Rev Up Your Recruiting: Attracting Tech-Savvy Talent to the Hospitality Industry
January 29, 2025 | 238 Views
On the surface, the hospitality industry has always been synonymous with warm customer service, impeccable attention to detail, and creating unforgettable experiences. It’s the people, the smiles, and the family gatherings that transform ordinary moments into lasting memories. Behind the scenes, however, a profound transformation has been underway: technology has become a cornerstone of modern hospitality operations. From mobile check-ins to AI-powered guest recommendations, advanced tools are redefining how hotels and restaurants operate.
These advancements don’t just make our operations smarter and more efficient – they also create opportunities for our team members to gain valuable expertise. Staff who master the property management system (PMS), for example, can gain proficiency in areas such as data organization and workflow optimization. Restaurant managers using advanced point-of-sale (POS) software can learn about analytics and inventory control, and that experience can open doors down the line to roles in purchasing or supply chain management.
Recognizing these trends is key to staying competitive in recruiting. Today’s jobseekers – especially Millennials and Gen Z – are digital natives who view innovation as a fundamental part of the workplace, and they gravitate toward roles that allow them to harness and expand their knowledge. Instead of framing openings simply as people-oriented positions, we should also underscore the opportunity our workforce will have to work with state-of-the-art systems that enhance not only guest experiences and operational excellence, but also their resumés. By emphasizing the digital aspects of working in hospitality, our businesses can attract a broader, more engaged pool of candidates who see the industry as a pathway to a tech-savvy future.
If you're ready to revamp your recruiting strategy as we approach the springtime and the busy hiring season ahead, here are some actionable steps to transform your recruitment materials and position your organization as a leader in innovation-driven growth. You don’t have to implement every idea at once – start by trying a few strategies, assess their impact, and make adjustments as you learn what works best for your team.
Tech tools as a talent magnet
To start your makeover, take stock of the technology your organization already uses (and the skills they will build), and remember that every digital tool, system, or platform your team interacts with is a potential selling point. This list could include:
- Learning management systems (LMS) – Platforms such as ELB Learning and Wisetail give employees access to ongoing training programs, enabling them to master new technologies, improve leadership skills, and stay updated on industry best practices.
- Reservation systems – Tock or OpenTable for restaurants, and Opera or SynXis for hotels, equip employees with valuable skills in managing online bookings and understanding guest preferences.
- Tip management tools – With solutions such as TipHaus, staff can refine payroll processes, ensure financial accuracy, and gain a deeper understanding of equitable tip distribution.
- Scheduling programs – HotSchedules and Crunchtime can assist employees in optimizing their schedules, managing availability, and streamlining shift swaps, while also building time management skills and insight into workforce planning.
By documenting and promoting your company’s tech stack and their development opportunities, you can transform the perception of your roles as being more than just learning to fold napkins, take orders, or check in guests. They can be dynamic positions that offer hands-on experience with valuable career-building tools.
Crafting tech-focused job ads
Recruitment campaigns should expand traditional job ad phrasing to include the growth opportunities that can come from using the technology associated with the job. For instance:
- Old school – “Front Desk Clerk Needed for Busy Hotel.”
- New approach – “Join Our Hotel Team and Become a Specialist in Guest-Centric Tech Solutions.”
- Old school – “Server Wanted for Restaurant.”
- New approach – “Serve Guests While Learning Advanced Reservation and Payment Technologies.”
In the body of your ads, be sure to highlight the tools new hires will work with (the ones you inventoried as potential selling points) and tell applicants things like “You will gain hands-on experience with cutting-edge property management platforms” or “You can shape the future of hospitality with pioneering systems and personalized service.” Rather than replacing the service-oriented aspects of the role, the point is to enhance them by weaving in the elements that set your organization apart. This tactic can help ensure you are appealing to candidates who are as excited about technology as they are about creating memorable guest experiences.
Finally, if you have positions that can be worked remotely, call them out loud and clear in your ads. Although there are generally few of these available in the hospitality world, highlighting the ones that do exist can attract tech-savvy jobseekers who prioritize this added level of flexibility.
Reaching the right audience
Updating your messaging is just one piece of the puzzle. You also need to meet candidates where they are – online. Platforms like LinkedIn, Indeed, and Glassdoor are critical for reaching tech-oriented professionals, but don’t overlook:
- Social media – Photos or short videos of staff using technology and/or explaining its benefits on platforms like Instagram and TikTok can showcase the dynamic environments of your workplace and appeal to younger generations of applicants.
- Niche job boards – Tech-focused boards like AngelList or BuiltIn can be surprising yet effective venues for advertising your roles as tech-adjacent careers.
- Company website – Dedicate a section to “Careers in Technology” within your recruitment pages, highlighting specific tools, software, and training opportunities employees will encounter. Even better, go one step further and make the website interactive with chatbots to answer candidate questions in real-time and provide a seamless and engaging user experience.
- University career platforms – Partner with local colleges that have hospitality, technology, or business programs, and use their career services platforms to target both students and graduates who are eager to apply their knowledge in tech-driven roles.
