Identifying Non-Traditional Candidates for Hospitality, Corporate Housing, Senior Living &Travel Roles

In the competitive landscape of hospitality, corporate housing, senior living and the travel industries, finding the right talent is paramount to success. Traditionally, hiring managers have relied heavily on resumes to gauge a candidate's suitability for a role. However, in today's dynamic and evolving job market, there's a growing recognition that non-traditional candidates can bring unique perspectives, skills and experiences to the table. In this blog post, we'll explore the importance of looking beyond the resume and identifying non-traditional candidates for these vital roles.


DIVERSE BACKGROUNDS BRING FRESH PERSPECTIVES

Embracing candidates from diverse backgrounds can inject fresh perspectives into your organization. While traditional candidates may possess relevant industry experience, non-traditional candidates often bring a wealth of transferrable skills from other sectors. For example, someone with a background in customer service from retail may excel in a hospitality role, bringing a strong focus on client satisfaction and interpersonal skills.


TRANSFERABLE SKILLS OVER INDUSTRY EXPERIENCE

Instead of solely focusing on industry-specific experience, consider the transferable skills that candidates from non-traditional backgrounds can offer. Skills such as problem-solving, adaptability, communication and leadership are valuable across various industries. By assessing candidates based on these skills rather than strictly on their past roles, you can uncover hidden gems who can thrive in your organization.


INNOVATION & CREATIVITY

Non-traditional candidates often bring a fresh perspective and innovative thinking to the table. Their experiences outside the industry can spark creativity and drive innovation within your organization. Whether it's implementing new customer service strategies, streamlining operations or revamping marketing efforts, these candidates can offer unique solutions that traditional hires might overlook.


DIVERSE TEAMS DRIVE SUCCESS

Research consistently shows that diverse teams outperform homogenous ones. By embracing non-traditional candidates, you can build a more diverse workforce that reflects the varied needs and preferences of your customer base. Diverse teams are better equipped to tackle complex challenges, foster innovation and drive business growth.


FOCUS ON POTENTIAL & CULTURAL FIT

When considering non-traditional candidates, look beyond their current skill set and assess their potential for growth. A candidate with a strong cultural fit and a willingness to learn can quickly adapt and thrive in a new environment. Consider factors such as attitude, values and alignment with your organization's mission and vision.


ALTERNATIVE RECRUITMENT STRATEGIES

To attract non-traditional candidates, consider alternative recruitment strategies such as networking events, industry-specific workshops and partnerships with organizations that support career changers. Additionally, leverage social media platforms and online communities to reach candidates who may not have traditional industry connections.


INVEST IN TRAINING & DEVELOPMENT

Once you've identified non-traditional candidates with potential, invest in their training and development. Provide opportunities for mentorship, skill-building workshops and ongoing learning to help them succeed in their roles. By investing in their growth, you'll not only benefit from their contributions but also foster loyalty and retention within your organization.


While resumes provide valuable information about a candidate's experience, they shouldn't be the sole determinant of suitability for a role. By looking beyond the resume and embracing non-traditional candidates, you can tap into a diverse talent pool, drive innovation and build a stronger, more resilient organization. So, the next time you're hiring for a hospitality, travel, corporate housing or senior living role, consider the potential and value that non-traditional candidates can bring to your team.



Danny Herskowitz is the CEO & Founder of JML Search LLC, a recruitment firm focused on helping companies within the Hospitality/Accommodation & Travel sector's find the best talent in the market for their teams. To learn more about our Recruitment Services please e-mail: danny@jmlsearch.com

