Redefining Hotel Success Through Smarter Staffing

In this current landscape of business uncertainty, the concept of staffing stands out as the cornerstone of organizational success. But what exactly does staffing entail?

Most limited-service hotels are having their fair share of troubles due to limited staffing. Staffing is the process of identifying, recruiting and selecting the right candidate. This critical task not only ensures that the right candidates are hired but it also plays a pivotal role in shaping the hotel’s brand culture, driving productivity and achieving goals.

Understanding staffing is essential for anyone involved in human resources or operational management. What are the various types—from traditional recruitment methods to modern approaches talent acquisition is key in sustaining a healthy life work balance.

Staffing is a multi-layered process that can be broken down into several components:

• Staff Planning: This is the first step in determining the needs of the hotel not only currently but in the future. It consists of analyzing the competencies required to achieve the hotel’s objectives and identifying gaps in the existing workforce. For example, you may forecast a need for more General Managers due to the opening of several new hotels. There should be a plan in place to accomplish this goal.

• Recruitment: Once you have identified the need, the next step is how to recruitment. How to attract potential candidates. Various ways should be implemented such as social media, recruitment agencies, Job postings and referrals. Applicable recruitment approaches are essential to drive a well-versed group of qualified candidates. I use all social media platforms at my disposal such as LinkedIn, Facebook Groups, Brand Recruitment sites, I have even used TikTok.

• Selection: After getting the right candidates, the selection process begins. This involves evaluating applicants through interviews, assessments and even background checks to determine their suitability for the role.

• Development: Once a candidate is selected, we must invest in training and development of that individual to ensure they can perform their roles effectively. There are many suitable ways to do this, such as onboarding and brand training.

• Performance Management: Improving associate performance by setting clear expectations and providing ongoing feedback and development opportunities. It is an ongoing process of communication between a supervisor and an employee that occurs throughout the year, in support of accomplishing the strategic objectives of the organization. The process includes clarifying expectations, setting objectives, identifying goals, providing feedback and reviewing results. Performance management is an essential tool that helps associates to realize their full potential.

• Progression: Continuously review and adjust the progression plan to ensure it remains aligned with evolving goals and circumstances of the team.