Viva Hotels: A Comprehensive Guide to Opening a New Hotel in La Vall D’Aran
Designing and Implementing a Sourcing and Recruitment Strategy
Sourcing and recruitment are pivotal in ensuring the success of the new hotel opening. Here’s a comprehensive strategy:
Sourcing Strategy
- Internal Promotion: Utilize the talent pool within existing VIVA Hotels for managerial positions and other roles where applicable.
- External Channels: Partner with local universities, vocational schools, and hospitality training institutes to attract fresh talent.
- Online Platforms: Utilize job portals such as LinkedIn, Hosco, and Indeed to reach a wider audience.
- Networking: Attend hospitality industry events and job fairs in La Vall D’Aran to network with potential candidates.
Recruitment Strategy
- Structured Interviews: Conduct structured interviews to assess candidates’ skills, experience, and cultural fit.
- Assessment Centers: Organize assessment centers to evaluate candidates’ abilities through group activities, role plays, and case studies.
- Reference Checks: Verify candidates’ credentials through thorough reference checks to ensure reliability and suitability for the roles.
- Transparent Communication: Maintain clear communication with candidates throughout the recruitment process to manage expectations and provide timely feedback.
Budget Calculation
- Advertisement Costs: Allocate funds for advertising job vacancies on online platforms and in local newspapers. Approximate cost: $500.
- Recruitment Agency Fees: If required, budget for recruitment agency fees for specialized positions. Approximate cost: $1000 per position.
- Travel and Accommodation: Allocate funds for travel and accommodation expenses associated with attending job fairs and conducting interviews. Approximate cost: $2000.
- Background Check Costs: Budget for background check services to verify candidates’ credentials. Approximate cost: $300.
- Miscellaneous Expenses: Include a buffer for miscellaneous expenses such as printing costs for promotional materials and other unforeseen expenses. Approximate cost: $500.
Total Budget: $5000
Explanation of Choices
- Diverse Sourcing Channels: By utilizing a mix of internal promotions, external channels, online platforms, and networking, we ensure a diverse pool of candidates representing different backgrounds and experiences.
- Quality Recruitment: Structured interviews, assessment centers, and reference checks help in selecting the most qualified candidates who align with VIVA Hotels’ culture and values.
- Cost-Effective Measures: While ensuring quality recruitment, the budget is allocated judiciously to optimize resources and minimize unnecessary expenses, demonstrating financial prudence.
Designing an Employer Branding Strategy
Employer branding is crucial for attracting top talent and establishing VIVA Hotels as an employer of choice in La Vall D’Aran. Here’s the strategy:
Define VIVA’s Unique Value Proposition (UVP)
- Highlight VIVA’s commitment to employee satisfaction, career development opportunities, and a supportive work environment.
- Emphasize the company’s reputation for excellence in hospitality and its contributions to the local community.
Engage with the Local Community
- Participate in community events, sponsor local initiatives, and collaborate with local businesses to demonstrate VIVA’s commitment to La Vall D’Aran.
- Showcase VIVA’s involvement in sustainable practices and corporate social responsibility efforts.
Leverage Digital Platforms
- Enhance VIVA’s online presence through engaging content on social media platforms like Instagram, Facebook, and LinkedIn.
- Share employee testimonials, behind-the-scenes glimpses, and stories that highlight VIVA’s values and workplace culture.
Showcase Employee Benefits and Perks
- Highlight competitive salary packages, comprehensive benefits, and perks such as employee discounts, wellness programs, and career advancement opportunities.
- Illustrate VIVA’s investment in employee development through training programs, mentorship initiatives, and tuition reimbursement.
Create Compelling Employer Branding Collateral
- Design visually appealing and informative materials such as brochures, videos, and infographics that convey VIVA’s employer brand message.
- Ensure consistency in branding across all communication channels to reinforce VIVA’s identity and values.
Foster Employee Advocacy
- Encourage current employees to become brand ambassadors by sharing their positive experiences working at VIVA Hotels.
