to receive a resume that’s directly tailored to each open position. 

5. Network with people in your desired industry or position 

Networking can open more opportunities and help you better understand your desired industry. Try to connect with people in your desired field to get a better sense of what the job you want is really like. You might find there are other types of roles out there that interest you more. 

Networking with the right people can also help you get referred to a job. Referrals can increase your chances of getting hired by 4x . 

Frequenty Asked Questions

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Emily Polner

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Introducing the Future of Hospitality Recruitment: A New Job Portal Launch

  • February 12, 2024 4:53 PM

Digital Team

[New York, New York, 02.12.2024] OysterLink is proud to announce the official launch of its revolutionary new job portal. It will transform the hospitality industry by providing job seekers and employers with a cutting-edge platform that will bridge the gap between opportunity and talent.

This innovative platform is designed to streamline the recruitment process . It makes it easier than ever for hospitality professionals to find their dream jobs. Employers can also see the best talent at the press of a button.

A group of experienced professionals created OysterLink to provide a platform that caters specifically to the hospitality industry . The platform has been thoughtfully designed to tackle the challenges faced by employers and job seekers in the industry. It seamlessly connects the two by understanding these challenges in depth.

The OysterLink team wanted to make a revolutionary change in the hospitality recruitment industry. They spent a lot of time researching and working together to create a new job portal that would help employers and job seekers in the hospitality field. Their goal was to change the way people navigate the industry. Finally, they ended up launching a new hospitality job portal .

OysterLink is more than just a platform. It’s an example of innovation and dedication, designed to simplify the hiring process, and offer valuable resources for career growth in hospitality.

Every aspect of its design addresses industry challenges. OysterLink is set to revolutionize how professionals connect and succeed in the hospitality industry. With great attention to detail and a dedication to excellence, it’s a game-changer for the industry .

In a statement, Rea Gierran, OysterLink content specialist, expressed excitement about the launch of OysterLink, stating, “Our team is thrilled to introduce OysterLink to the hospitality community. We believe that by leveraging technology and innovation, we can revolutionize the way hospitality professionals connect and thrive in their careers.”

Key features of OysterLink include:

Comprehensive Job Listings: OysterLink’s extensive database offers comprehensive job listings. Employers can access a vast pool of qualified candidates here. At the same time, job seekers gain access to various opportunities. The roles span the full spectrum of hospitality, from front-of-house to back-of-house and everything in between.

User-Friendly Interface: OysterLink’s interface prioritizes a seamless and straightforward navigation experience for employers and job seekers. Finding the perfect match has never been easier with streamlined functionalities and robust search filters.

Focus on local listings: OysterLink’s job portal launch focuses on major metropolitan areas. Chicago, New York, Los Angeles , and Miami are the first areas covered, with more to come. This ensures that job seekers and companies can find each other in their local areas.

Helpful tools: Both job seekers and employers have access to a wide range of tools. For example, they can access a Paycheck Calculator and an Overtime Pay Calculator .

What OysterLink Does

OysterLink offers services directed at job seekers and employers. Let’s see what the job portal does for each group.

OysterLink understands the career goals of people seeking opportunities in the restaurant and hospitality industries. It assists them in the following ways:

  • Insights into trending salaries for the niche market: Job seekers can quickly check the latest salary trends. They can stay updated and make the best decisions regarding their next job.
  • Professional career advice: When looking for a job, you can dive into guides specific to the restaurant and hospitality industry. This data allows you to navigate your career path with trust.
  • Top job listings: Access top job posts from the restaurant and hospitality business. Find the best position that matches your skills and pays well.

OysterLink lends a helping hand to employers in the restaurant and hospitality business. After all, their success depends on hiring the right talent. Applying excellent management tactics can also prove successful. Here are three features from OysterLink that help businesses streamline the hiring process:

  • Job ad resources: Companies have access to helpful resources and insights. They enable them to create attractive job ads. They assist with planning, drafting, and publishing.
  • Identification of candidates: With OysterLink, the restaurant and hospitality businesses can optimize their recruitment processes. They can more easily focus on the most qualified candidates for their open positions.
  • Business operations insights: OysterLink’s resources vary. They include job description templates, best practices for personnel management, and tax and overtime calculators. They help businesses operate efficiently, and in compliance with regulations, while keeping costs low.

