Recruiting Best Practices: Lessons Learned this Summer

As we head out of summer into fall months, your HR team recognizes what a challenging summer it has been from a recruiting and retention perspective. We have some real superheroes among us who have taken the hiring challenge to heart and done whatever it takes to keep their positions filled and their teams happy! For those who continue the upward climb to find a steady staff… here are some best practices for you. These are all firsthand lessons we’ve learned from this summer’s challenging recruiting market.

TIP #1: Recruiting, Hiring, Onboarding and Retention takes TIME

While we know time is exactly what you don’t have… those GMs that have truly dedicated time each week to searching resumes, calling candidates, talking with them and getting them onboard. When they start, they are not quick to put them out on their own, but carefully plan and execute their onboarding and training process. Taking the time now will save you time in the long run. The more people you contact… the better chance you have to fill those open positions. Oh – one last tip. If they apply and you see their resume within 24 hours, contact them now! If you wait – someone else will get to them first.

TIP #2: Your PHONE holds the power!

We tend to assume that with the recruiting technology we have today… that contacting a candidate through the system is the best way to communicate with potential candidates. However, what we have learned this summer is that a good old-fashioned voice to voice phone calls tend to work best! When you can actually spend a few moments talking with a candidate on the phone – you need to take that opportunity to SELL your business to that candidate. THINK SALES STRATEGY! You need to have your “30-minute elevator speech” ready to go. What’s in it for them? What are some advantages to working for you? Be positive, even though you are dead tired from cleaning rooms. Dig deep to make the best impression to the candidate!

If they don’t answer – send a text – but make sure it’s friendly, upbeat and gives the candidate a reason to call you back! (tip: Save the text to your notes in your phone – so that you can cut and paste each time.)

And finally, when you do speak with them – do they sound like an initial fit over the phone? Tell them to bring their I-9 documentation with them… it will not only make them think “ooooo… I already have the job” and might help get them to actually come in – but it will also help “weed out” those candidates that do not have the proper authorization to work.

TIP #3: When they actually show up to meet you… No One Walks! (where have we heard that phrase before?)

Take the opportunity to make them feel welcome! Make sure your staff knows a candidate is coming today and let them be a part of the “property presentation”. How great is it if a candidate arrives and the front desk GSR knows their name? If you have a strong employee working that day, don’t forget the “Day in the Life” interview step that we allow. This is a 10–15-minute shadowing of the job. (no actual work can be completed by the candidate). It not only gives the candidate a snapshot of the position – but it allows your key employees to be engaged and empowered to help you with the recruiting process. A side benefit of this step is that often the candidate will be a little more conversational with your team which will give you some insider info into who they really are!

Lastly, if you get a candidate to actually come in and talk with you and your team – be prepared to make a decision that day. Again, don’t wait! If they are available – you may even want to start them that day. They can do their onboarding paperwork, meet the team, etc. All of this effort makes them feel engaged from the beginning.

TIP #4: When Interviewing, focus on their SCHEDULE and RELIABILITY

Ever wonder why you interview a candidate, you hire that candidate because they said they could work “whenever”, and then turn into a scheduling nightmare on day 1? Most often it’s because the GM started the interview with “here’s what I need”. The candidate will always say yes – because they want the job and then you run into scheduling issues once they start. A good interviewer will always lead with “what is your availability” … and determine if that availability can work into your needs. If they can only work Mon and Wed… how can you make that work? Is 2 days better than no days? Is Part Time better than an open position? Remember, the more flexible you can be these days with scheduling, the more success you’ll have on hiring.

TIP #5 – Don’t forget these other KEY RESOURCES for Help.

• Call HR when you’re struggling. The properties that have partnered with the HR team when they are struggling have realized that it takes a village to overcome these labor challenges. We can do wage surveys, post on social media for you, look at the market on Indeed to see what’s happening, and post jobs on sites (if budget approved) to help you spend more time talking with candidates and less time administratively posting jobs.

• Call back past resignations and layoffs

• And Don’t forget the BFF Program. Your best employees can bring in a friend and together, they can earn $500 over the next 6 months!

A challenging labor market is in the cards for the immediate future, with no signs of shifting any time soon. Don’t give up, take time to recruit, reach out for help and we will succeed together.