- Implement employee referral programs to incentivize staff to refer qualified candidates and expand the talent pool.
Measure and Refine Strategy
- Monitor the effectiveness of the employer branding strategy through metrics such as website traffic, social media engagement, and candidate feedback.
- Gather insights from employees and candidates to identify areas for improvement and refine the branding strategy accordingly.
By implementing this comprehensive employer branding strategy, VIVA Hotels will enhance its visibility and reputation in La Vall D’Aran, attracting top talent and becoming the employer of choice in the region.
Diversity and Inclusion (DE&I)
Advantages of Diversity
- Enhanced Creativity and Innovation: A diverse workforce brings together individuals with unique perspectives and experiences, fostering creativity and innovation.
- Improved Decision Making: Different backgrounds and viewpoints lead to more well-rounded decision-making processes, resulting in better outcomes.
- Better Customer Understanding: A diverse team can better understand and cater to the diverse needs and preferences of guests, enhancing customer satisfaction.
- Attracting Top Talent: An inclusive workplace culture attracts top talent from diverse backgrounds who are drawn to organizations that value and celebrate diversity.
DE&I Actions
- Diverse Recruitment Practices: Implement blind resume screening and diverse sourcing strategies to attract candidates from underrepresented groups.
- Inclusive Policies and Practices: Review and revise HR policies and practices to ensure they are inclusive and equitable, addressing biases and promoting fairness.
- Diversity Training: Provide training and workshops on unconscious bias, cultural competency, and inclusive leadership to all employees to promote awareness and understanding.
- Employee Resource Groups (ERGs): Establish ERGs for employees from different backgrounds to foster a sense of belonging, provide support, and advocate for inclusivity.
- Leadership Commitment: Demonstrate leadership commitment to DE&I initiatives through visible support, accountability, and resource allocation.
- Community Engagement: Engage with local community organizations and initiatives that promote diversity and inclusion to demonstrate VIVA’s commitment to the broader community.
By implementing these DE&I actions, VIVA Hotel in Vielha will create an inclusive environment where all employees feel valued, respected, and empowered to contribute their unique perspectives and talents.
Attractive Job Descriptions for Three Key Positions
Position 1: Head Chef
Responsibilities:
- Lead the culinary team in creating and executing high-quality dishes that exceed guest expectations.
- Develop innovative menus that showcase local ingredients and cater to diverse dietary preferences.
- Oversee kitchen operations, including food preparation, inventory management, and adherence to health and safety standards.
- Mentor and train kitchen staff to maintain high standards of food quality and consistency.
- Collaborate with other departments to ensure seamless coordination and exceptional guest experiences.
Requirements:
- Proven experience as a Head Chef or Executive Chef in a reputable restaurant or hotel.
- Extensive knowledge of culinary techniques, flavor profiles, and international cuisines.
- Strong leadership and communication skills with the ability to motivate and inspire a team.
- Creativity and passion for culinary excellence, demonstrated through innovative menu development.
- Attention to detail and commitment to maintaining high standards of food safety and sanitation.
Position 2: Maintenance Technician
Responsibilities:
- Perform routine maintenance and repairs on building systems, equipment, and facilities.
- Troubleshoot and diagnose mechanical, electrical, and plumbing issues to ensure efficient operation.
- Conduct preventive maintenance inspections to identify potential problems and address them proactively.
- Respond promptly to maintenance requests from guests and staff, resolving issues in a timely manner.
- Maintain accurate records of maintenance activities and inventory of supplies and equipment.
Requirements:
- Proven experience as a maintenance technician or similar role, preferably in the hospitality industry.
- Knowledge of HVAC, plumbing, electrical, and mechanical systems.
- Strong problem-solving skills and ability to work independently with minimal supervision.
- Excellent communication and interpersonal skills, with a customer service-oriented approach.
- Flexibility to work evenings, weekends, and holidays as needed.
