Call Us · Text Us* · Submit your resume

Pacific Coast Hospitality

hospitality management

New Norms in Hospitality Hiring

by

The hospitality industry, known for its vibrant spaces and travel adventures, underwent a significant shift due to the global pandemic. During this transformative period, HR departments played a pivotal role in adapting to the changing landscape. Traditional hiring methods changed, embracing virtual evaluations and technology for assessing candidates. Beyond skills, adaptability and resilience became key factors. There was also a heightened focus on diversity and inclusion initiatives.  Reshaping the workforce has become crucial, leading to a reevaluation of HR approaches.

Shifting Job Functions and Skills

The pandemic accelerated the evolution of job roles within the hospitality sector. Cross-training became pivotal, allowing employees to diversify their skill sets, making them versatile in handling various tasks and enhancing operational flexibility. Roles like hygiene managers, health ambassadors, and digital concierges emerged, catering to the heightened focus on cleanliness, health, and technology integration.

Remote Work Opportunities

While hospitality traditionally thrived on in-person interactions, the pandemic ushered in the acceptance of remote work in certain operational facets. Administrative roles, marketing, and even some aspects of guest services found a new realm in remote work, offering flexibility and cost-saving opportunities for both employees and employers.

Health and Safety Precautions

Health and safety took center stage, leading to the implementation of rigorous protocols. HR departments spearheaded comprehensive training programs ensuring staff compliance with sanitation measures, health screenings, and upholding stringent safety standards. Additionally, employee well-being programs and mental health support mechanisms gained prominence, acknowledging the toll of the crisis on individuals.

Redefining Guest Interactions

Adaptation didn’t stop at internal operations; it extended to guest experiences. Hospitality businesses pivoted towards contactless services, mobile check-ins, and augmented reality tours. HR departments played a crucial role in training employees to deliver personalized, yet socially distanced, guest experiences, striking a delicate balance between warmth and safety.

The hospitality industry’s post-pandemic phase saw fundamental shifts in HR practices. Agility, empathy, and adaptability became central themes. The lessons learned during this period will shape HR strategies, ensuring a more resilient and inclusive workforce.  As the industry embraces changes and moves towards recovery, these evolving HR practices promise to redefine hospitality in the new normal, offering a more dynamic and sustainable future.

Navigating the Talent Shortage: Strategies for Hiring in a Competitive Market

by

In today’s dynamic hospitality landscape, one of the most pressing challenges faced by organizations is the shortage of qualified talent. Industries across the board are grappling with a scarcity of skilled professionals, making the hiring process more competitive than ever. By understanding the challenges faced by businesses in attracting qualified talent and implementing creative recruitment strategies, organizations can not only survive but thrive in a competitive market. In this post, we delve into the intricacies of navigating the shortage and explore effective strategies for hiring in a fiercely competitive market. In the face of the talent shortage, adaptability and strategic thinking will be the driving forces behind successful recruitment efforts.

The Talent Shortage Dilemma

The talent shortage is a multifaceted problem arising from factors such as rapid technological advancements, evolving skill requirements, and demographic shifts. Businesses, particularly in industries with specialized skill sets, find themselves in a constant battle to attract and retain qualified individuals. This shortage poses a threat not only to immediate recruitment needs but also to long-term growth and sustainability.  Here are the top three challenges in attracting qualified talent:

1. Skill Mismatch: As industries evolve, the demand for specific skills rises. However, the education system and workforce often struggle to keep pace, leading to a significant skill mismatch.

2. Changing Workforce Dynamics: The preferences and expectations of the workforce are changing. Millennials and Generation Z, for example, prioritize factors like work-life balance, career development, and a sense of purpose in their professional lives.

3. Increased Competition: With businesses expanding globally and embracing remote work, the pool of talent has become more accessible. Simultaneously, it has intensified competition as organizations vie for the same skilled individuals.

6 Effective Recruitment Strategies

1. Embrace Remote Work: In a world where remote work has become the norm, offering flexible work arrangements can significantly broaden the talent pool. Highlighting a commitment to work-life balance can make your organization more attractive to potential candidates.

2. Invest in Training and Development: Instead of solely relying on external talent, consider investing in training and upskilling programs for existing employees. This not only addresses the skill shortage but also fosters loyalty among the workforce.

