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Advertising pointers for different types of jobs. The following are stereotypes of the personalities most frequently found in different hotel departments. The following are generalities to consider when placing your employment ads. If the information below does not seem correct for your property or company, give some thoughts to the generalities that do apply. The purpose of this information is to help you write employment ads that hit all the right “hot buttons” necessary to attract a skilled labor force. The following is just meant to help start your creative juices. Do you write “Post and Pray” ads? Most properties and companies write their ads quickly just to get it done and off their “to do” list. They post their ad, and then they pray someone really good will see their poorly constructed ad and apply anyway. Employers who do this don’t understand:
We hope these tips are helpful. If you have additional ideas email them to us so we can add them and share them. Sales Jobs - Things that excite most sales people:
Do your ads for sales positions factually stress the above? Do your sales jobs provide the above? (If not, go to the decision maker on this position and let them know what the best sales people expect from an employer and ask for their suggestions on how the job can be modified to make sure you attract the best candidates for your sales job.) General Managers - Get excited about:
When creating ads for GM’s, ask the owner, president or VP Operations to give you examples that demonstrate the above. Then include them in your ads. (On Hospitality Online, enter this information in the section called Scope of this Position.) Assistant General Managers appreciate properties that:
The best AGM’s are people who are detail oriented and have a need to know everything that is going on at the property. Typically, they are very organized and appreciate structure. They need to be excellent managers and administrators, but they often are not strong leaders. (That’s the GM’s role) Rooms Division jobs. People get excited about these jobs when properties:
Rooms Division people typically are extroverted. These people are excited to be working at a property they can brag about to their friends and peers. When writing ads for these jobs, be sure to stress things that people are interested in when they are starting their careers: stability, opportunity, good pay and benefits, and training. Food & Beverage front of the house candidates are excited by properties:
F&B Front of the House employees and Rooms Division Employees are motivated and excited by the same things. These jobs appeal to people who take pride in being helpful and giving great service to others. They also need, and appreciate, frequent praise and recognition. Talk to F&B managers and employees to get examples on how they are trained, recognized, etc. Include that information under Scope of Position. F&B back of the house jobs attract people who:
Be sure your ads for these positions stress the above. Kitchen (Executive Chefs, Sous and Pastry Chefs, Garde Manger, and Cooks) appreciate:
Most chefs, by nature are creative people who want the flexibility to use at least a little of their creativity. Be sure your ads identify how your property allows chefs to be creative. If your menus are so tightly controlled that Chefs won’t be able to use any creativity be sure your ads state this, otherwise you will attract the wrong kind of candidates. The most common mistake properties make in the kitchen is hiring chefs and cooks who want to express more creativity than the property will allow. These people typically leave very quickly. It’s easy to over hire in the kitchen when you are interviewing an enthusiastic chef or cook who appears to have the skills to take your restaurant and banquet operations to the next level. Banquets, Convention, & Conference Services jobs excite people who:
These jobs are in two categories: Those jobs that work with the customer during both the planning and implementation stages of the event, and the service staff jobs. When advertising for Convention/Conference Sales Managers and Conference/Convention Managers, stress the creative aspects of their jobs, and the support from other departments to assure customer needs are met. When advertising Banquet Manager and other service jobs, stress the need for punctuality, organization, neatness, and attention to detail. Engineering candidates appreciate:
Engineering departments rarely hear “thank you.” Most receive calls about problems with the demand to drop everything to solve the problem immediately. Then the department gets criticized for not getting all their work done on schedule. To get engineers attention make sure your ads talk about the recognition your engineering department receives, the capital dollars your property commits every year, the size of your engineering department, etc. Address the points above. Finance & Accounting candidates are attracted by:
There are two types of financial/accounting jobs. Those jobs that are just involved in collecting, consolidating, and reporting results. Jobs like A/P, A/R, Payroll, General Ledger, Assistant Controller, and Controller/Chief Accountant at properties with centralized accounting. These jobs appeal to people who like structure and routine. Individuals who typically enjoy repetitive tasks. Other jobs are involved in the actual planning, financing, and overall direction of the property and company. These jobs are “big picture” oriented. They often are involved in overall budgeting, revenue projections, how capital dollars are to be allocated, and the ongoing operations of the property/company. People who like these jobs see themselves as managers and executives who are involved with the strategic direction of the property/company. Be sure your finance/accounting ads stress the right set of skills for the job you need. Housekeeping candidates are interested in jobs that:
Housekeeping management positions are the most difficult positions at any property. Many housekeeping employees have minimal education or speak only a little English. On the other hand, some properties also attract a highly educated hourly housekeeping associate. These are typically people who are going to school or just looking for part time work. Housekeeping managers have to be able to manage and motivate employees from all walks of life. At most properties housekeeping jobs are “dead ends.” Almost all properties talk about the opportunity for housekeeping employees to advance, but very few properties actually provide the training to help hourly housekeeping associates advance. Be sure your ads stress how your property and company is different. Stress training. Talk about people who have recently been promoted from housekeeping. Hourly associates are looking for opportunities. Housekeeping management candidates are looking for properties and companies that provide opportunities for all employees, not just a select few. Human Resources is rapidly changing in the hospitality industry. Many companies are centralizing HR and just have an administrative person at properties. Other companies are outsourcing the administrative portions of HR so their HR staff can concentrate on those aspects of HR that most impact profits-recruiting, training, and career planning. The two distinctions attract different skill sets. Centralized HR Functions attract people at properties who:
Decentralized HR functions, or HR Departments at companies that have out-sourced the routine administrative HR functions attract:
When advertising for HR jobs understand which type of people you need to attract for the job you have available. Then stress the points that are most important to the type of person you need to attract.
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