About OysterLink:

OysterLink is a specialized job platform for the restaurant and hospitality industry. It aims to connect business owners with potential employees . Their objective is to assist businesses in recruiting quickly and effectively. They also allow job seekers to find the best restaurant and hospitality jobs without digging through countless job boards.

For more information about OysterLink and to sign up for an account, please visit https://oysterlink.com/

Join us in shaping the future of hospitality recruitment!

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Tips for Changing Career from the Hospitality Industry

10 Tips for Changing Career From the Hospitality Industry

Do you want to switch from the hospitality industry?

This may be owing to the impact of the COVID-19 pandemic or something else. Changing careers from the hospitality industry can be a bit of a challenge. All of us at some point or other have faced difficulties in choosing a career no matter how planned and clear we have been about our talents and interests. Changing career choices is no strange phenomenon these days.

Are you the one who has had enough of the hospitality industry and is looking at a career outside the hospitality industry?

The below tips for changing careers hold for any other industry per se.

Did you think of the hospitality industry as a trendy industry that would eventually make you a stylish millionaire in future? Over the years the enthusiasm might have taken a dip to leave you in thoughts if you made the right choice at the outset.

Well, then you are in the right place as this article provides you with useful tips for changing careers, especially for hospitality professionals.

Tips for Changing Career from the Hospitality Industry

However, before we begin, we would like to assure you about one thing. There is always a bright side to your job but you would need an eye to see the positives.

You can think of moving within the industry. Have a look at our post that sheds light on the Career Paths within the hospitality industry . We all are driven by passion but does the current job seem to be a wrong choice now? If you are driven by innovation and creativity, there are still a lot of Creative jobs in the hospitality industry.

Be it because of parental pressure, family conditions, and societal norms or because of our insecurity, many of us take up careers that offer more security than risk, payment than satisfaction.

tips_chaging_careers_hospitality

Moving on to the Tips for Switching Career in and from the Hospitality Industry

If you’re one of those who wants to change his or her career in the fickle hospitality world, and who got tired of working in the hospitality industry, here are a few tips for changing your career and directing it the other way.

But, before you do go through these tips for changing careers, hope you have reconsidered your decision multiple times. Hope this is not one of the weak moments that might lead you nowhere.

One of our posts discusses why we consider hospitality jobs to be great .

Have a look!

Also, it is recommended to test the feasibility of the career you’ve chosen to change to, before actually implementing the idea.

If you are still with us having decided that you want a change, read on for essential tips for changing career.

1. Think about your passion

The first tip in changing your career path is to think about considering the change.

Decide if it’s worth exploring your passion. If yes, then make sure that you have skills that can make your passion work for you and also energy and enthusiasm which can elevate your skills.

If you are a passionate hotelier, does your skill set match any other job? You don’t want to be worse off by changing careers.

If you are in the hospitality industry but are a passionate artist then you have a valid reason to think about changing career field. You have got reasons to go ahead and take your chances.

So, get ahead and make your career rather than thinking about it as changing your career.

Start thinking out of the box to learn about your real passion. Let the passion come from within rather than forcing yourself into another career again.

Often people change their careers without thinking about what they know and what they don’t and end up in utter despair.

Ask yourself a few questions:

  • Why do I want to change my career?
  • What is my passion and has this always been my passion?
  • When did I discover my passion?
  • What have I done to realize my passion over the years?
  • Am I just trying to run away?
  • Will a promotion or pay hike make me stay in this industry or job?

Try answering all the questions honestly.

If you are just frustrated with your current job because you are tired or have not had a promotion, then instead of changing careers learn the art of getting promoted .

If your friend got promoted or changed career then it might disturb or frustrate you but there has to be a better reason than this for changing career.

Choose an industry that fits your competence, not the popular one. Just because the industry fascinates me, I can’t be a part of it. Suitability and compatibility have to be considered while selecting any industry.

2. Talk to a friend/family

Before making a major decision, just talk to someone very close to you.

Did you opt for your present hospitality job for security and money, but now you can’t find reasons to defend your decisions?

Sure, Money does play a major role in everyone’s life but does money only do? While most of us are here because we wanted it, some of us still think – wish I had pursued my dream.

Nevertheless, the hospitality industry is an adventure in its own sense. Food, drinks, room service, non-stop nagging customers, housekeeping, dirty dishes, messy deck, complaining tourists – so much to learn and accomplish.