3. Utilize Social Media and Employer Branding: Leverage the power of social media platforms to showcase your company culture, values, and success stories. A strong employer brand can set your organization apart, making it more appealing to prospective employees.

4. Streamline the Application Process: Simplify and expedite the application and interview process. Lengthy and complicated procedures can deter qualified candidates from pursuing opportunities with your organization.

5. Offer Competitive Compensation and Benefits: While it may seem obvious, ensuring that your compensation packages are competitive is crucial. Additionally, consider non-traditional benefits such as flexible schedules, wellness programs, and professional development opportunities.

6. Cultivate a Diverse and Inclusive Workplace: A diverse and inclusive workplace not only attracts a broader range of talent but also contributes to a more innovative and dynamic work environment. Highlight your commitment to diversity and inclusion in your recruitment efforts.

10 Proven Strategies for Effective Hospitality Recruitment to Build a Winning Team

by

In the world of hospitality, success is intricately linked to the quality of the team you build. A team that embodies skill, dedication, and a passion for service can transform a good establishment into an exceptional one. However, assembling such a team requires a thoughtful recruitment strategy that goes beyond merely filling positions. To achieve greatness in hospitality, here are ten proven strategies for effective recruitment that can help in building a winning team.

1. Define Your Culture and Values

Clearly articulate your company’s culture, values, and mission. This clarity serves as a guiding light, attracting individuals who resonate with your vision. Highlight your commitment to customer service, teamwork, innovation, and any other core values that define your establishment.

2. Craft Compelling Job Descriptions

Job descriptions should not only outline roles and responsibilities but also convey the culture and expectations of your establishment. Use language that reflects your brand’s personality and the qualities you seek in potential team members.

3. Leverage Technology and Social Media

Embrace technology and social media platforms to reach a wider pool of candidates. Utilize professional networks like LinkedIn, industry-specific job boards, and your social media channels to promote openings and engage with potential candidates.

4. Implement Rigorous Screening Processes

Develop a multi-step screening process to assess candidates thoroughly. Incorporate interviews, skill assessments, and scenario-based questions to evaluate technical skills, cultural fit, and problem-solving abilities.

5. Prioritize Soft Skills and Attitude

While technical skills are essential, placing emphasis on soft skills and attitude is equally crucial in the hospitality industry. Look for candidates with strong communication, adaptability, empathy, and a genuine passion for serving others.

6. Offer Training and Development

Invest in continuous training and development programs. This not only enhances the skills of your team but also demonstrates your commitment to their growth, fostering loyalty and motivation among employees.

7. Encourage Referrals and Internal Growth

Encourage employee referrals by incentivizing current staff to recommend suitable candidates. Additionally, prioritize internal growth by offering opportunities for career advancement within the organization.

8. Conduct Trial Periods or Working Interviews

Consider implementing trial periods or working interviews to observe candidates in action. This hands-on approach can provide valuable insights into their capabilities and compatibility within your team.

9. Maintain a Positive Candidate Experience

The recruitment process is an opportunity to create a positive impression, regardless of the outcome. Ensure timely communication, provide constructive feedback, and treat all candidates with respect and professionalism.

10. Evaluate and Adapt

Continuously evaluate your recruitment strategies. Analyze turnover rates, employee satisfaction, and performance metrics to identify areas for improvement and adapt your approach accordingly.

Building a winning team in hospitality is an ongoing process that requires dedication, patience, and a keen eye for talent. By implementing these proven strategies for effective recruitment, you can attract, retain, and develop a team that not only meets but exceeds the expectations of your guests, creating memorable experiences that define your establishment.

Remember, the strength of a hospitality business lies not just in its amenities or services but in the people who bring it all to life—the exceptional team that embodies the spirit of hospitality and service excellence.

Hiring a Restaurant Manager: Keys for Success

by

A successful restaurant hinges not only on its delectable cuisine but also on the leadership steering its operations. A competent restaurant manager is the linchpin in orchestrating a positive dining experience and boosting profitability. So, how do you find the right person to entrust this pivotal role to?  By focusing on a candidate’s skills, attitude, leadership abilities, and alignment with your restaurant’s culture, you can find a manager who not only sustains but elevates your business. Embrace the process, trust your instincts, and choose someone who embodies the essence of exceptional hospitality and managerial finesse.  Check out these nine invaluable tips to guide your hiring process.



