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Effective Job Descriptions in Hospitality: How to Attract the Right Candidates

pexels andrea piacquadio 3801426 - Aligra.co.ukRecruiting the right people plays a vital role in the long-term success of hotels, restaurants, and other businesses in the hospitality industry. This industry is people-focused, meaning hiring the right people is essential to provide guests with the best experience, likely resulting in brand loyalty and repeat business.

Crafting highly effective job descriptions is an excellent strategy for attracting the right candidates. How? Well, put yourself in the applicants’ shoes — if you see a job description full of jargon or too long, would you bother applying? More often than not, you won’t.

Creating effective job descriptions isn’t rocket science; there are strategies to ensure that you can accomplish this task fast. Use the tips listed below to come up with job descriptions guaranteed to attract the best candidates in the hospitality industry.

Skip Any Buzzwords

Using buzzwords, such as “marketing superstar” or “coding ninja”, doesn’t only feel awkward or unprofessional when seen in job descriptions — you’ll also lose the opportunity of attracting as many candidates as possible. Only certain age groups or audiences will understand these terms without any problems, so how about the older or younger generations?

Strive to create job descriptions with zero buzzwords. Use the simplest words and phrases to clearly convey your message and make sure candidates of all ages and backgrounds understand what you’re trying to say.

Additionally, choosing simple words over buzzwords improves your searchability online. Keep in mind that candidates looking for jobs using basic terms and job descriptions containing the exact words will have better chances of appearing on online searches.

Be as Detailed as Possible

Anyone applying for a hotel manager position will have an idea of what the role entails. But never assume that all applicants have an in-depth understanding of the requirements and scope of the role. Because of this, spend time creating a detailed job description containing the following:

  • A clear and specific job title: The job title is important for many reasons: it gives applicants an overview of the company, sets the tone for the entire job description, and impacts the type of applicants you’ll receive.

    For example, if you only indicate “manager” in your job description, expect to receive applicants who may or may not be suited for the role. If you add “hotel and restaurant manager,” you’ll narrow down the pool of applicants and only receive applications from individuals with relevant experience.
  • The daily responsibilities of the job: Mention the important aspects of the job by using percentages. For instance, a job description for a hotel and restaurant manager may require 50% customer service, 30% food and beverage knowledge, and 20% leadership skills. Adding this information to your job description helps set candidates’ expectations and encourages them to conduct a self-assessment of whether their experience and skills match the job requirements.
  • Desired level of experience: Are you looking for someone with a postgraduate degree, or is a bachelor’s degree in hospitality management enough? How many years of experience do you want candidates to have? Always specify the desired level of experience required for a position to weed out underqualified and overqualified applicants.
  • Salary range: Mentioning a salary range in your job description isn’t set in stone, but it’s a good practice to save time and effort from entertaining applicants looking for a higher salary. It also sets reasonable expectations, like when someone applies for an entry-level position and expects a managerial-level salary package.
  • Additional perks and benefits: One of the most effective strategies to attract candidates is to highlight additional perks and benefits in your job description. Ditch using the phrase “competitive benefits” and list all of the perks and benefits an employee receives once they’re hired.

    For example, types of insurance offered, flexible working hours, retirement savings, education reimbursement, HSA savings, and a hybrid work arrangement. The more you can offer to your employees, the more attractive your job description is.

Pay Attention to the Length

The length of the job description affects its quality. How can you provide details about the job if the job description is too short? Do you think you can attract and engage with candidates if your job description is too long and boring?

The ideal word count for job descriptions is anywhere from 700 to 1,200. With this word count, you won’t have any issues crafting a job description that’s substantive enough for candidates to understand the tasks and qualifications for the vacant position.

The Best Job Descriptions Require Time, Effort, and the Right Strategies

Hastily posting a job description the moment you need to fill a vacancy often leads to wasted resources and a longer hiring process. Both situations negatively impact a business.

Fortunately, creating high-quality job descriptions isn’t tedious or time-consuming. Maximise all of the tips mentioned here, and you’re on your way to creating effective job descriptions that are sure to attract the right candidates!

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