The hospitality industry is thriving. Travel is up, demand is steady, and businesses are buzzing with guests. But building a workforce that can keep pace?  That’s still a challenge.

As of 2025, nearly 65% of hoteliers report being short-staffed, according to the American Hotel & Lodging Association. Across the broader industry, turnover remains stubbornly high, and finding talent that lasts continues to be an uphill climb.

Here’s how leading hospitality executive recruiters help employers build a resilient talent pipeline at every stage of the hiring process.

Lead With Your “Sizzle”

It’s common for employers to rely on job postings when a role opens up. But the candidates most worth reaching — those thriving in their current positions and not actively searching — aren’t scrolling job boards.

To spark interest from high-performing talent, you need more than responsibilities and requirements. It calls for clear communication about the role’s “sizzle” — the vision and impact behind the role that sets it apart.

Hospitality recruitment agencies that understand passive candidate behavior are uniquely positioned to lead with stories that enable candidates to imagine what’s next.

Don’t Tuck Culture into the Last Five Minutes

Research by Gallup highlights that employees who feel connected to their organization’s culture are four times more likely to be engaged. This rings especially true in hospitality, where cultural alignment directly impacts service quality, team dynamics and retention.

The interview phase should be used as an opportunity to assess how a candidate might contribute to and thrive within the team. Behavioral interview questions are especially effective here, offering clearer insight into how they might operate in a fast-paced, guest-facing environment.

Fortify Your Candidate Bench

Many job seekers get ghosted by employers. In fact, 69% of employers admit ghosting is now part of the hiring landscape, according to Indeed’s “2024 Ghosting in Hiring” report. When only the top one or two candidates are engaged and the rest are left waiting, momentum stalls.

In the hospitality industry, candidates don’t sit around…they apply widely, and if they don’t hear back, they move on. The fix is simple but often overlooked: set expectations early, share timelines and send quick updates so no one is left wondering where they stand.

Extend Offers That Earn the Yes

Making an offer is a milestone, but getting to yes takes more than a number. In a competitive market, small details can sway even the most enthusiastic candidate. A thoughtful approach helps the offer land with clarity and confidence.

  • Act with intention. Top candidates often exit the market within days. A prompt, well-paced process signals commitment and keeps momentum on your side.
  • Go beyond the number. Salary matters, but so do benefits, flexibility, growth opportunities and the tone of the entire experience. Offers should feel balanced and intentional.
  • Make it feel like theirs. Every candidate has different priorities. Whether it’s development or support with a move, tailor the offer to show you’ve been listening.

Where Expert Hospitality Recruitment Agencies Make the Difference

At Duffy Group, we support hospitality organizations at every stage of the hiring process — from initial outreach to final offer. Unlike contingent and retained search, our customizable, research-driven search model keeps recruitment cost-effective and leads to 80% of presented candidates securing interviews.

Contact our team of hospitality executive recruiters to turn open roles into five-star hires.