Recruiting top talent in hospitality is no small feat. With hiring managers often juggling day-to-day operations alongside recruitment efforts, finding the time to focus on filling open roles can feel impossible. Add to that the industry’s ongoing labor challenges, and it’s clear: your recruitment strategy has to be efficient and effective.

Table of Contents

1. Mistake 1: Thinking “If I post it, they will come.”
2. Mistake 2: Using a “shotgun” approach.
3. Mistake 3: Overlooking internal talent.
4. Mistake 4: Forgetting to ask for help.
5. Mistake 5: Running short-staffed for too long.

But let’s face it—mistakes happen.

To help you attract the best candidates (and avoid unnecessary headaches), we’ve outlined five common recruiting missteps and how you can sidestep them.

Mistake 1: Thinking “If I post it, they will come.”

Simply posting a job online or hanging a “Help Wanted” sign isn’t enough to bring in quality candidates. Hospitality professionals have plenty of opportunities at their fingertips, and standing out requires more than just being visible.

Solution: Optimize your job postings to appeal to the right talent. Craft compelling job descriptions that highlight your company culture, growth opportunities, and unique perks. Utilize targeted platforms like hospitality-specific job boards to ensure your posting reaches the right audience.

Mistake 2: Using a “shotgun” approach.

Casting a wide net with vague job ads and relying on generic platforms may generate lots of applications—but not necessarily quality ones.

Solution: Take a targeted approach to recruitment. Use industry-specific platforms, like Hcareers, to reach candidates who are actively seeking roles in hospitality. Pair this with strategic social media outreach and participation in relevant professional groups to connect with prospects who align with your company’s needs.

Mistake 3: Overlooking internal talent.

The perfect candidate might already be working in your hotel! Ignoring internal staff for open roles not only misses potential talent but can also lower morale among your team.

Solution: Conduct an internal review before launching external recruitment efforts. Promote from within whenever possible to reward loyalty, retain institutional knowledge, and boost team morale. Employees who see a path for growth are more likely to stay engaged and committed.

Mistake 4: Forgetting to ask for help.

Your best employees know what it takes to thrive at your hotel—and they likely know others who would be a great fit. Ignoring this valuable resource is a missed opportunity.

Solution: Implement an employee referral program. Offer incentives for staff who refer successful hires, whether it’s a monetary bonus, additional PTO, or recognition within the company. Referral programs save time and money while often bringing in candidates who align well with your culture.

Mistake 5: Running short-staffed for too long.

While operating with minimal staff may seem like a cost-saving measure, it’s a recipe for burnout and poor guest experiences. Over time, it leads to higher turnover and lost revenue.

Solution: Prioritize proactive recruitment. Build a talent pipeline by maintaining an active presence on job boards, engaging with local hospitality schools, and attending industry job fairs. Filling roles quickly ensures your team stays supported and your guests receive top-notch service.

Final Thoughts

Recruiting in hospitality is both an art and a science. Avoiding these common mistakes will save you time, reduce turnover, and ensure you’re bringing the right people onto your team.

When in doubt, turn to resources like Hcareers for targeted job postings, industry insights, and tools to help streamline your hiring process. The right talent is out there—now it’s up to you to find them.

Need help filling open positions at your hotel? Post your job today on Hcareers and connect with the hospitality professionals you’re looking for.