Using technology in the recruiting process
As technology becomes more central to hospitality operations, it should also play a key role in your strategy for attracting and onboarding hew hires. Leveraging current tools not only streamlines hiring but also signals to candidates that your organization embraces modernization.
Consider these innovative ways to enhance your recruitment efforts:
- Applicant Tracking Systems (ATS) – Use platforms like TalentReef or Harri to manage job postings, track applications, and automate communication with candidates.
- Video interview platforms – Tools like Zoom or HireVue enable remote interviews can make it easier for candidates to connect without logistical barriers.
- AI-Powered candidate screening – AI can help analyze resumes and identify candidates whose skills align with your future-focused roles and find the best fit faster.
- Virtual Reality (VR) previews – Offer VR experiences or virtual walkthroughs of your workplace to give candidates a firsthand look at the technology and tools they’ll work with or an immersive preview of their role in the business.
By incorporating these strategies, you create a recruitment experience that reflects the advanced workplace you’re promoting. It’s not just about the message – in this case, it’s also about the medium.
Tech training and development as a recruiting strategy
One of the most compelling ways to attract talent is by offering continuous learning opportunities. To create these programs for the technology you use, you’ll need to partner closely with your operations team to identify and implement initiatives that align with both employee growth and organizational goals.
Examples in your workplace may include:
- Workshops and webinars – Partner with your current vendors to host online sessions where your staff can learn advanced functions and features of the platforms that these vendors provide.
- Cross-departmental rotations – Offer your workforce opportunities to spend time in different departments to gain hands-on experience with a variety of technologies. This approach not only broadens their skill set but also fosters a deeper understanding of the interconnectedness of hospitality technology.
- Mentorship programs – To help transfer knowledge while building camaraderie and confidence, pair experienced employees with newer team members to provide ongoing guidance on using systems like point-of-sale (POS) platforms, property management systems (PMS), or analytics tools.
- Certification incentives – Encourage employees to earn certifications from technology providers like Oracle, Toast, or Cloudbeds, and offer to cover the costs. Certifications not only enhance individual skills but also elevate the overall competency of your people. Additionally, you should definitely celebrate team members who achieve these certifications through your internal recognition programs and with public shoutouts on company social media.
As you begin to set these programs up, make sure to highlight them in your recruitment materials to show potential candidates how your organization invests in its employees’ professional growth and supports their career advancement. And if you don’t have the time or ability to develop these programs up yourself, check with your local hospitality association to see if they offer similar offerings that you might be able to utilize for your staff.
Sharing success stories
Back up your claims with stories of current employees who have benefited from the integration of technology. For instance:
- “Samantha started as a cashier at our restaurant and learned our digital POS system. Today, she’s a regional trainer for new tech rollouts across multiple locations.”
- “James joined our front desk team where he worked with our mobile check-in software. He now leads the team implementing AI-driven concierge solutions.”
- “Maria began as a part-time reservations agent and quickly mastered our CRM system to track guest preferences. She’s now a data analyst and uses those insights to enhance guest experiences across our entire brand.”
- “After starting as a server, Alex became an expert in our inventory management software. His skills helped streamline operations, and he now oversees technology implementation across multiple locations.”
These narratives not only make the opportunities feel tangible, but they also position your company as a place where ambition and curiosity are rewarded. Share these stories on your company’s career page, social media platforms, and in job ads to inspire potential candidates and highlight the real career trajectories possible within your organization.
Selling the tech evolution in interviews
Once you hook some candidates and get them to your hotel or restaurant for an interview, you’ve got the perfect opportunity to demonstrate your workplace’s technological edge by offering them hands-on experiences with your systems.
These experiences could include:
- For a front desk role, letting candidates explore your property management system in training mode.
- For restaurant managers, providing access to your analytics dashboard and discussing how they’d use data to drive service improvements.
- For housekeeping supervisors, showcasing how task management software streamlines scheduling and room prioritization.
- For servers, allowing them to navigate your digital point-of-sale system to see how it simplifies order processing and payment tracking.
If in-person practice sessions are not possible because of time, security, or location (like you are conducting a Zoom interview), you can still discuss how your technology empowers employees by enhancing both their efficiency and guest interactions. It will only take a few minutes to go through the list of systems and platforms you previously compiled and talk about how their use has benefitted the different stakeholders of the business. These tangible examples not only excite candidates, but they also help them visualize their success in the role.
Ushering in a new era
Attracting tech-savvy talent to the hospitality industry isn’t just a recruitment challenge – it’s an opportunity to reshape the way our industry is perceived. By emphasizing the cutting-edge tools we use and the invaluable skills candidates can gain, we position hospitality as a tech-forward field with limitless potential.
In doing so, we don’t just fill positions; we attract motivated, innovative individuals who will drive the industry forward. So, let’s rev up our recruiting efforts and show the world that the future of hospitality isn’t just about service – it’s about innovation, growth, and opportunity.