Recruitment Insights

The Recruitment Ripple Effect

By Danny Herskowitz • June 14, 2024
The Recruitment Ripple Effect: Why Each Hire Spreads Growth Across Your Organization In recruitment, the profound impact of strategic hiring resonates deeply with the "ripple effect" concept explored in "The Compound Effect" by Darren Hardy. As discussed in the analysis "Ripple Effect: The Psychology of Behavior Change" by Shortform Books, small actions and decisions can cascade into significant life impacts. This principle holds true in the corporate world as well, where each hire not only fills a position but also initiates a series of transformative changes within the organization. Here’s how each new hire contributes to spreading growth throughout your client's organizations, underpinned by this psychological principle of behavior change. 1. Amplifying Team Performance and Morale Just as small behavioral changes can lead to significant personal transformations, the addition of one new team member can enhance the entire team's performance and morale. This new hire brings fresh energy and perspectives that can motivate existing staff, leading to improved productivity and a more vibrant workplace culture. This boost in morale and performance is a direct application of the ripple effect in a corporate setting. 2. Infusing Innovation and Fresh Perspectives Each new employee carries unique experiences that, when introduced to an existing team, can disrupt the status quo positively. This aligns with Hardy's concept that small, consistent actions lead to monumental changes over time. In a business context, these fresh insights can lead to innovative solutions and approaches that redefine how the organization tackles challenges and capitalizes on opportunities. 3. Enhancing Operational Efficiencies The ripple effect in operational efficiencies begins with a single strategic hire. Someone adept in new technologies or methodologies can introduce process improvements that enhance productivity and reduce costs. This concept mirrors the behavioral changes discussed in Hardy's work, where minor adjustments in daily habits can transform one's personal and professional life dramatically. 4. Expanding Market Reach and Business Development Strategic hires often come with specialized knowledge or skills that can open up entirely new avenues for business growth. This expansion is not merely a direct result of the individual's capabilities but is amplified by their interactions and influence within the team. As Hardy suggests, small efforts, consistently applied, are what lead to the most significant rewards. 5. Building and Sustaining a Strong Organizational Culture Incorporating the right individuals into your organization reinforces desired cultural values, which in turn attracts and retains top talent. This cultural strength starts with individual hires who embody and spread these values, illustrating how initial conditions, much like the small behavioral changes Hardy describes, can set the stage for larger organizational transformations. 6. Developing Future Leadership Investing in potential leaders is like planting seeds for future success, a theme resonant with the ripple effects of behavior change. These leaders will one day make critical decisions that shape the company's trajectory, demonstrating how foundational elements, no matter how small, can result in expansive outcomes. Conclusion The ripple effect, as analyzed in "The Compound Effect" and interpreted in recruitment, highlights the broad and lasting impact of each hiring decision. By understanding how each new hire can initiate transformative changes within an organization, hiring managers can better appreciate the strategic importance of their roles. Each recruitment decision is not just filling a vacancy but is a deliberate step towards shaping the organization's future, underscoring the profound, cascading impact of the ripple effect in the business world. 

Case Study: Offering Peace of Mind Through Our Placement Guarantee

By Danny Herskowitz • June 14, 2024

Create a Dream Hub for Employees

By Danny Herskowitz • June 11, 2024
I n the dynamic sector of Accommodation, attracting and retaining top talent is as crucial as ensuring guest satisfaction. To become a leading employer—a 'dream destination' for employees—companies must not only distinguish themselves from traditional workplaces but also compete with the appeal of remote work. This requires creating a workplace culture that is as unique and engaging as the services or products offered, and that meets the evolving needs of today's workforce. This article presents practical strategies to make your business the top choice for industry talent! Insights: Employee Empowerment: Empowering employees by involving them significantly in shaping guest experiences fosters a sense of ownership and pride, enhancing motivation and engagement. Workplace Diversity: Promoting a culture that values diverse perspectives can spur innovative solutions and more accurately reflect a broad spectrum of customer needs and preferences. Comprehensive Compensation: Offering more than just fair wages, by crafting a robust benefits package that caters to the unique challenges of accommodation workers, including wellness programs and performance incentives, is essential. Action Points: Innovative Time Off Strategies: Modernize traditional vacation policies to better meet the needs of employees with initiatives like: Time Banking: Employees can bank extra hours worked and use them as credits for additional time off during quieter periods. Mini Breaks: Implement shorter, more frequent breaks during shifts to help staff recharge, reducing burnout and maintaining high energy levels. Seasonal Leave: Modify leave policies to allow for longer vacations during off-peak seasons, letting staff take time off when it’s most convenient. Encouraging Hard Work While Fostering Job Satisfaction: Strike a balance between demanding work and rewarding initiatives: Gamification: Introduce game-like elements into routine tasks to make them more engaging. Recognition Programs: Establish a system to celebrate employee achievements, improving the workplace atmosphere and guest satisfaction. Creative Approaches to Workplace Dynamics: Rotational Roles: Provide opportunities for employees to rotate through different roles or departments to broaden their skills and vary their workdays. Educational Workshops: Regularly host seminars and workshops related to the industry to enhance employee skills and contribute to their professional development. Considerations: Professional Growth: Dedicate resources to continuous learning opportunities specifically designed for the accommodation sector, including partnerships with educational institutions and in-house training led by experts. Promotion from Within: Enhance morale and commitment by prioritizing internal candidates for new roles, demonstrating a clear pathway for career advancement within the organization. Enhancing Work-Life Integration: Given the demanding nature of the industry, it is crucial to support employees in effectively balancing their professional and personal lives through flexible scheduling and understanding management. Conclusion: Your Company as a Dream Workplace: Transforming your business into a highly sought-after workplace demands persistent and concerted efforts from all management levels. By embracing these innovative strategies, your company can stand out as an industry leader, known not only for its service excellence but also as a premier employer. Call to Action: Start by evaluating current employee satisfaction and engagement levels to pinpoint areas for improvement. Implement dynamic feedback mechanisms to continually adapt and refine your workplace strategies. Danny Herskowitz is the CEO & Founder of JML Search LLC, a recruitment firm focused on helping companies in the Accommodation sector find the best talent. To learn more about our Recruitment Services please e-mail: danny@jmlsearch.com
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