Position 3: Waiter/Waitress
Responsibilities:
- Provide attentive and friendly service to guests, taking orders, and serving food and beverages.
- Ensure accuracy in order delivery and address any guest concerns or special requests promptly.
- Collaborate with kitchen and bar staff to ensure smooth and efficient service flow.
- Maintain cleanliness and organization of dining areas, including table setup and clearing.
- Upsell menu items and promote special promotions to enhance guest satisfaction and revenue.
Requirements:
- Previous experience as a waiter/waitress in a restaurant or hotel setting.
- Knowledge of food and beverage service techniques and etiquette.
- Excellent communication and interpersonal skills, with a positive and outgoing personality.
- Ability to multitask and work efficiently in a fast-paced environment.
- Flexibility to work shifts, including evenings, weekends, and holidays.
Learning & Development Plan
1. Kitchen Assistant
- Cross-training: Provide opportunities for kitchen assistants to learn different roles and responsibilities within the kitchen, such as prep cooking, pastry, and plating.
- Culinary Workshops: Conduct workshops on basic cooking techniques, knife skills, and food safety to enhance kitchen assistants’ culinary skills.
- Mentorship Program: Pair kitchen assistants with experienced chefs for mentorship and on-the-job training to foster skill development and career growth.
- Online Courses: Offer access to online courses or resources on topics like nutrition, menu planning, and culinary trends to broaden kitchen assistants’ knowledge base.
- Certification Programs: Support kitchen assistants in obtaining certifications such as ServSafe Food Handler and CPR/First Aid to enhance their professional credentials.
2. Maintenance Technicians
: Technical Training: Provide comprehensive technical training on HVAC systems, plumbing, electrical repairs, and building maintenance procedures to equip maintenance technicians with the necessary skills and knowledge. Manufacturer Workshops: Partner with equipment manufacturers to conduct workshops and hands-on training sessions on specific equipment and systems used in the hotel. Safety Training: Offer regular safety training sessions on topics such as fall protection, hazardous materials handling, and fire safety to ensure maintenance technicians are well-versed in safety protocols. Professional Development: Encourage maintenance technicians to pursue professional development opportunities such as attending conferences, workshops, or obtaining certifications relevant to their field. On-the-Job Coaching: Provide ongoing on-the-job coaching and feedback to support maintenance technicians’ skill development and address any performance gaps. Housekeeper Manager: Leadership Training: Offer leadership training programs focused on effective communication, team building, conflict resolution, and performance management to enhance the housekeeper manager’s leadership skills. Operational Excellence: Provide training on housekeeping best practices, standard operating procedures, and quality standards to ensure efficient and high-quality service delivery. Time Management: Conduct workshops on time management, prioritization, and workload management to help the housekeeper manager effectively manage schedules, resources, and tasks. Coaching and Mentoring: Pair the housekeeper manager with a mentor or coach to provide guidance, support, and professional development opportunities tailored to their career goals and aspirations. Continuous Feedback: Establish a culture of continuous feedback and performance reviews to identify areas of improvement and facilitate ongoing skill development and growth.
Waiters/Waitresses: Service Excellence Training: Conduct training sessions on customer service skills, including greeting guests, taking orders, upselling, and handling guest complaints professionally and effectively. Menu Knowledge: Provide comprehensive training on menu items, ingredients, preparation methods, and allergen information to ensure waiters/waitresses can answer guest questions accurately and make informed recommendations. Wine and Beverage Education: Offer wine and beverage education sessions to enhance waiters/waitresses’ knowledge of wine pairings, cocktail preparation, and beverage service standards. POS System Training: Provide hands-on training on the hotel’s point-of-sale (POS) system to ensure waiters/waitresses are proficient in order entry, payment processing, and table management. Role-playing Exercises: Conduct role-playing exercises and simulations to practice service scenarios and improve waiters/waitresses’ confidence and proficiency in delivering exceptional service experiences.