Boone Center, Inc. (BCI)’s Post

i need this jobs

I need a job

In today’s rapidly evolving job market, finding a good-quality job, with a good company can be a game-changer for your career and life. 🔷 But what defines a good-quality job? It's more than just a paycheck. It's about meaningful work, appreciation, career growth, job security, and a healthy work-life balance. Thats why at Daly Recruitment (Hospitality / Tourism Management & Executive level) we pride ourselves in continuously monitoring our portfolio to ensure this is what our valued candidates experience. As the recruitment market reopens after the summer holidays, we are working on the following opportunities for an elite portfolio of luxury clients: 🔷 Accommodation Manager 🔷 Restaurant Manager 🔷 Sales Manager 🔷 Events Manager 🔷 General Manager Even if none of the above opportunities align with your skill set, we encourage you to reach out if you're considering a move in the coming months. You never know what confidential projects we're handling or what's on the horizon. https://lnkd.in/dZzV5k9 #jobs #recruitment #workplaceculture #jobopportunities #hospitalitymangement #luxuryhospitality #recruiting #careerdevelopement

I am confused between these 2 things, I can’t understand recruiting agencies, hotel H O Ds chronology? 1- 5Star Hotel HR-Do you have any experience & how many years. 1- Candidate Yes I have experience more than 10 years 2- 5Star Hotel Hr Sorry you are over age with experience. Yesterday my cooligue rejected due to over age/ experience comments by HOD, However he was appearing in interview through contractural agency for contract roll. Not for Hotel payroll. What he can feel it. Can someone understand hotels behaviour or this act was in the name of their policy or own dictatorship. Although I am working in hotel at good position, but I always screened candidates with experience not age. I believe in leadership with people not in position tag and only tag like boss….

The other day I saw this post from an international company about benefits offered for a position with their Hotel. I wish to remind that: 1- associates meal is not a benefit it should be a standar. If it's not let's make it happen now 2- Uniform with laundry is not a benefit. Would you like staff to come with their own clothes? 3- Competitive service charge. Another reminder that this is the guests who are payinig not the hotel 4- Career development program. Is this not part of the job of a company to train and develop its staff?? 5- Staff activities. Since I have been working in the industry (now over 30 years) staff activities like birthdays celebrations, employees of the month, year end party, have always been a standard. Or did I miss something here? Please, hoteliers out there. Let's get more creative!!!!

Hear from Flora, one of our candidates on her experience with Luxury Careers! ❤️🌟 Are you a student looking for a holiday job, or an individual looking to take your career to the next level? Head to the link in our bio and explore our latest job opportunities! . . #LuxuryCareers #LuxuryCareersEmployeeSpotlights #employee #hiring #recruitment #employmentagency #recruitmentagency #talentacquisition #hr #humanresources #recruitment #luxuryjobs #parttimejobs #sgjobs #sgcareers #sghiring #jobssg #jobsearch #jobhunt #jobopportunities #singaporejobvacancy #hiring #hiringsg

🏨 As a hotel owner with experience in the mid-scale sector, one of the biggest challenges we face is in operations & maintenance. Due to budget constraints, we often have to rely on untrained staff, leading to lower retention and below-average performance. However, through trial and error, we’ve developed strategies that have helped us overcome these problems without breaking the bank. 1. Conduct a Comprehensive Training Module - Every new hire (depending on their position) undergoes a 3-day to week-long training program. This ensures that our staff understands OUR unique working style and becomes familiar with OUR standard procedures. It allows to set clear expectations right from the start. 2. Define Clear Roles & Responsibilities - For each department and sub-department, we have created a role-task document. This clarifies expectations for each employee and also helps in assessing their performance. Most importantly, it applies to all levels, from a storekeeper to the general manager. 3. Establish a Systematic Appraisal System - We now link our yearly or half-yearly appraisals directly to role-specific task delivery. This has had an immense impact on our team's motivation. Employees now have a clear benchmark for their performance, encouraging a culture of continuous improvement. This approach has turned out to be cost-effective and has significantly improved employee performance without the need to hire expensive consultants.  As fellow hoteliers, I’m curious to hear about your experiences. What strategies have you found effective in your small or medium-sized hotels?

I admire reaching to new heights and having aspirations. Truly. Ha, you know a however is coming, don’t you. HOWEVER, when you are reading a job description, please please please possess most of the skills that are required. Case in point, I was recruiting for a full-service hotel General Manager position. I received a resume from someone that is a professional belly dancer. Atta girl! I couldn’t do this, nor would anyone want to see me shake and shimmer. Point being, read the job description and please do not apply if you are not qualified. Now, for all of you who are looking for roles and reading said job descriptions – I have this to say to employers. Write a decent job description! Be open to those without degrees but whom have stellar experience. Post the salary. Get rid of the damn ATS. We all hate it, and we all look for ways around it. It doesn’t take long to read a resume. Yes, it’s time consuming, but I have found some amazing people by keeping an open mind and listening to candidates. Rant over. Let’s all do better. And no, this is definitely not a picture of me. No middle-aged housewives were harmed in the making of this post. #UnifiedExecutiveSearch #Recruiting #Recruiter #Recruitment #Career #Hospitality #HotelCareers #HospitalityCareers #Resume Beth BarrisReed Hospitality Asset ManagementHeather Watson

Let’s say a hotel hires a housekeeping supervisor without checking their background, which, unfortunately, hides a history of assault. It's like entrusting the keys to your home to someone without knowing a thing about them. Or a school hiring a bus driver whose driving record is spottier than a Dalmatian – it's not just irresponsible, it's a disaster waiting to happen. These aren't just hypotheticals; they're real situations where negligent hiring can lead to real harm. It’s crucial for employers to do their homework, and for those affected by such oversight to know their rights. We're prepped to handle these cases, ensuring those responsible don’t just wipe their hands clean of the mess they’ve cooked up. Hiring? Don't just fill a vacancy. Doing your due diligence when hiring safeguards your employees and upholds trust. Get a system in place and use it. #EmploymentResponsibility #LegalAccountability #Hiring #PersonalInjuryLawyer #Wyoming

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