Shortage of skilled workers – one of the central issues that permanently occupies the HR department. If a “good” employee quits, it is often difficult to find a replacement. This phenomenon is not uncommon in the hospitality industry. A study now wants to answer as to why: skilled labor shortages are often homemade! If you want to change your activities and put your energies into a new direction, the website – https://monstratext.com/cheap-research-papers – to help you, look out for the number of services these professionals provide. Of course, poor pay, demographic change, and long working hours play an important role, but the study by the Bonin personnel consultancy also proves: the often questionable salaries are not the main reason for a shortage of skilled workers. About the industries that interest us and you, however, it is more important how there can be a shortage of skilled workers in practice.
Little tricks can prevent this situation in the long term. As a company, what should you do to avoid having to worry about unskilled personnel? Do not hide from your potential employees during the interview, for example, that the typical day-to-day work in the hotel industry is no picnic. Of course, it is important and advisable to present yourself as a company as positively and attractively as possible in competition, but be careful: do not make yourself implausible by presenting facts that are generally considered to be false. In times of Generation Y, you should simply not apply too thickly. Because your company, your brand, has put years of work into building a good reputation and you shouldn’t risk destroying it. And that happened quickly: small mistakes in the recruiting process can mean lasting bad PR for your company. Of course, this does not mean that you should only greet a potential candidate with open arms and a generous salary. Just stay on the carpet – and above all: with the truth. To now draw back the arc to the originally raised topic: the hospitality industry, in particular, is strongly influenced by first impressions. If your company makes a personable and professional impression, for example, even a rejection can no longer harm you permanently.
There are two reasons for this:
The first reason: the potential candidate retains a good feeling and retains the trust that was quickly acquired, even if there is no immediate cooperation.
The second reason: the image of the entire industry can be permanently and negatively associated with a single, unhappy job interview.
Of course, this negative association primarily takes place in the applicant’s head, but in times of digital communication, this can have far-reaching consequences. A short message to your closest confidants who may be active in the same industry could “screw up” a well-qualified specialist for you. You should definitely consider this aspect the next time you need longer, for example, to send a standardized rejection. Be kind and honest! Ask for feedback! Even if you think that it will be useless in the event of a cancellation, you can draw valuable conclusions concerning the positioning of your company.
Our tip for you: don’t underestimate word of mouth! If your company is passed on to others positively, you will benefit in the long term. It is no longer the applicants’ fight for the company, but the other way around. And tomorrow’s talents want one thing above all: to be taken seriously.