ATS (Applicant Tracking System) for the Hospitality Industry

The sector suffers from a structural shortage of candidates, exacerbated by the COVID crisis. Many professionals have left for other sectors deemed more stable or with better working conditions.

Tens of thousands of positions remain unfilled (particularly in the kitchen, service, housekeeping or tourist entertainment), even when they are low-skilled or seasonal. This has a direct impact on the customer experience, profitability and team motivation.

Recruiters need to work on their sourcing, open up their criteria (retraining profiles, students, seniors, etc.) and invest in their employer brand to become attractive again.

The tourism and catering industries rely heavily on peaks in activity (summer, holidays, school vacations), which means that we need to recruit large numbers of staff quickly and over short periods of time.

Why is this an issue? It's difficult to retain seasonal staff from one year to the next, turnover is very high, and lack of time makes onboarding and skills upgrading difficult.

It is therefore becoming necessary to digitalize and streamline the recruitment process, to build up a pool of talent that can be activated rapidly, and to offer express training or on-the-job tutoring.

In this sector, staff turnover has historically been very high. Many employees stay for a few months, or even a few weeks, which makes it difficult to build stable teams.

Why is this an issue? The cost of staff turnover is high, and instability has an impact on the working atmosphere and quality of service, whereas a stable team improves the image of the establishment and customer satisfaction.

Recruiters therefore need to set up career paths and identify the loyalty levers specific to each type of employee.