When to (and Not to) Use a Hotel Recruiter
By Zoe Connolly Co-Founder & Managing Director, Hospitality Spotlight | February 10, 2019
Finding talent for a property, hotel chain or travel tech company is expensive. From screener interviews, to the time team members need to spend interviewing candidates, to the lost costs of a role going unfilled, dollars and time add up as companies look to bring in new talent, a process that usually takes nearly a month an a half.
Many of these cost centers can be mitigated through a partnership with a recruiter. These individuals can largely eliminate the screening process for hotels and tech companies, shake loose passive candidates who might be better qualified for a role than someone who's on the market, and even help with little things like creating job descriptions that will accurately represent the role.
That's not to say every company should always be engaged with a recruiter for every hire. Below are a series of green and red flags companies should consider (green for 'hire a recruiter' and red for 'holding off') before enlisting the help of a hiring professional.
Green Flag: There is flexibility in the role
Oftentimes, when a role opens up, the responsibilities have changed from the job's original description. Perhaps this is because technology has evolved, or maybe it's because a standout employee took on more than was expected. It can also be because a company wants to add someone who fits the description, but thinks there is an opportunity to add elements to the role.
Regardless of the reason, finding the right fit for what is essentially a moving target can be incredibly difficult for in-house hiring managers, and this is where recruiters can shine. Generally speaking, recruiters have amassed a wide range of current and passive candidates that offer an extensive range of possible fits.