Recruitment process consulting for Budget hotels: Hiring Fast Without Hiring Blind
A budget hotel often needs a person by tomorrow. A light hiring routine, kept on hand, lets you move quickly and still avoid a repeat of last month's mistake.
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Share your requirementsWhy recruitment process consulting matters in budget hotels
Hiring in a small hotel usually means asking around. A cook's cousin is brought in, or a walk-in is taken on the spot. Sometimes this works well. Often it brings someone who leaves in a week because the shift, the pay or the work was not as described.
A light routine helps. Write down what the post involves and what it pays, use a paid trial shift, check two references and keep a short list of dependable names for emergencies. None of this slows a hire by more than a day, and it avoids most surprises.
How to set it up
1. Write the post in five lines
State the duties, shift, pay, meals, room and probation terms. Read it aloud to the candidate in the local language so there are no surprises.
2. Use local routes first
Ask current staff, nearby training centres and hospitality schools, and keep a few contacts at local vendors. Write down who sent each hire, so you can see which route works.
3. Run a paid trial shift
Let the candidate work a real shift at your property under watch. Note punctuality, politeness and speed, and ask the buddy for a view.
4. Check two references
Call two people the candidate names, and ask about attendance and conduct. Keep the notes short and in one place.
5. Keep a bench
Hold a short list of people who have already done a trial and are ready for a call. Review it monthly so it does not go stale.
Check these first
Before changing anything, find out what is true today. These take an afternoon and use your own records.
- List the last five hires and how each was found.
- Ask the manager how long an urgent hire usually takes.
- Check how many hires left within sixty days and what they said.
- Write the five lines of a post you hire most often and test them on a candidate.
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
Not if it is paid and short, and if the candidate agrees beforehand. It also protects them, since they see the work before accepting. Be clear about what the shift is for.
No, it often works. The risk is hiring without checking. Add the trial and references to every hire, including relatives of existing staff.
Enough to cover one or two absences in housekeeping, desk and kitchen. Two or three names per area is often enough in a small hotel. Contact them regularly to keep them interested.