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The changing world of recruiting

The changing world of recruiting: why Irish hotels need to be creative?

Many things have changed because of the COVID-19 pandemic, it has exacerbated many existing trends. The Irish hospitality industry needs to change its recruiting strategies if it is to attract and retain the right talent. This is essential if hotels in Ireland are to find the skilled and talented workers they need for their business.  No longer can they assume that there is a pool of people available for work in hospitality. Because of changes in the economy and society, younger people have more options when it comes to their careers than ever before.

However, Irish hotels can be creative when it comes to recruiting people and incentivising people to work in what can be a dynamic sector. While pay rates are important, hoteliers in Ireland can provide other incentives to people, to join their staff. Money is not everything for many people and they want to work with an employer who can provide them with social, health and other benefits. Those employers who offer prospective employees an attractive package of financial and non-financial incentives will be more likely to secure the talent they need for their business.

Here are some ideas that can help Irish hotels to develop new and effective recruitment strategies.

  • People are more concerned with wellness these days. An Irish hotel can offer a range of supports to new and existing staff. They can provide programs that support employees’ wellbeing such as access to mental health apps. The Irish hospitality sector can show that it takes its employees physical and mental wellbeing seriously.
  • People want more flexibility in their work. This can be tricky for Irish hotels because they cannot offer remote working, because of the nature of their business. However, employers can provide more flexible schedules.
  • Too often in the past, the Irish hospitality sector has concentrated on younger people. Hoteliers need to concentrate on hiring older workers. They can offer older workers who are out of the labour force an opportunity to return. Many older people may like an opportunity for a part-time job. As Ireland ages, the country’s hospitality sector will increasingly have to recruit older staff.
  • Employees want to work with people who have the same values as they have. Irish hotels need to show that they are caring organisations that are committed to sustainability. This can persuade, especially younger people to enter the Irish hospitality sector.
  • People are attracted to sectors where they believe that they will have a high level of job satisfaction. Irish hotels can show people that roles with them are very interesting and exciting. One way of doing this is to make sure that people are trained to work in a variety of roles. This means that they will not get bored and can learn new things. This can help Irish hotels to attract those who want an enjoyable career. Having a flexible workforce, allows hotels to better respond to the needs of the customers.

Hoteliers need to sell themselves to potential employees and need to differentiate themselves from other sectors such as retail. An increased use of non-financial incentives is critical especially given the low margins in the sector.


How Irish hotels can retain the best staff

Irish hotels are facing an enormous challenge as they reopen after COVID 19 restrictions. To put it simply the hospitality sector in Ireland does not have enough workers. Many businesses are unable to recruit enough staff, and many are not able to operate at full capacity. This is causing headaches for managers and also hitting profits.

Ireland’s hotels are reliant on top-quality workers. This is essential if they are to provide a great experience for both local and international guests. It can be hard to recruit new workers, especially skilled professionals. One way the Irish hospitality industry can manage this problem is to retain key staff and reduce turnover in the number of employees.

Several strategies have been used internationally, that has allowed hotels to retain their staff. This means that they do not have to be constantly looking out for new workers.  As a result, they are saving time and money. There is some good news, many effective staff retention strategies do not rely on extra pay or financial incentives.

Irish hotels need to do the following to retain their staff.

Flexible working. Consult with your staff members so that they can work in a way that gives them more work-life balance. If people believe that their employer allows them a good work-life balance they are more likely to stay over the longer term. Irish hoteliers can work with their staff to develop schedules that suit all parties.

Give perks. Many sectors provide bonuses and perks for meeting goals. Irish hotels should be prepared to reward high-performance levels. For example, reward employees who perform at a high level with time off or awards that recognize their good work.

Professional development opportunities. One way to retain staff is to allow them to develop their personal and professional skills. Irish hotels and the Irish hospitality industry, in general, are getting better at providing staff with opportunities to develop their career. However, more can be done. They can offer staff online training opportunities for example.

New management style: Many in the Irish hotel sector have changed their management and leadership styles. Irish hotels with managers who listen to staff members and can create teams are more likely to retain staff. A modern management style can create an inclusive and fun working environment, one which will increase employee job satisfaction. Managers need to create an inclusive environment where people feel comfortable and where difference is accepted and celebrated. This is crucial in the Irish hospitality sector as a large percentage of its workforce now comprises people from all over the globe.

Clear career path: People usually are ambitious and want to fulfil their potential.  Demonstrate that staff members who join have a real opportunity to progress their careers. For example, encourage them to apply for managerial roles and provide them with job training. People who have a chance to obtain promotions are more likely to stay in the hospitality sector over the longer term.


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