CONGRATS TO THESE INNS WHO HAVE SUCCESSFULLY

RETAINED THEIR TEAMS THIS SUMMER!

Properties with less than 10% summer turnover between 5/23 and 8/23

South Deerfield, MA - 0%

Rockville, MD - 0%

Seattle Airport - 5%

Framingham - 5%

St. Clairsville - 6%

Parsippany - 6%

Buffalo Niagara - 6%

San Francisco - 6%

BWI Airport - 8%

A Message from HR

Summer Heat Prevention

While summer might bring visions of beach, bbqs, sun and family vacations… it also brings safety concerns like sunburn, heat exhaustion and potential heat stroke for our employees who regularly work outside in the elements. And we have certainly seen some record temperatures across the country over the past couple of weeks.

The below is information from the National Safety Council (www.nsc.org) on learning how to avoid heat related illnesses.

Learn How to Avoid Heat-Related Illnesses

The human body is normally able to regulate its temperature through sweating, until it is exposed to more heat than it can handle. Heat exhaustion and heat stroke can escalate rapidly, leading to delirium, organ damage and even death. In 2019, 884 people died and 2,061 were injured in the U.S. from exposure to excessive heat, according to Injury Facts.

People most at risk include:

• Those who work outside

• Infants and young children, especially if left in hot cars

• People 65 and older

• People who are ill, have chronic health conditions or are on certain medications

• People who are overweight

If your job requires you to work outside in hot weather, you and your supervisors can take precautions to minimize the risk of heat-related illnesses. The National Institute for Occupational Safety and Health recommends:

• Working shorter shifts until workers have adjusted to the heat

• Staying hydrated and drinking before you get thirsty

• Watch out for co-workers exhibiting signs of heat exhaustion or heat stroke

• Take time to rest and cool down

Knowing the symptoms and proper response to these illnesses can save a life.

Heat Exhaustion

When the body loses excessive water and salt, usually due to sweating, heat exhaustion can occur. According to the free NSC First Aid Quick Reference app, signs and symptoms include: Pale, ashen or moist skin; Muscle cramps (especially for those working or exercising outdoors in high temperatures); Fatigue, weakness or exhaustion; Headache, dizziness or fainting; Nausea or vomiting; Rapid heart rate.

Uncontrolled heat exhaustion can evolve into heat stroke, so make sure to treat victims quickly:

1. Move victims to a shaded or air-conditioned area

2. Give water or other cool, nonalcoholic beverages

3. Apply wet towels, or have victims take a cool shower

Heat Stroke

Seek medical help immediately if someone is suffering from heat stroke. Signs include: Body temperature above 103 degrees; Skin that is flushed, dry and hot to the touch; sweating has usually stopped; Rapid breathing; Headache, dizziness, confusion or other signs of altered mental status; Irrational or belligerent behavior; Convulsions or unresponsiveness

Immediately take action:

• Call 911

• Move the victim to a cool place

• Remove unnecessary clothing

• Immediately cool the victim, preferably by immersing up to the neck in cold water (with the help of a second rescuer)

• If immersion in cold water is not possible, place the victim in a cold shower or move to a cool area and cover as much of the body as possible with cold, wet towels

• Keep cooling until body temperature drops to 101 degrees

• Monitor the victim's breathing and be ready to give CPR if needed

DO NOT:

• Force the victim to drink liquids

• Apply rubbing alcohol to the skin

• Allow victims to take pain relievers or salt tablets

The best way to avoid a heat-related illness is to limit exposure outdoors during hot days. According to the Centers for Disease Control and Prevention:

• Air conditioning is the best way to cool off

• Drink fluids, even if you don’t feel thirsty, and avoid alcohol

• Wear loose, lightweight clothing and a hat

• Replace salt lost from sweating by drinking fruit juice or sports drinks

• Avoid spending time outdoors during the hottest part of the day, from 11 a.m. to 3 p.m.

• Wear sunscreen; sunburn affects the body's ability to cool itself

• Pace yourself when you run or otherwise exert your body

More information is available here: www.nsc.org. There are also resources available to you in West Edge. Just search the term “heat” and a variety of training materials is available to you! Be safe everyone!