There is virtually no getting around the topic: a shortage of skilled workers.
Many talk about it, even more complain about it, but only a few do something about it.
Recruiting has become a bit of an unloved child in our industry: You have to take care of it, but you don’t really have the time. But the whole thing doesn’t have to be. Most of the time, this is a home-made problem.
Because actually, recruiting is a matter of attitude.
Let’s approach the topic from a different, softer point of view, independent of numbers.
Recruiting is often about unfulfilled needs. Applicants are unhappy in their current job, they have superiors or team members they don’t get along with. Others don’t have a job. They have been laid off or have decided to leave a company on their own.
Studies show that over 66% of all employees would change their employer in the next 12-24 months if the right offer came along. This offers us a unique opportunity to generate new applicants. And outside of expensive newspaper ads, job portals, classifieds or even the job centre.
The mixture of the right and authentic positioning, a targeted and appropriate approach and a really simple, applicant-centred application process enables us to receive 300% more applications.
With the combination of social media, employer branding and expertise from the hotel industry, application periods of less than 3 weeks are no longer rare.
Approaching recruiting correctly and in a modern way, putting the applicant in the centre, that is the attitude that the hotel industry has to put in front. Then it will also work out with the recruitment 😉
