Finding good employees is difficult, but that task is even harder when you are working with a limited pool of candidates instead of using a hospitality recruiter.

When hotels are only using their own resources to find new managers and employees, they are in essence trying to find a specific needle in a stack of needles. It is an impossible task that, more often than not, leads to frustration and settling on a manager rather than finding the ideal manager for that specific position.

Using a hospitality recruiter opens up a world of opportunity for hotel hiring managers and can make the task at hand significantly easier. Here are just a few of the benefits of working with a hospitality recruiter to find your managerial candidates:

Saving Time and Money

In 2016, the Society for Human Resource Management (SHRM) published a study estimating the cost of a new employee search to be $4,000. While that figure is staggering, we believe it is actually severely underestimated. This study takes into account the salary of HR personnel, advertising, and background checks, but it does not account for things such as the costs of the position itself remaining open or having an underperforming manager currently in the role. It also does not account for training.

Take all of those factors into account and you can probably double that figure. Now, think about what happens when you “settle” for a candidate because that is all that is available to you. What happens when in two months you realize you made a mistake and need to repeat the process all over again? Using a hotel recruiter allows you to minimize the costs of hiring and more than likely, find the right candidate right out of the gate.

Finding the Best Possible Candidate

A point we made earlier is that in most cases, hotels are limited to local candidates who just happened upon the ads placed. When using a hotel recruiter, you suddenly get access to a nationwide candidate pool. Thousands of contacts can be used to find the ideal candidate for your specific needs, even if it means that candidate is coming from the other side of the country. You would be surprised at how many candidates will consider relocation, even if they have to pay for it themselves, when the perfect opportunity is properly presented to them.

Understanding the Culture

The national average for turnover rate is just over 46 percent. The national average for turnover rate in the hospitality industry is about 70 percent, and for good reason. Far too many managers have no idea what they are getting into when they enter the industry. This problem is often exacerbated when an HR manager is under pressure to fill a position and neglects to fully advise the candidate as to the daily grind of the position.

That doesn’t happen when using a recruiter like Joseph David International. We make sure the candidates are fully aware of the demands, both physical and time, of their position. Those uncomfortable facts that are sometimes avoided are addressed upfront so we can ensure the right candidates are presented to the company.

If you are getting frustrated that you are unable to find the ideal candidates for positions available at your hotel, consider contacting Joseph David International hotel recruiters. We have been successfully placing candidates for more than a decade because we look for the ideal candidate so you don’t have to settle. For more information about our hotel recruiting services, please click here.