In many industries, the term upskilling is used when employees expand their knowledge and skill sets to keep up with industry changes – often technology and best practices related – or to advance in their careers. Reskilling then involves learning beyond a role’s required skill set (but often adjacent). When industries evolve faster than their workers learn, they may experience labor shortages in the form of not being able to find qualified individuals for roles because of a lack of certain skills or knowledge.
While the hotel industry doesn’t evolve as rapidly as industries like technology and manufacturing (hence, far less upskilling is required over time), it can still experience labor shortages when there are not enough potential or existing employees that possess the skills and knowledge to succeed in their roles to fill the positions required. When teams are understaffed, the negative effects they feel often trickle down into the guest experience which can ultimately lead to revenue implications. Understanding why these labor shortages occur and how hotels can evolve to handle them is an important aspect of hotel management.
Potential Contributors to the Hospitality Labor Shortage
The industry as a whole is struggling to fill positions at all levels within hotels and other hospitality organizations. In the past, this type of work was in high demand among workers. So, what’s causing the shortage of qualified applicants? There are a few factors to consider.
Lack of (current) skills is one thing potentially limiting the number of interested workers. While hospitality relies less on technology than some other industries, it does play a major role in daily operations. As hotels adopt more and more technology, they need employees capable of operating that tech. Many within the industry are at a disadvantage due to age, income, and other factors that make it difficult to learn new technological skills.
The age of the workforce is another important factor, as many existing hotel and hospitality employees have worked within the industry their entire careers and are nearing or have already reached retirement age. Those with a lifetime of industry experience are hard to replace due to the knowledge and experience they’ve built for decades.
In part, employee turnover tends to be cyclical. Teams lose a contributor (for any reason), and the rest of the group has to step up and fill in the gaps left by that person – often working more, training newly recruited staff, and generally just taking on added responsibilities and stress. This often leads to employee burnout, causing additional team members to leave. It’s a constant (and seemingly never-ending) game of catch-up for employers making it to this point.
How Hotels are Compensating for Unfilled Positions
With many hotel positions currently unfilled, it’s hard to imagine how these establishments continue to operate. However, being short-staffed isn’t a new concept for hospitality organizations. Over time, industry leaders have learned how to survive periods when they struggle to retain a full staff. Several strategies exist for addressing hotel staff shortages, including cross-training quality employees on multiple roles or organizational functions and ensuring current employees are supported so as to avoid any turnover. Some hotels are relying more heavily on technology for certain functions – reducing the personnel required on staff. Technological advancements have made processes and procedures across all industries more efficient. Does efficiency come at a cost? For hotels that prioritize a high-touch guest experience, that approach might not align.
Many hotels have also recognized that there is a workforce of individuals looking for employment but lacking the essential skills or knowledge needed to succeed in a hospitality role. So, some have created industry training programs to provide eager individuals with the necessary hard and soft skills to both secure a role and thrive once in it. These programs are often offered along with a conditional offer of employment upon completion. Hotel leaders have learned that investing in the education and training of this new generation of employees (and continuing to do so over time) is likely the best long-term strategy for filling gaps and avoiding labor shortages in the future.
How to Find Open Roles in the Hotel Industry
With increases in compensation, training opportunities, and a greater emphasis on employee wellness within the industry, the hope is that a new wave of workers will begin to fill teams and organizations. For these industry novices, knowing where to look for quality employers offering such opportunities can be confusing.
Our database of hotel jobs is easily accessible and navigable – with opportunities to join teams across the country (in over 20 states) that prioritize employee satisfaction and strive to be a place their team members want to work. Our training opportunities are designed to help even those with no industry experience succeed in their newly acquired role and grow within the organization. Growth opportunities are abundant and for full-time employees, our benefits packages are comprehensive.
We remain dedicated to investing in our current and future workforce and the individuals they’re composed of. To join a winning hotel team and jumpstart a career in hospitality, take a look at our current opportunities to find the one that is right for you!