Hotels Are Slowly Returning. Here’s Why You Need A Recruiter To Fill Your Open Roles.

The negative impact of the COVID-19 pandemic has been experienced by numerous industries, particularly the travel and tourism industry. The hospitality sector is slowly recovering by reopening hotels following a long period of staying dormant.

Nevertheless, the road to recovery is bumpy, as not all countries have relaxed their restrictions regarding traveling. Since numerous hotels have let go of most of their employees, it’s high time to fill their open roles. The best professionals for this job are recruiters.

Here is why hotels should hire them.

Hiring personnel with the best qualities

Hotels need recruiters to fill their open roles, as these specialists assess the key characteristics of applicants prior to making a hire. There are numerous key qualities that candidates should possess to be considered suitable for a particular position, such as listening, communication, customer orientation, stress tolerance, multitasking, problem-solving skills, teamwork, cultural awareness, attention to detail, etc. Check out which important multitasking skills are the most valued by employers.

Moreover, hospitality employees are supposed to know how to listen to customers to understand their requirements. Listening to customers doesn’t necessarily refer to actual listening but understanding body language as well. Talented employees should recognize whether a guest feels uncomfortable or stressed without saying a word.

Another skill assessed by recruiters is oral communication, which is of essential importance for any member of hospitality staff. While working in this industry, candidates will have no alternative but to deal with guests of various ages, backgrounds, and temperaments. Whenever an issue arises, they should use their communication skills to resolve the issue effectively. Also, communication is vital between staff members, particularly in busy environments, including bars, pubs, restaurants, etc.

Customer orientation is another quality that recruitment specialists consider crucial for candidates to have, as the customer is always right. Candidates should have a natural desire to solve issues and please other people. Recruiters use customer-based roleplays to test applicants on how they would handle a real-life scenario while meeting service standards. Stress tolerance is also a must, as hospitality workers should address every situation in a calm manner.

Another indispensable skill that recruitment experts look for in candidates is multitasking. The largest number of hotel management recruiters have experience in recruiting hospitality workers for casinos, hotels, resorts, restaurants, travel, and tourism. In all of these workplaces, employees are required to multitask on a daily basis by answering calls, serving customers, remembering orders, coping with difficult guests, etc.

The art of multitasking is for employees to know how to manage and prioritize their time while handling pressure and staying calm during times of chaos. Recruiters usually assess the multitasking abilities of candidates by using priority-based questions, such as providing them with a list of tasks to order them based on priority.  In contrast, problem-solving skills are absolutely necessary for delivering excellent customer service. Recruiters evaluate the problem-solving capabilities of candidates by using roleplay exercises.

Conduct successful interviews

Another reason why hotels need recruiters to fill their open roles is because of conducting successful interview processes. These experts in recruitment ask specific questions to candidates, which are mostly open-ended. For instance, they ask applicants to reveal their expectations of the position they apply for so as to see the vacancy from their perspective.

Another question that recruiters ask is for candidates to provide their own definition of hospitality, which reveals how they feel about the industry. Recruitment specialists also use prompts to gain more insight into the soft skills and experience of applicants, such as explaining a time when they overcame a challenge or the manner in which they handled a workplace conflict. These prompts are excellent for seeing how an applicant would describe himself/herself.

Recruiters get familiar with the personal values of potential employees by asking engaging questions, like talking about the most valuable piece of advice they have ever received. The answer to this question usually leads to further questions linked to personal growth and individual goals. Visit this URL,, to check out ten vital steps toward personal growth and development.

Final thoughts

Let a recruiter lend you a hand on your road to recovery!

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