How to deal with the current difficult recruitment situation in the hotel industry

1. Breaking the traditional age and gender employment structure

In most overseas restaurants and hotels, most of the waiters are nearly 40 years old or above, and there are even many in their 60s and 70s. Old people, young and beautiful women are few. In the domestic catering and hotel industry, older employees can only be seen in the kitchen dishwasher and bathroom. Front-line employees have long been considered to be "youth-eating", so when companies recruit employees, they are required to be 20 years old. The handsome young man, who is about 10 years old, has caused the recruitment scope to become narrower and narrower. In the current labor shortage situation, hiring some older employees with service experience is a good solution. In fact, because older employees have rich work experience and life experience, they can better understand customers and provide more humane services to meet their needs. In addition, in terms of gender, the service industry is not exclusive to women. Men can still engage in service work.

1. Breaking the traditional age and gender employment structure

In most overseas restaurants and hotels, most of the waiters are nearly 40 years old or above, and there are even many in their 60s and 70s. Old people, young and beautiful women are few. In the domestic catering and hotel industry, older employees can only be seen in the kitchen dishwasher and bathroom. Front-line employees have long been considered to be "youth-eating", so when companies recruit employees, they are required to be 20 years old. The handsome young man who is around 20 years old has caused the recruitment scope to become narrower and narrower. In the current labor shortage situation, hiring some older employees with service experience is a good solution. In fact, because older employees have rich work experience and life experience, they can better understand customers and provide more humane services to meet their needs. In addition, in terms of gender, the service industry is not exclusive to women. Men can still engage in service work.

3. Guide employees to change their employment concepts

Today’s young people are often ambitious when choosing employment, pursuing an ideal career of “three highs and six points”. That is, a high starting point, a high salary, and a high position. The "six points" include a better reputation, a louder brand, higher efficiency, lighter work, closer to home, and looser management. Therefore, it is necessary to correctly guide employees to change their employment concepts, that is, to let them actively improve their awareness of skills and employability, and avoid climbing high in the career selection process based on their actual situation.

IV. Increase the scientific and technological content of management and production

Under the premise of ensuring the quality of products and services, enterprises can reduce labor employment and improve efficiency by increasing the scientific and technological content. For example, if computer management is used in the manual operation process, Western dining patterns are absorbed and certain equipment is introduced, such as the purchase of a dishwasher commonly used in Western restaurants, it can replace 6 to 8 people, and a powerful one can even replace the work of 20 people. quantity. In addition, machine operations can be used in large-volume cutting, kneading, and stirring. Outsourcing aspects such as sanitation and cleaning of hotel rooms are done by professional cleaning companies. Replacing traditional manual operations and management with new technologies and methods can greatly improve work efficiency and reduce the number of workers.

5. Move employees with affection

As the saying goes: "To retain people, you must pay attention." Attention works through emotions, so no matter how busy the operator is, he should squeeze out some Take the time to consciously understand the thoughts and feelings of employees, communicate heart-to-heart with employees through formal and informal channels (such as home visits, heart-to-heart talks, meetings, blackboard newspapers, radio, dinner parties, travel, emails, charity activities, etc.), and understand What employees think, do, and expect, and do their best to meet their needs, thereby solving employees' ideological confusion and practical problems. For employees who are willing to leave, don't regard their resignation as a kind of betrayal. In addition to trying their best to retain them, operators must also understand their choices. Employees who leave and are willing to come back must be welcomed and valued. The easier and more frequent it is for companies to communicate with employees, the stronger their sense of belonging will be and the higher their loyalty will be. Now is the information age, both good and bad information spreads very fast. Corporate stores can only recruit and retain employees when they establish a good reputation among employees.

Even if the company encounters difficulties in the future, some employees are willing to share the joys and sorrows with the company.

In addition, recruiting new employees from internal channels of the company is also a good way. As long as an old employee introduces a qualified new employee, after two months of employment, the company can reward the introducer with 50 yuan as an incentive. Internal recommendations.