Hamburg, 01 February 2017 –
It is the same desperate situation we know from shopping already: too many suppliers, varying prices, no overview – there can be no talk of effectiveness at all. Hotel operators are facing challenges in HR Management: Which job portals are addressing the most candidates? How does a successful job ad look like? Digitalisation once again provides disruptive innovations, like the world’s leading talent-platform Hospitality Leaders.
HR-Managers of top hotels end up in despair: they cannot even attract potential employees with sexy job titles, like “queen of breakfast”. And the situation is even worse for cook jobs, although offered salaries are above the general pay scale. There are hardly any applicants at all. HR consultants are currently checking job portals for prices, relevance and efficiency – as far as this can be measured.
Networks like hosco.com (for students) and hospitality leaders (for apprentices and top talents) have long been established in HR Management. The decisive factors here are a fully completed profile, interesting blog postings and a short, effective video portrait, as the great mystery of those platforms is the matching of application profiles with the jobs, being available. The advantages are obvious: HR decision-makers automatically receive a message about interesting applicants to their screen. Those applicants, who received a rejection, are directly linked to appropriate employers.
According to Ralf Borchert, CEO of Hospitality leaders, “Hospitality leaders is completely free of charge for applicants and hotel operators can individually increase their flat-rate contributions, according to their needs“. With 30 years of work experience at Mandarin Oriental and Peninsula, this top hotel operator knows in detail about the heavy workloads in HR departments: “It is like in purchasing: we used to have up to 140 different meat suppliers in Asian luxury hotels, who awarded their prices on a daily basis.” This is comparable with the high amount of different job portals, which can be hardly compared in terms of services and prices.
Smart, automated and in the disruptive sense of the sharing economy – this is what Borchert, who once started his career in the exquisite Four Seasons hotel in Hamburg, kept in mind when he founded his latest company. With Hospitality Leaders, he is well on the way of making a decisive impact on hospitality recruitment – the industry’s main global topic. His first clients include the Asian Hyatt Hotels, the hotels of Kempinski and Fairmont, as well as the 25 Hours hotels.
With currently ten thousand users on hospitality.pro, hotel operators have access to an already well-filled talent pool. And with the “Talent Management & Recruiting Tool” they are able to easily organise the constant inflow of suitable personalities, to monitor applicant activities and to arrange job interviews with just a mouse click. According to Borchert, “top talents, who had once left the company to work somewhere else, can be observed over years until time has come to recruit them again”.
Recruiting portals like Hospitality Leaders, Hocaboo and Gronda pose a threat for established media companies, which is to be taken seriously. As reported by experienced branch experts, just selling media reach is no longer a business model for the future. The future belongs to social networks: This is derived from the impressive success of LinkedIn (sold to Microsoft for over 26 billion US-Dollars) or Facebook (where top decision-makers exchange experiences and confidently ignore news links of trade journals).
As stated by Borchert, “HR managers of top hotels don’t want to hear more about new job portals or non-transparent prices like cost-per-click. Instead, they want to be informed about efficient and modular designed E-Recruiting-Tools”. Though, one thing is clear to every hotel operator today: It is easy to recruit new guests, but new and good staff is hard to find.