Do you have an effective HR strategy? The goal must be more direct applications! Guide for more success in recruiting in the hospitality industry

Hamburg, Germany – 9 June 2017 –
How much budget do you spend on job ads? How much attention will be paid to your job ads in an ever-shrinking candidate market? Do you measure your advertising success in recruiting at all? The new challenges for the HR strategy in hospitality are unmistakable. If the number of applicants decreases – trainees up to -70% – HR marketing will have to be much more professional. Because: to attract guests is not the problem of attracting new employees. Illustre initiatives such as Emoji campaign by Rezidor’s Prizeotel for more fun to promote a future job in the hotel industry, but for some still strange, but are just a proven means for more success in the recruiting.

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These are the most important measures in HR marketing:

• Extensive landing page for jobs & applicants on hotel website
• Direct recruitment on vacancies with professional 1
• Targeted online advertising in the social web for direct marketing (Facebook, Instagram, YouTube!)
• Refined PR strategy for recruiting: press releases, blog, separate social media channels at Instagram, Snapchat, YouTube
• Annual program for training (workshops, excursions, job exchange) and further education (microtraining / blended learning / e-learning)
• Innovative added value for apprentices & employees, e.g. Bicycle, Smart, Tablet PC
• Promote Trainees & applicants for online profiles at 1 in order to be able to pursue them in the future career path and, if necessary, to bring them back into their own business
• Employer ratings