Hiring Best Practices for the Tourism & Hospitality Industry

Generic job postings won’t attract the right candidates. Instead, craft detailed job descriptions that highlight key responsibilities, required experience and expectations. For example, a hotel front-desk agent role could emphasize customer service skills and familiarity with booking software, while a restaurant manager job post could mention experience with staff scheduling and inventory management.

To reach the best candidates, promote job openings on tourism and hospitality-focused job boards (e.g., Hcareers and HospitalityOnline), industry associations and social media platforms like LinkedIn and Indeed. Consider networking at events and partnering with hospitality schools to connect with new talent.

A long or complicated application process can discourage skilled candidates. Keep it simple by offering:

● Mobile-friendly applications for easy access
● One-click resume uploads instead of lengthy manual forms
● Clear next steps so applicants know what to expect

Interviewing is a critical step in the hiring process. Use structured interviews with standardized questions to evaluate candidates fairly. Tailor your questions to the role, such as:

● For a hotel concierge: “How would you handle a guest complaint about a room issue?”
● For a restaurant server: “Tell me about a time you managed multiple tables during a busy shift.”
● For an attraction manager: “How would you handle a sudden surge in visitors during peak hours?”

This approach helps ensure consistency and allows for better candidate comparisons.

A fair hiring process helps you attract a wider range of qualified candidates. Create job postings that use inclusive language, avoid biased screening criteria, and focus on skills and experience. Standardize your interview process to ensure consistency and consider offering bias training for hiring managers. By fostering an inclusive recruitment approach, you create space for diverse talent to thrive — and strengthen your business in the process.

Technical skills matter, but so does cultural fit. A great tourism and hospitality employee should be customer-focused, adaptable and a team player. During interviews, ask behavioral questions like:

● “Tell me about a time you went above and beyond for a guest.”
● “How do you handle high-pressure situations?”

Including department managers, supervisors or senior team members in interviews provides multiple perspectives and helps ensure a strong team dynamic.

Set clear expectations by explaining job duties, challenges and work schedules upfront. For example, hotel front-desk staff should know they may work nights and weekends, while restaurant servers should be comfortable handling peak-hour rushes. Attraction employees should be aware of seasonal demand and guest interaction expectations. This reduces turnover and ensures new hires are prepared.