Hotel owners and managers already know turnover rates are high. Despite this, it may be a surprise to some that it also holds an extremely high turnover rate of 70%, which is way higher than the national average of 10% – 15%. Bringing in the wrong talent proves to be costly.
To give the hospitality industry credit, it’s a seasonal industry by nature. New hires are brought in during the high season. Students are likely to pursue low-level positions while ignoring the potential of upward mobility. It’s also a complex industry with specific talent needs that are often impossible to access without a solid recruitment team. The hospitality industry is one of abundant potential, and the right individuals thrive in that environment.
While you can’t escape the inevitable, is it possible to bring those numbers down? The employee experience matters. Several years ago, Hilton made initiatives to make employee work easier, more productive, and more meaningful, which to them dropping their turnover rating by 13 percent. Applying their logic, there are solutions to this industry-wide issue.
So, what can you do?
Reevaluate Onboarding
Regardless of who you’re hiring, the onboarding process is when you prepare them for their duties and establish the relationship.
As a manager, this can be as simple as asking questions about their career aspirations and their long-term goals. Even if they only work part-time, there may be potential to evolve their role over time. A big reason why people quit is that they fill stuck. A simple acknowledgment could decrease turnover and create a career trajectory for new hires.
One step further is creating a well-designed and comprehensive onboarding program to ensure that new employees are welcomed, supported, and equipped with the necessary tools to succeed in their roles. A structured process facilitates smoother integration into the company culture, clarifies performance expectations, and fosters a sense of belonging. It also enables new hires to quickly grasp their responsibilities and provides them with opportunities for growth and development. Investing time into setting up the foundation for your new hires will save time and manpower in the long run.
Pick Your Priorities
A recruiter will be able to help you establish what is important for your property. They will also be able to clear the clutter and bring you motivated candidates with the traits you’re seeking. By knowing what you want, you can focus your efforts on streamlining the hiring process. Take some time to identify the key skills, experience, and qualities that are essential for the role.
Keep in mind that being too rigid can hinder your ability to find exceptional talent. Be open to candidates who may not tick every box but show potential. Flexibility can lead to unexpected gems! So, strike a balance, be clear about your priorities, and if a recruiter brings in a candidate you’re not completely sold on, still be willing to give people a chance to impress you. After all, you never know who might surprise you. It’s a good idea to establish your “non-negotiables” with your recruiting team, so they can manage expectations head-on.
Become “Ideal”
The goal should be to become an employer of choice.
You don’t want to hire your 5th favorite candidate. You obviously want your 1st choice. If you’re choosing anyone else, it’s out of necessity because you weren’t able to get the other person. That’s how you should want your applicants to feel too. Regardless of the market, your mindset should be: “With all the options at their fingertips, why should they apply to my hotel?” The last thing you want is your people bouncing the second they get an offer from their preferred company.
Consider the perks of the job. Are there any? If not, you need to establish incentives, cultivate your culture, and establish advancement opportunities. People talk. If you’re listing it on your application, make sure that it’s being incorporated into the workplace. Internal initiatives keep employees engaged and prevent them from seeking out your competitors.
Ultimately, becoming a great place to work isn’t just about employee satisfaction—it’s about driving business success and creating a thriving community. Here’s the deal: when you create a great work environment, magic happens. It won’t be nearly as difficult to retain talent. It doesn’t happen overnight, but the payoff is inarguable.
Are you struggling with turnover? If the local talent pool is not meeting your demands, let JDI help. Joseph David International has been ranked by Forbes as one of the top executive recruiters in the country because we do more than find candidates; we find the ideal candidate for your specific needs. For more information about our hospitality recruiting services, please click here.