HSA June 21

29. If you have a good candidate in an interview, make
sure you sell the benefits of working for you. Turn
the interview around from getting them to sell their
suitability, to you selling yourself.
“46,000 hospitality jobs
are currently advertised
online but industry leaders
say the real shortage may
be much higher.”
straight away. If you aren’t fast, you risk losing
out to a swifter business facing the same staff
shortage as you.
33. Resist the urge to employ the wrong person, no
matter how desperate you are. The wrong person
will provide a poor customer experience and drive
other staff out the door.
34. How’s your induction? Do you lose newcomers after
they have their first day or night on the job? Do they
feel overwhelmed, unsupported or did you tell them
you were a fun employer but the person doing the
induction comes across as a tyrant?
30. Advertise on an A-frame outside your venue.
31. If you promote that you are a flexible employer,
demonstrate that you are flexible from the outset.
Don’t insist on a set interview period (e.g.. three
candidates on Monday afternoon from 2pm to
3.30pm).
32. If you find a good person, make them an offer
35. This is worth repeating: tap into ALL of your
networks. Social, school, special interest groups …
put the word out and keep asking if people know of
anyone good looking for a job.
36. Your hotel supports many community
organisations, such as the local football and netball
club during winter. Ask them to spread the word, put
up “Work Available” posters etc.
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