  1. Define Your Expectations Clearly

Outline the specific responsibilities, skills, and qualities you seek in a manager. Consider their expertise in handling finances, staff management, customer service, and understanding of the culinary industry. The goal is to find out if they are capable of fostering a vibrant dining atmosphere while maintaining operational efficiency.

 

  1. Experience Matters, But Attitude Counts More

While experience is crucial, attitude and adaptability are paramount. Look for a candidate who not only boasts experience but also demonstrates a passion for the industry and a willingness to learn and adapt to your restaurant’s unique ethos.

 

  1. Cultural Fit and Leadership Skills

A successful restaurant manager should align with your restaurant’s culture and embody leadership qualities. Assess their ability to motivate and lead a team, handle pressure gracefully, and communicate effectively. A manager who can inspire and guide their staff positively contributes significantly to a restaurant’s success.

 

  1. Test Their Problem-Solving Skills

Restaurant management is rife with challenges. Present scenarios or case studies during the interview to gauge their problem-solving abilities. Ask questions such as: How do you handle conflicts among staff? How would you address declining customer satisfaction? Their approach to these hypothetical situations can reveal their managerial prowess.

 

  1. Assess Customer Service Orientation

The heart of any successful restaurant lies in exceptional customer service. A skilled manager should prioritize customer satisfaction and possess a keen understanding of guest needs. Evaluate their track record in ensuring a seamless and delightful dining experience for patrons.

 

  1. Financial Decisions

An effective manager should be financially astute. They should be proficient in cost control, budgeting, inventory management, and identifying opportunities to enhance profitability without compromising quality.

 

  1. References and Background Checks

Don’t underestimate the importance of references and background checks. Speak with previous employers or colleagues to gain insights into the candidate’s work ethic, performance, and compatibility in a team environment.

 

  1. Trial Period or Project

Consider a trial period or a project-based assignment before finalizing the hiring decision. This allows you to observe their skills in action within your restaurant’s setting and assess their compatibility with the team.

 

  1. Stay Open to Innovation

A prospective manager who brings fresh perspectives and innovative ideas to the table can breathe new life into your establishment. Look for candidates who demonstrate a willingness to innovate while respecting the restaurant’s core values.

Navigating the Post-Pandemic Hospitality Job Market: Opportunities and Challenges

by

The hospitality industry has always been a vibrant and dynamic sector, providing numerous job opportunities and contributing significantly to the global economy. However, the COVID-19 pandemic brought unprecedented challenges, causing widespread disruptions and reshaping the landscape of the hospitality job market.  The industry’s resilience and ability to innovate will ultimately determine its path to a brighter future.  Moving forward from the pandemic, it’s crucial for both job seekers and employers to understand the opportunities and challenges that lie ahead.  By navigating these opportunities and challenges thoughtfully, the hospitality industry can emerge stronger, more vibrant, and better equipped to meet the needs of a new era.

Current Opportunities for Job Seekers

1. Pent-Up Demand: With people eager to travel, dine out, and experience new adventures, there is a surge in demand for hospitality services. As travel restrictions ease, hotels and restaurants are experiencing an uptick in bookings, driving the need for staff across various roles.

2. Innovative Roles: The pandemic has accelerated the adoption of technology in the hospitality industry. Job seekers with skills in digital marketing, data analysis, and online customer service will find themselves in high demand as businesses look to enhance their online presence and provide contactless services.

3. Flexible Work Options: The shift towards remote work during the pandemic has shown the industry that certain roles can be performed off-site successfully. Job seekers may find opportunities for flexible work arrangements, especially in roles related to marketing, sales, and administrative tasks.

4. Health and Safety Specialists: The importance of maintaining strict health and safety standards has become paramount. Job seekers with expertise in health and safety protocols and pandemic preparedness will be highly sought after by employers seeking to reassure guests and ensure compliance with regulations.

Challenges for Job Seekers

1. Competition: With many laid-off employees returning to the job market, competition for positions may be fierce. Job seekers need to stand out by showcasing their adaptability, flexibility, and commitment to delivering exceptional customer experiences.

