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

First, break the traditional age and gender employment structure.

In most overseas restaurants, the waiters are mostly middle-aged people over 40 years old, and there are even many elderly people in their sixties and seventies. Young and beautiful women are rare. In the domestic catering and hotel industries, older employees can only see it in the kitchen bathroom and bathroom. For a long time, front-line employees have been regarded as "having a youthful meal", so when recruiting employees, enterprises all require beautiful girls and handsome boys around the age of 20, which leads to narrower recruitment scope. In the current tight employment situation, it is a good idea to hire some older employees with service experience. In fact, older employees can understand customers better because of their rich work experience and life experience, so as to provide more humanized services and meet customers' needs. In addition, in terms of gender, the service industry is not exclusive to women, and men can still engage in service work.

First, break the traditional age and gender employment structure.

In most overseas restaurants, the waiters are mostly middle-aged people over 40 years old, and there are even many elderly people in their sixties and seventies. Young and beautiful women are rare. In the domestic catering and hotel industries, older employees can only see it in the kitchen bathroom and bathroom. For a long time, front-line employees have been regarded as "having a youthful meal", so when recruiting employees, enterprises all require beautiful girls and handsome boys around the age of 20, which leads to narrower recruitment scope. In the current tight employment situation, it is a good idea to hire some older employees with service experience. In fact, older employees can understand customers better because of their rich work experience and life experience, so as to provide more humanized services and meet customers' needs. In addition, in terms of gender, the service industry is not exclusive to women, and men can still engage in service work.

Third, guide employees to change their employment concept.

Nowadays, young people are often ambitious in choosing jobs and pursue an idealized career of "three highs and six points". "Three highs" means high starting point, high salary and high position, and "six points" means better reputation, louder brand, higher efficiency, lighter work, closer to home and looser management. Therefore, we should correctly guide employees to change their employment concept, that is, let employees actively improve their skill awareness and employability, and avoid the phenomenon of climbing in the process of choosing a job according to their actual situation.

Fourth, increase the scientific and technological content of management and production.

Under the premise of ensuring the quality of products and services, enterprises can reduce employment and improve efficiency by increasing the content of science and technology. If we adopt computer management in manual operation, absorb the dining mode of western food and introduce some equipment, such as buying a dishwasher commonly used in western restaurants, we can replace 6 to 8 people, and even the workload of 20 people can be replaced by high power. In addition, the machine operation can be used for cutting vegetables, kneading dough and stirring. The sanitation and cleaning outsourcing of hotel rooms is completed by professional cleaning companies. Replacing traditional manual operation and management with new technologies and methods can greatly improve work efficiency and reduce the number of workers.

Verb (abbreviation for verb) touches employees with love.

As the saying goes, "pay attention to people", and attention works through feelings. Therefore, no matter how busy operators are, they should also squeeze out some time to consciously understand employees' thoughts and feelings, and have heart-to-heart communication with employees through formal and informal channels (such as home visits, heart-to-heart talks, meetings, blackboard newspapers, radio, dinners, travel, e-mail, public welfare activities, etc.). ) to understand what employees think, think and expect. Don't regard employee's resignation as a betrayal of the employee who has lost his heart. Operators should not only try their best to keep them, but also understand their choices and welcome and reuse employees who leave and want to come back. The easier and more frequent communication between enterprises and employees, the stronger the sense of belonging and the higher the loyalty of employees. Now is the information age, and good and bad information spreads quickly. Only by establishing a good word-of-mouth image among employees can enterprise stores recruit and retain employees. Even if the enterprise encounters difficulties in the future, some employees are willing to share joys and sorrows with the enterprise.

In addition, it is also a good idea to recruit new employees from internal channels. As long as an old employee introduces a qualified new employee, two months later, the enterprise can reward the introducer 50 yuan and encourage internal recommendation.