The hospitality industry does have the ‘X’ factor inbuilt. You just cannot get bored with this industry unless you never wanted to be a chef or a hotel manager.

There is nothing called a free lunch– this famous proverb sums up the situation.

Someone who has known you forever. This is not to seek permission from them or ask for advice/suggestions from them, but just to see them react to your career-changing thoughts.

Also, analyze their reaction and then tell them why you want to change the path and what it might lead to.

Don’t be one of those who make career changes in haste or by being impulsive.

3. Test out your idea :

Career changes are often expensive and time-consuming. The chances of going wrong are higher.

Therefore to retrain, you need to test the career that you want to change to, beforehand.

This will give you time so that you won’t be impulsive and won’t rush to a decision to fall into the trap again.

For example, take a course of short duration, do an assignment or perform something relatively small like volunteering for something in your field.

See how it feels to get a thing done and see if the reality is the same as what you thought.

4. Go for a Side Hustle

On the other hand, to make things more exciting; ask a friend or someone you know to involve you in a project they’re working on in the career field you’ve chosen.

Change is a basic human trait. However, how you plan the career change or manage it will determine the outcome of your switch-over plan.

So, take a short sabbatical to ponder over the plan before taking the plunge.

You can search for opportunities on the web as many of the career options these days also have the freelancing option.

Look out for some  freelance jobs online and try out various things.

freelance_jobs_online

You might be surprised by the fact that there are so many options to choose from in your industry and skill set.

This is just to get a view of what things you get to do in the career and why you want to change your career from the current one to the other.

5. Build a Network

According to the sociologists, nothing in this world runs without power and network.

People can only shine when they have adequate resources and contacts.

Don’t look to select a career only because it seems easy, trendy or popular. The grass looks greener on the other side.

Do ample research through social media, the internet, networks, direct referrals and so on before changing career fields.

It is important to know whom to connect with and how to do the same to make your brand shine.

This is not even about shining. Someone needs to know people in the career field in which they want to land and to know about the job roles and available opportunities.

By making contacts, you can not only settle but also individually grow eventually.

What’s a career change, without a goal in mind?

Explore LinkedIn for career options and your network might help you in your shift within or outside the hospitality industry.

Follow people who have changed careers successfully in past to guide yourself to the right track.

6. Reach out to the field for job hunting

Job hunting is not as easy as one might assume.

Especially without any prior experience in the field and wanting to change the field, you need to go on some serious job hunting.

Therefore, be extremely methodical about reaching out to people.

Follow up on people you’ve reached out to and people you’re yet to approach. Be targeted in your approach.

Attend a few job fares and career networking events. Most of these are free and have a great learning opportunity.

You might even land your dream job through one of these career job fairs.

This is one of the most important tips for planning your career change.

Let the next career fair near you be the icebreaker to your career change.

In case, if this is not working; hire a recruiter who can find the opportunities for you.

But, before you do try out the best job portals as these would be an eye-opener in terms of valuable career options.

Most importantly these are free resources and you can do your job search in the comfort of your home. Moreover, with the technological advantages, they are more effective than recruiters.

7. Identify the Transferable Skills

If you are still around with a firm stand towards changing your career field, these points are to help you get more organized.

We also believe that by now you have a rough idea of your next career role.

You are probably Changing careers because you are unable to use your full potential in the industry you are currently in.

You would not want to make the same mistake

It is thus one of the crucial tips for changing careers, especially for hospitality industry professionals.

Hospitality industry professionals are normally used to doing everything.

Make sure that you only highlight the skills that you can transfer to the new career.

For example, if you’re an Architect and want to shift to the Management field, you can’t simply include working on Auto CAD, REVIT or Grasshopper in the skill field as they play no role in the management sector.

Go through various role descriptions and adverts and find out what they’re looking for in the career you’ve chosen.

8. Don’t forget to match your CV

When making a career shift, creating a perfect CV looks like an impossible feat to achieve.

You should make it very carefully and by working hard on it as each line targets your role criteria.

You need to prove that you’ve adequate skills that are mandatory for the new career role.

Don’t just make it in a go and be satisfied with it unless you don’t want the best results.

We have shared tips for making a killer resume in one of our earlier posts.  We have also shared resources in the post for downloading free samples and best-paid options for professional resumes.

Use these to your best advantage for your next career change.