2. Skill Shift: The pandemic has reshaped the industry, leading to the emergence of new roles and skill demands. Job seekers who wish to stay relevant may need to upskill or reskill to meet the changing requirements of the sector.

3. Emotional Well-being: Working in the hospitality industry can be demanding, and the pandemic has added a layer of stress and uncertainty. Job seekers must be prepared to manage the emotional challenges associated with working in a rapidly changing environment.

Current Challenges for Employers

1. Staffing Shortages: As the industry rebounds, employers may struggle to find skilled workers to fill vacant positions. It will be essential to attract and retain top talent through competitive compensation packages, professional development opportunities, and a positive work culture.

2. Health and Safety Compliance: Maintaining health and safety protocols while delivering a seamless guest experience is a delicate balancing act. Employers must invest in training and resources to ensure staff are well-equipped to handle the challenges of the post-pandemic world.

3. Digital Transformation: Embracing digital technology is crucial for staying competitive in the evolving hospitality landscape. Employers must invest in digital tools and platforms that enhance customer experiences and streamline operations.

Evolving Roles and Skills in Demand

The pandemic has accelerated the need for certain roles and skills within the hospitality industry. Job seekers need to adapt and acquire new skills.  Some of the evolving roles include:

1. Digital Marketing Specialists: As businesses pivot towards online marketing, professionals who can craft effective digital campaigns and leverage social media platforms to attract guests are in high demand.

2. Data Analysts: Data-driven decision-making is becoming increasingly vital in the hospitality sector. Data analysts can help businesses gain insights into customer preferences, optimize pricing, and improve operational efficiency.

3. Customer Experience Managers: Providing exceptional customer experiences will be a differentiating factor for businesses. Customer experience managers are responsible for ensuring guests have memorable stays and positive interactions with the brand.

4. Remote Event Coordinators: Virtual events gained popularity during the pandemic, and businesses now see the potential for hybrid or fully remote events in the future. Remote event coordinators play a crucial role in organizing and executing these gatherings.

How to Attract and Retain Top Talent in the Hospitality Industry

by

Setting table at a restaurant

Excellent customer service and a high standard of professionalism are requirements in the fast-paced, dynamic hospitality sector. Although it can be difficult to find and keep excellent personnel in the hospitality sector, doing so is crucial for any company to succeed. Here are six excellent guidelines to remember when looking to hire.

1. Develop a deep understanding of the hospitality industry 

To be successful in hospitality recruitment, it is essential to have a deep understanding of the industry, its trends, and its unique challenges. Invest in ongoing training and development to stay up-to-date on the latest industry developments.

2. Build a strong network

Building a strong network of industry contacts is essential for hospitality recruitment firms. Attend industry conferences and events, participate in online forums, and cultivate relationships with industry professionals.

3. Use data to drive decision-making

Data can be a powerful tool for hospitality recruitment firms. Use data to track industry trends, identify skill gaps, and measure the effectiveness of recruitment strategies.

4. Emphasize quality over quantity

In hospitality recruitment, it is essential to emphasize quality over quantity. Focus on finding the right candidates who have the skills, experience, and cultural fit needed to succeed in the industry.

5. Provide exceptional customer service

Customer service is key in hospitality recruitment. Provide exceptional service to both clients and candidates, and build a reputation as a trusted partner in the industry.

6. Leverage technology

Technology can be a powerful tool for attracting and retaining top talent in the hospitality industry. Use technology to streamline recruitment and hiring processes. Consider offering online training and development opportunities, and always provide real-time feedback and recognition.

Strategies to Reduce Rapid Turnover

by

Chef working in kitchen

The effects of COVID-19 and the Great Resignation are still being felt throughout the service industry.  Short-staffed or not, the show must go on.  Though high levels of turnover are standard in the industry, they should not be debilitating.  We’ve rounded up our top 6 tips to mitigate turnover. It is possible to retain the talent you have while fostering an environment that is attractive to new hires.  Let’s jump in!

Tip 1: Be Patient & Fair

There are many responsibilities to juggle as a manager.  As a result, being consistent and empathetic can be challenging.  It is vital to remember that things familiar or second nature to managers are often foreign concepts to new employees.  Be patient, as some of your best employees might take longer to learn.  Be fair.  How you treat your employees directly impacts retention.  Try your best to remove your personal preferences and manage from a brand standards perspective.

