When comparing hotel properties, one important factor often overlooked is the potential for staffing challenges. Finding and keeping reliable staff isn’t always straightforward, with issues that can vary widely depending on location and seasonality. Here’s a closer look at key staffing considerations in hospitality, along with ways to help address these challenges effectively.
Hotels in urban areas typically have a larger labor pool, making it easier to hire and replace staff when needed. Rural hotels face a unique challenge, often relying on local residents or temporary workers during peak seasons. This challenge can also make it less practical to run certain amenities, such as an on-site restaurant or spa, which require a steady team to operate smoothly.
When evaluating a hotel location, Buythathotel.com’s map feature can assist potential owners by showing proximity to nearby towns with populations of 20,000 or more, which can significantly impact staffing options.
Unlike many businesses, hotels often treat staff recruitment as an afterthought, with job listings hidden in the footer of their websites. Given the competitive market, hotels should be more strategic, actively promoting vacancies and creating a strong employer brand. Recruiting on platforms and social media channels frequented by hospitality professionals can expand reach and attract candidates who align with the hotel’s values.
A proactive recruitment strategy helps hotels create a year-round pipeline of candidates, setting them up to fill roles more effectively when needed. By being intentional and active in recruitment, hotels can attract higher-quality candidates who see the brand as a place they want to work.
Some innovative hospitality brands, such as Bob W, Limehome, and Numa, have successfully implemented lean, low-staff models that rely on technology to reduce the need for on-site staff. These brands minimize human labor requirements through features like self-check-in and mobile-based guest communication, proving that it’s possible to deliver a high-quality experience without a large team.
Adopting even a few tech-forward practices from these brands can help hotel owners manage staffing more efficiently, allowing operations to run smoothly with fewer employees on site. This model is particularly advantageous in remote areas where staffing shortages can disrupt day-to-day operations.
The hospitality industry’s reliance on seasonal work often limits the pool of available talent. Hotels that can offer consistent employment opportunities throughout the year have a distinct advantage, attracting experienced staff who value long-term stability. This approach not only reduces turnover but also allows for a stronger, more invested team that’s available during both peak and off-peak seasons.
Hotels that recognize the importance of stability as a recruitment tool gain a significant edge in attracting skilled and dedicated employees, ensuring that guests receive top-quality service year-round.
Peter Fabor is a hospitality entrepreneur with 15+ years of experience building niche businesses across hotels, coliving, coworking, retreats, and hospitality tech. He is the founder of Surf Office, Buy That Hotel, Hotel Nuggets, and Pingotel. His work focuses on identifying underserved hospitality markets and building businesses around them.