Recruitment process consulting for Tourism Attractions: building the season team early
A tourism attraction needs far more people in October than in July, or the other way round. A hiring process that starts early, tests guides on a real tour and brings back last year's best saves the season.
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Share your requirementsWhy recruitment process consulting matters in tourism attractions
Some sites hire in a rush, a few weeks before the crowds. Advertisements go up late, the best candidates have already taken other seasonal work and the team is filled with whoever is free. Guides are chosen by how well they speak in an interview, not by how they handle a tired family of twelve in the afternoon heat.
A better process sets a hiring calendar from the peak calendar, one for each role. It keeps a returning list, tests guides on a short tour and tells candidates honestly about the hours, the distance and the pay. It also records where each hire came from and who stayed for the whole season.
How to set it up
1. Work backwards from the peak dates
For each role, note the number needed in peak and lean weeks, and the days needed for training. Start hiring that number of weeks before the first crowd.
2. Contact last season's best first
Call or message staff who did well, with the new dates and pay. Returning staff need less training and know the site's quirks.
3. Test guides on a real route
Ask the candidate to take a senior guide and one staff member round a short route. Watch for accuracy, tone, pace and how they handle a question they cannot answer.
4. Source from nearby colleges, villages and trade contacts
Tourism and history departments, local youth groups and neighbouring sites can all supply interested people. The recruitment process consulting page describes how we would help.
5. Be honest about distance, hours and pay
State the shift timings, the travel arrangements, the weekly off and the pay dates. A person told about the long peak hours in advance is likelier to stay for them.
Check these first
Before changing anything, find out what is true today. Use your own records for a defined period and note gaps in the evidence. The review may take longer if records are incomplete or spread across teams.
- List last season's hires by source and note who completed the full season.
- Compare the dates you started hiring against the date the first big crowd arrived.
- Ask a senior guide whether the guides hired last year would pass a route test today.
- Read your last job notice and check that it states hours, distance and pay.
GullyHR can do this with you. Read how we approach recruitment process consulting in general, or share your requirements and we will tell you where to start.
Questions owners ask
Use last year's busiest days and the staff present on them, then note where queues and gaps appeared. Plan for those gaps rather than a flat percentage, and add a small reserve for absences.
Try local history and tourism colleges, retired teachers, nearby site guides and past staff. Give a route test to everyone. A good guide needs knowledge, patience and a clear voice.
Local people travel less and know the area, but you may need language skills from elsewhere. Mix both, and be clear on lodging and transport for those who come from outside.
We set up the interview and hiring process for tourism attractions
Every business interviews, but few have a written process that works the same way for every role and every interviewer. GullyHR designs yours, from the role brief to the offer, trains your managers to run it, and can run it for you on the roles you hand us.