Hospitality Executive

Candidate Sourcing:

• Utilize various sourcing methods, including job boards, social media, and industry-specific platforms, to identify and engage potential candidates.
• Develop and maintain a network of industry contacts to proactively source qualified candidates.
• Attend industry events and job fairs to expand the candidate pool.

Screening and Assessment:

• Conduct initial candidate screenings, including resume reviews and phone interviews, to evaluate qualifications, experience, and cultural fit.
• Administer assessments or tests, if necessary, to evaluate specific skills or competencies.
• Present qualified candidates to hiring managers and coordinate interviews.

Candidate Management:

• Provide a positive candidate experience by offering guidance, feedback, and regular communication throughout the recruitment process.
• Ensure all candidates are fully informed about job roles, expectations, and company culture.
• Collect and manage candidate feedback and update internal databases.

Collaboration with Hiring Managers:

• Collaborate with hiring managers to understand their staffing needs and develop recruitment strategies tailored to each position.
• Participate in candidate debriefs with hiring managers to gather feedback and make informed decisions.

Compliance and Documentation:

• Maintain accurate and up-to-date candidate records, ensuring compliance with all applicable laws and regulations.
• Stay current with industry trends, employment laws, and best practices in hospitality recruitment.

Reporting and Metrics:

• Track and report on recruitment metrics and key performance indicators to measure the success of the recruitment process.
• Make data-driven recommendations for process improvements and resource allocation.