Tip 2: Effort Trumps Talent

There is a saying by Dave Weinbaum, “If you can’t excel with talent, triumph with effort.”  Managers must be able to recognize continuous effort.  These types of employees are valuable.  Find small, yet meaningful ways to identify the efforts of your team.  Finding each employee’s strengths will increase productivity.  Keep in mind that some employees may not be suited for certain roles.  Help your employees improve and find their place to shine.

Tip 3: Optimize Operations

There always seems to be a never ending list of tasks to complete during a shift.  Prep work, stocking, cleaning, etc.  Help your employees be more efficient by automating tasks when possible.  You can also make sure processes are streamlined to avoid the same task being completed multiple times.  Communication is key.  

Tip 4: Flexibility

Job flexibility is so attractive to potential employees.  Many remain at a job because their employer offers flexible work options.  In our current job market, if a position stops offering a flexible schedule, there is no shortage of jobs elsewhere.  You would rather be short-staffed for a few shifts than lose a valuable employee long term.  Remember that the next time an employee is seeking an accommodation.

Tip 5: Train Right the First Time

Training should lead to confidence.  As with learning any new skill, there will be bumps along the way.  Avoid constant correction and keep in mind that employees have different learning styles.  Try to accommodate when you can.  Managers must be aware of who will be working each shift training the employees.  You want to make sure that person is capable of leading the new hire to success.  While there are many reasons an employee may leave the workplace, don’t let a lack of sufficient training be the culprit.

Tip 6: Motivate Your Team

Keep your team around by completing standard reviews and raises.  This is one way to show team members that they are valued.  After all, employees come to work to get paid.  An excellent time to evaluate the employee’s goals with the company is during the review process.  It will also give you a chance to assess if a promotion would be a good step.  You are not promoting every employee to management level.  However, many companies have roles like “team lead” that can show the employees value without moving them immediately to a management position.  These accomplishments can lead to high satisfaction keeping your current team members around.  And the ability to promote within is appealing to potential new hires.

PCH: 3 Tips for Restaurant Employee Retention

by

Chef holding a plate of food

Turnover in the restaurant industry is notoriously high, but has recently escalated.  And increasing compensation is no longer enough to retain employees.  Burnout, long and unpredictable hours, lack of benefits are driving top talent out of the industry.  Quick fixes have become the norm; sign-on bonuses, increased wages, etc.  But none are proving effective at bridging the labor gap.  As the restaurant industry continues to shift, it’s time to take an in-depth look into your retention strategy.  How do you measure up in these three categories? Maybe it’s time to rethink your current strategies.

1. Tools & Technology

    Technology is too often connected with desk-based jobs.  More and more digital tools are becoming vital for frontline workers.  Yet, it seems such a small percentage of workers are equipped to effectively utilize the technology.  Mix that with outdated training modules and you have a recipe for high turnover.  Help mitigate burnout and boost operational efficiency by offering tools and technologies that set your restaurant employees up for success.  A digital workspace platform will allow for real-time communication and digital training modules.  It will also provide a place for employees to easily fetch information to complete day-to-day tasks.

    2. Hiring Strategies

      Do you seek external hires when looking to fill positions?  A more cost effective and easier way to hire is internally.  The perfect hire might be right in front of you!  You already know the potential candidate and they already know the business standards.  Avoid starting from scratch and seek the ideal candidate from within.  Businesses with internal mobility have employees that are more likely to remain with the company longer.  Consider offering training to those employees interested.  Career advancement opportunities are enticing to both internal and external hires.

      3. Employee Benefits

        Workers desire flexibility, an engaging work environment, and respect.  If all you are offering as an employer is higher wages, then you are missing the mark.  Flexibility is essential in our post COVID-19 world, but is difficult to offer when restaurant jobs require workers to be on-site.  So you have to be creative in your approach.  Consider using a digital workspace for scheduling so that employees can pick up extra shifts.  This gives workers control over their economic well being.  You can also offer a standardized digital training that can be completed outside of a scheduled training time.  Offering more flexibility for employees will make your company more appealing from the start and will entice long-term employees to stay.