Situation
One of the world’s leading multinational hospitality companies with over 350,000 employees world-wide and 5,964 hotels globally was experiencing challenges recruiting business critical roles for their hotels.
- Diverse portfolio covering over 40 role types including the business-critical roles of Duty Managers, Chefs (Chef de Partie to Executive), Chefs on rotational 24 hours/7 days a week shifts (including overnight, AM, PM), Housekeeping, Engineering, Security and Sales Executives
- Short supply across industry roles
- Workforce planning to support seasonal occupancy peaks.
Before introducing an RPO, our client had a small, centralised in-house recruitment team who managed all internal and external permanent and fixed term hiring.
Journey to success
- Hudson RPO partnered with our client in 2014 to recruit 150-200 roles annually across a diverse portfolio of 47 hotel properties throughout Australia, New Zealand and Papua New Guinea.
- Our ‘Talent Resourcing’ team consisted of 3 FTE Recruiters based in Sydney and 1 Sourcing Specialist based in our Sourcing Centre of Excellence in Manila consistently exceeded all KPIs and service levels with outstanding results. The team recruited roles based in each State capital city (CBD and suburban locations) plus remote and regional areas. The team managed all end-to-end recruitment for internal, permanent and project roles business-wide from entry-level management to General Management for all Corporate functions, Rooms Division and Food & Beverage. In addition, the team were responsible for the recruitment of 4 pre-opening hotels across Australia and successfully placed over 100 leadership roles.
- Our team were responsible for the successful delivery of 2016 & 2019 Future Leaders Graduate Program in Australia and Japan.
- Our Talent Resourcing team supported our client’s growth strategy regionally, which included developing and implementing comprehensive strategic sourcing plans to secure pipelines of available talent for business-critical roles. External management of the Employment Brand maximizing candidate attraction and market knowledge of their brand and the implementation of proactive talent pipelining and structured candidate relationship management (CRM) for agreed business-as-usual and hard-to-fill roles.
