Driving Talent Acquisition in Hospitality through Effective Career Branding

Your ability to acquire new talent is central to your company’s long-term success. Though the hospitality industry has a relatively high turnover, acquiring the right talent significantly reduces that turnover. The best hospitality business owners and managers are aware that their company’s success across posterity depends on the ability to pivot accordingly. Recognize there are new and unique challenges arising in the context of attracting and retaining the best employees, zero in on career pathing and your Employee Value Proposition. 

Even enhancing brand clarity makes your restaurant or hotel different from the pack, helping you attract candidates who have the potential to make a meaningful difference to the bottom line. A sound plan for altering your strategy and taking action as necessary helps your business connect with coveted employees and continuously evolve as the dynamics of the employment market take shape. 

The process of talent acquisition requires patience and a willingness to change. Take full advantage of the industry’s best recruitment technology for automating laborious components of the hiring process and you’ll have invaluable data at your disposal that helps you make the right decisions.

Talent acquisition centers on putting the optimal employees in the right roles, propelling the business to new productivity heights, and capturing more market share. Recruiting is different in that it is a reactionary means of filling open job positions with temporal efficiency. In contrast, talent acquisition is a proactive approach to adding new employees to the pipeline for success in the years and decades to come.

Develop a network in your industry and unique sector through conferences, web-based discussion boards, and other get-togethers both in-person and online to connect with those who have the potential to help your business add new talent. Make a concerted effort to onboard the candidates who appear to be the best fit. Pinpointing the best candidates and convincing them to accept your job offer requires a promotion of your unique workplace culture’s merits. This challenge is oftentimes best accomplished through the use of a career website and portal. 

Even maintaining a presence on employment platforms will help bolster your brand in the eyes of those who are seeking employment or connected to job-seekers. Check prospect references, always interview candidates before extending an offer, and take full advantage of applicant tracking systems complete with evaluation tools to whittle down the field of candidates to the best of the best. 

Talent acquisition and retention require a strategic onboarding of the new additions to your team. Streamline the onboarding process to the best of your ability, use tech tools to facilitate a smooth onboarding, and continue to touch base with new hires throughout the onboarding process to get a sense of how they are progressing.

Talent acquisition strategies personalized to your company’s unique hiring needs make a world of a difference. As an example, bulk hiring in which several candidates are hired in one fell swoop with the assistance of talent acquisition software makes it easy to fill the ranks through automated means, ultimately selecting the best possible fit with the use of data. 

Internal hiring makes talent acquisition that much easier. Though internal hiring requires permissions through the talent acquisition system, the ongoing encouragement of your current contributors to add to their skill sets makes it that much easier to promote them through the ranks. 

In the end, talent acquisition software makes recruiting all the more strategic and better tailored to the aims of your organization. This approach ensures restaurants and hotels can pinpoint the optimal candidates for open positions along with passive potential hires who might be a good fit down the line. The talent acquisition process also extends all the way to the onboarding phase. 

By recognizing that extending an offer is only one piece of the puzzle, focus on the importance of comprehensive onboarding with retention in mind, you’ll make the most of the time and effort you’ve invested in your new hires. Above all, do not lose sight of the fact that nearly one-quarter of employee turnover occurs within the initial month and a half of employment.