The piece argues for replacing CV-driven recruitment with AI-powered, skills-based hiring to address Asia Pacific's 48% annual frontline turnover problem.
The article argues that algorithm-based candidate screening in ATS platforms often overlooks top talent, advocating for human intervention and RPO solutions to improve hiring outcomes.
Global survey of 460 chefs reveals 69% routinely consider leaving roles due to toxic leadership, work-family conflict, and unsustainable working conditions.
The author argues that workplace tensions between generations stem from inadequate leadership education, not generational deficiencies.
Analysis reveals how post-COVID lean staffing strategies create costly cycles of burnout, turnover, and declining service standards across hospitality operations.
Academic argues that strong math skills correlate with 18% higher wages and improved problem-solving abilities essential for hospitality careers.
AETHOS argues wage inflation, pay transparency laws, and outdated bonus structures require hotels to redesign compensation by 2026 to retain critical talent.
Syrian-Armenian refugee Armen Melkonian shares how hospitality principles guided his journey from war-torn Syria to hotel industry success in the Netherlands.
The article outlines a framework for hospitality professionals to establish expertise, create quality content, and build authentic online presence to become recognized industry thought leaders.
Despite 40% of UK hotels having neuroinclusion policies, fewer than 15% of neurodivergent employees find accommodations effective, revealing a gap between corporate commitments and operational reality.
The author introduces KTN's new training program using the E.P.I.C. framework (Enthusiasm, Proactivity, Intuition, Connection) to develop what he calls "heart skills" in hospitality workers.
Research identifies 21 key factors for career mobility in lodging, revealing significant gaps between employee importance ratings and actual industry performance.
Maestro promotes onsite training as superior to remote learning for hotel staff development, citing better engagement and real-world practice.
Mews executives share how hotels can adopt tech industry recruitment practices, including employer branding, pay transparency, and social media channels to combat 70-80% turnover rates.
Shiji Q3 2025 data shows positive staff mentions boost hotel review scores by 0.5-0.6 points globally, proving human connection drives guest satisfaction even as AI handles routine tasks.
The article benchmarks successful hospitality companies like Ritz-Carlton and Marriott to identify team-building practices that drive retention and productivity.
The article provides hotels with practical steps to train staff on recognizing trafficking signs and establishing reporting protocols to protect guests and avoid legal liability.
My best sales person quits. Not for more money. Not for a promotion. Not even for a competitor.
Hospitality, at its core, is about making people feel seen. It’s about creating the kind of moments that cut through the noise of everyday life and lodge themselves in memory forever.
Think about all the things we say we want to do but do not have time for: follow-up calls to candidates, monthly wellness check-ins/stay interviews, individualized onboarding paths, coaching based on performance data.