Frankfurt, Germany – 2 May 2017 –
It has to be easy and make sense: Personal profiles on the social web are the key to E-recruiting. More and more hotels are using leading networking-platforms such as Hospitality Leaders, LinkedIn, Xing and even Facebook for active sourcing and matching to fill the increasing open positions. E-Mail applications are being progressively replaced by social recruiting.
The advantage lays on both hands: Talents only have to maintain one central profile, HR-Manager can finally process (significant) online-CVs into smart SaaS solutions. As in the increasingly simplified travel technology the success of the E-Recruiting depends on intuitive operable tools. Therefore, the false assumption that each hotel group needs to provide a database with applicant profiles is being revised. Even with active sourcing, addressing an outstanding talent is not exclusive; a worldwide “War for Talents” has long since started in the hospitality sector.
As usual the devil is in the detail: When matching open positions with adequate profiles the right catchword is key to success. When searching for a cook by using the word “Chef” it will be inevitable that profiles of General Managers and leading personalities will be generated as well. Real matching technologies continually advance with artificial intelligence.
Key factor are properly filled in online profiles – including complete names, professional portrait picture, a list of current and former held positions, awards and certificates. Whoever thinks that promoting oneself with a fake Facebook name and an account without a picture needs to evolve. Social profiles of candidates are long time being specifically audited by HR-Managers in order to learn about potential candidates. Too many “Likes” for example on right wing music bands or numerous personal party pictures can hinder one’s career tremendously.
Globally more and more hotels expect online profiles of candidates which they can process into their recruiting- and HR-Software. Maintaining one’s candidate profile on each hotel chains platform can be avoided. One example of a smart solution is a centralized online CV within the global leading news and networking platform www.hospitality.pro.
Hospitality Leaders is already being used by leading hotel chains such as Moevenpick Hotel & Resorts, Hyatt (Asia/Pacific), 25hotels and a few Kempinski houses (Munich, Berchtesgaden, Frankfurt/Main) and Fairmont (Hamburg). The wide positioned platform – a community in six languages and a SaaS-solution for the complete recruiting process – is set up internationally with offices in Hamburg, Hong Kong, Cape Town and Peking.