Rip it off a few times and start from scratch as you want it to be the best.

A CV should be persuasive, impactful and charming as it is the only way that you can target the role you want.

9. It’s time to practice the Interview

Personal Interviews are different and challenging especially when you’re changing the sectors.

Therefore, it is important to be prepared for all kinds of questions they’ll ask beforehand.

Make a questionnaire including common questions like, “Why do you prefer working for us”, to tough questions, and prepare answers for them by eliminating all the red flags.

Ace your interview by organizing yourself effectively and efficiently.

10. Dress up accordingly

Though this seems to be one of the vapid tips for changing career fields, make sure to dress accordingly.

If you have been in the hospitality industry, formal dress is the norm.

‘Smart casuals’ is the new norm in a lot of industries. Make sure you get the first impression right.

Industries and career roles are known for having particular dress codes and it is a part of work culture to maintain the code.

As beauty holds the utmost virtue of anything in the world, it creates a good impression on others, if you are well-groomed.

Winding it all up

Lots of people think about changing careers from the hospitality industry.

It is important to understand that every industry has its pros and cons. Moving within the hospitality industry is a lot easier than moving outside the hospitality industry.

Before planning to switch, think again! Twice, thrice!! But, at times we know we have a reason when we make a wrong career choice.

But, if you don’t have a choice and are not feeling good in the hospitality industry, you have every right to be happy. It’s never too late to search for happiness and the right career choice.

We provided some tips to help you search for the career option that you would love now and in future.

Hope you found the tips for changing careers interesting and useful. Please evaluate your decision multiple times before you finally decide to change your career.

And, once you do; follow your instincts and don’t look back.

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Reviews of Change Hospitality Recruitment. (Employment Agency) in London (London).

Change Hospitality Recruitment

Description

Information of Change Hospitality Recruitment, Employment agency in London (London)

On this page you’ll find the address, open hours, more popular times, the contact, photos and real reviews of this business.

This business has received very good reviews from their customers, so probably it’s a place you should try if you are looking for this kind of services.

Open hours of Change Hospitality Recruitment

Reviews of change hospitality recruitment.

change hospitality recruitment

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IMAGES

  1. Hospitality Recruitment Trends

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  2. Hospitality Hiring in 2023: Trends You Need to Know

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  3. Hospitality Industry Recruitment Strategy and Key Challenges

    change hospitality recruitment

  4. Hospitality and Tourism Recruitment Solutions

    change hospitality recruitment

  5. How to Recruit Hospitality Professionals?

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  6. How to Create a Hospitality Recruitment Plan

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COMMENTS

  1. Home

    We are London's Premier Hospitality recruitment AGency SINCE 2004 WE HAVE PROVIDED TEMPORARY AND PERMANENT STAFF TO A VAST ARRAY OF ORGANISATIONS. Change specialises in providing talent for the hospitality industry. Our aim isn't to reinvent the wheel.

  2. Change Hospitality

    Staffing and Recruiting London, London 20,290 followers Change facilitates contracts for both permanent and temporary talent across the hospitality board. See jobs Follow View all 78...

  3. Search Jobs

    Permanent Salary: From £35,000 to £40,000 per annum Reservations Manager Central London 35-40k My client a vibrant bar/restaurant group in Southwest London is looking for an experienced, energetic,... View and apply Reservations Executive Location: London Permanent Salary: £30,000 per annum

  4. How to A.C.E. hospitality recruitment

    How to 'ACE' hospitality recruitment. June 23, 2022 | Article. ... While an employee's career trajectory may change after joining a company, the candidate should be aware of the options available and the path they can expect when they receive an offer. In our experience, employers who use employee-centric design to optimize and customize ...

  5. Change Hospitality: Jobs

    View all 82 employees Overview Jobs Life Jobs at Change Hospitality General Manager - Exciting New Opening - c£45k Change Hospitality London, England, United Kingdom £55,000.00 -...

  6. Change Hospitality: Culture

    Change Hospitality | 20,344 followers on LinkedIn. Change facilitates contracts for both permanent and temporary talent across the hospitality board. | Change specialises in providing talent for the hospitality industry. For the past 18 years we have provided temporary and permanent staff to a vast array of organisations. Our aim isn't to reinvent the wheel.

