About this role
MJPeople Attract top hospitality talent with smart job postings Melle Pegman Geschreven door: Finding the right staff is often a major challenge in the hospitality industry. Competition for talent is fierce, and the expectations of both employers and candidates have shifted. A strong job posting is not just a list of tasks and requirements - it's a powerful tool to position your hotel as an attractive employer. In this article, we'll show you how to optimize your job postings to attract - and retain - top candidates. 1. Job description vs. job posting: know the difference A common mistake is confusing a job description with a job posting. - Job description : an internal document outlining tasks, responsibilities, and requirements in detail. Useful for HR, but often too dry for candidates. - Job posting : a marketing tool that presents the role and your hotel as an attractive workplace. It should invite, inspire, and persuade - and get candidates excited. A good job posting translates dry facts into a compelling story where candidates can picture themselves growing. 2. Find the right tone for the right audience In a crowded job market, your posting needs to stand out instantly. So: get to the point fast and highlight the key benefits immediately. - For junior roles (receptionists, F&B staff), 250-300 words is ideal. - For senior roles (hotel managers, executive chefs), go for 400-600 words - but still be sharp and relevant. Keep asking yourself: What's in it for the candidate? Bad example : "We are looking for an enthusiastic waiter with 5 years of fine dining experience." Better example : "Are you hospitable, energetic, and ready to grow your skills in an award-winning restaurant? We'll give you the space to thrive! " 3. Define your unique angle: why work at your hotel? What makes your hotel more attractive than others? Many postings rely on vague phrases like "top-quality service" or "great atmosphere." That no longer co...