  7. Change Hospitality on LinkedIn: #recruitment #business #career #

    Revolutionising high-end recruitment, The Change Group facilitates contracts for both permanent and temporary talent across the… Change Hospitality on LinkedIn: #recruitment #business #career # ...

  8. Hospitality Recruiters & Headhunters

    Goodwin Recruiting was built to serve the hospitality industry. We have been a leader in hospitality and restaurant recruiting in NYC and talent placements for over 20 years. Our hospitality recruiters & headhunters understand the daily challenges of hospitality recruiting: the need for quick hires, the importance of finding talent that matches ...

  9. Hospitality Recruitment Challenges & Recruitment Technology

    In 2022, the U.S. Bureau of Labor Statistics reported record quit rates during the Great Resignation, with the quit rate in leisure and hospitality jumping by a percentage point to 6.4%. So, how can talent leaders hire hospitality and travel workers when the available pool is smaller?

  10. How to Transition Out of Hospitality Into a New Industry

    | July 29, 2022 | 1 min read If you don't want to work in hospitality anymore, you're not alone. It's completely understandable to want to leave your role to find one that makes you feel happier, healthier and aligns better with your goals. We're here to help you make it happen.

  11. Introducing the Future of Hospitality Recruitment: A New Job Portal

    The OysterLink team wanted to make a revolutionary change in the hospitality recruitment industry. They spent a lot of time researching and working together to create a new job portal that would help employers and job seekers in the hospitality field. Their goal was to change the way people navigate the industry.

  12. We are London's Premier Hospitality Recruitment Agency

    Hospitality Jobs In London And The Home Counties. Job search to find the perfect role in the luxury food and drink industry. ... Latest Hospitality roles in London and Outside London. You are currently viewing page 1 of 15 pages. ... We are currently looking for temporary professional and experienced à-la-carte Chef de parties to join the ...

  13. 10 Tips for Changing Career From the Hospitality Industry

    10. Dress up accordingly. Though this seems to be one of the vapid tips for changing career fields, make sure to dress accordingly. If you have been in the hospitality industry, formal dress is the norm. 'Smart casuals' is the new norm in a lot of industries. Make sure you get the first impression right.

  14. Career Change Ideas for Hospitality Professionals

    June 5, 2020 Published by: James Hu Optimize Your Resume Customers Interviewed by: Whether you work at restaurants or hotels, casinos or concerts, the hospitality life is always an interesting one. But maybe you've decided to shift your career away from hospitality, either because of the changing economy or your changing needs. Where do you go?

  15. 42% of Hospitality Workers Likely to Consider a Career Change

    42% of Hospitality Workers Likely to Consider a Career Change The new report, 'Getting Retention Right: Insights to Navigating Hospitality's Top Talent Challenge,' from CGA by NIQ and Harri,...

  16. Hospitality recruiting: 5+1 quick tips to hire staff

    5+1 quick hospitality recruiting tips. 1. Be transparent when crafting job descriptions. Accurately describe responsibilities and requirements (and even the challenges) to make it more likely that only those candidates who are truly interested will apply. Set realistic expectations - don't overpromise and underdeliver.

  17. 10 Effective Recruitment Strategies In 2024

    Here are 10 effective recruitment strategies in 2024: 1. Define Your Corporate Brand. When people think of places to work, they often start with well-known brands that they are familiar with and ...

  18. 86 reviews of Change Hospitality Recruitment (Employment agency) in

    Description. Information of Change Hospitality Recruitment, Employment agency in London (London) On this page you'll find the address, open hours, more popular times, the contact, photos and real reviews of this business.

  19. Change Hospitality Jobs, Employment

    112,690 Change Hospitality jobs available on Indeed.com. Apply to Travel Agent, Barista, Liaison and more!

  20. Change Hospitality Recruitment Jobs

    £25,000+ (576) £35,000+ (318) £50,000+ (134) Retail & Wholesale (53) Hotel & Travel Accommodation (36) ESG at Indeed Apply to Change Hospitality Recruitment jobs now hiring on Indeed.com, the worlds largest job site.

  21. Change Hospitality Jobs

    Bars and Hospitality Staff. Shaftesbury Theatre 4.5. London. £11.95 an hour. Temporary contract + 1. In-person. Hiring multiple candidates. Previous experiences working in either a bar, hospitality, or events. The postholder reports to the Head of Bars and Hospitality, who is also their line manager….