Author: Jeremy Phillips

The Power of Employee Referral Programs in Hospitality Hiring

Posted on by Jeremy Phillips

Why Employee Referral Programs Matter in Hospitality

Finding reliable staff in the hospitality industry can be a challenge. High turnover rates, seasonal hiring demands, and the need for skilled workers make recruitment an ongoing battle. One of the most effective hiring strategies? Implementing a strong employee referral program.

A well-structured employee referral program not only helps you find better candidates faster but also boosts employee morale, engagement, and retention. According to a study by the Society for Human Resource Management (SHRM), referral hires tend to stay with companies longer and perform better than non-referral hires.

1. Why Referrals Work in Hospitality Hiring

In an industry built on relationships, who better to recommend great hires than your own team? Hospitality employees often have networks of talented friends and former colleagues who already understand the industry.

Benefits of referrals include:

  • Faster hiring: Referred candidates are 55% faster to hire than those from career sites.
  • Higher retention: Employees hired through referrals tend to stay longer—reducing costly turnover.
  • Better cultural fit: Existing employees refer people they believe will thrive in your work environment.

2. Designing an Effective Employee Referral Program

A successful employee referral program should be easy to understand, rewarding, and well-communicated. Here’s how to build one that works:

  • Offer enticing incentives – Cash bonuses, extra time off, or gift cards can motivate employees to participate.
  • Set clear guidelines – Define which roles are eligible, how referrals should be submitted, and when rewards will be given.
  • Make it simple – Employees won’t participate if the process is complicated. Use an easy-to-access form or online system.

A report from Harvard Business Review found that 88% of employers believe referrals are the best source of above-average applicants.

3. Promoting Your Referral Program

For your program to be effective, employees need to know about it. Here’s how to encourage participation:

  • Announce it in team meetings and post flyers in break areas.
  • Send out email reminders and updates on successful hires.
  • Recognize employees who make successful referrals in front of their peers.

4. Boosting Your Hiring Efforts with StaffedUp

An employee referral program is a powerful tool, but it works even better alongside a streamlined hiring platform. StaffedUp makes it easy for hospitality businesses to manage applicants, post jobs, and connect with quality candidates—all in one place.

By combining referrals with a digital hiring solution, you’ll maximize your talent pool and create a hiring process that attracts and retains top hospitality talent. Ready to build your best team? Start hiring smarter with StaffedUp.

Hiring Smarter: Red Flags in Hospitality Job Applications

Posted on by Jeremy Phillips

Hiring the right staff is crucial in the hospitality industry, where customer experience is everything. A strong resume and a well-written cover letter can make a candidate look great on paper, but how do you spot potential problems before they become bad hires? Recognizing red flags in hospitality job applications can save time, money, and workplace headaches.

Here’s what to watch for when reviewing applications.

1. Unexplained Employment Gaps

While some gaps in employment are understandable, long periods without explanation could signal inconsistency or unreliability. If a candidate has frequent breaks between jobs without a clear reason, it’s worth addressing during the interview.

According to Harvard Business Review, asking open-ended questions about employment gaps can help assess honesty and problem-solving skills. A strong candidate should be able to provide a reasonable explanation.

2. Job-Hopping Without Progression

Hospitality jobs often involve seasonal or short-term work, but repeated job changes every few months could indicate a lack of commitment. If an applicant has worked at multiple restaurants, hotels, or bars but never stayed beyond a few months, consider asking about their long-term goals.

High turnover costs businesses thousands of dollars annually, so hiring employees who will stay and grow within the company is crucial.

3. Lack of Relevant Experience

While some hospitality roles can be learned on the job, certain positions—like bartenders, line cooks, or hotel front desk agents—require experience. If a resume lacks relevant skills but lists multiple unrelated jobs, the candidate may struggle in a fast-paced environment.

According to The National Restaurant Association, hiring employees with at least some industry background improves retention rates. Look for transferable skills if direct experience is missing.

4. Vague or Generic Job Descriptions

A well-prepared resume should provide clear job descriptions, responsibilities, and achievements. If an application includes only generic descriptions like “worked as a server” or “handled customers,” it may indicate a lack of attention to detail or a failure to take ownership of past roles.

5. Poor Grammar, Spelling, or Incomplete Applications

Attention to detail is crucial in hospitality, especially for front-facing roles. A resume filled with typos, incomplete sections, or inconsistent formatting can indicate carelessness. If a candidate doesn’t take the time to present themselves well on paper, how will they perform under pressure on the job?

How StaffedUp Can Help

Hiring the right team doesn’t have to be a guessing game. By recognizing red flags in hospitality job applications early, you can avoid costly hiring mistakes and build a stronger, more reliable team.

With StaffedUp, hospitality businesses can streamline hiring by filtering applications, identifying top talent faster, and reducing turnover. Our platform helps you connect with the right candidates—those who are genuinely interested in hospitality and ready to contribute to your team.

Ready to make smarter hiring decisions? Visit StaffedUp.com and start hiring the best talent today!

Seasonal Hiring Done Right: Preparing for Your Busy Season

Posted on by Jeremy Phillips

For hospitality businesses, peak season can make or break annual revenue. Whether you’re a beachfront bar ramping up for summer or a ski resort preparing for winter crowds, seasonal hiring in hospitality is key to maintaining service quality and maximizing profits. But finding, training, and keeping temporary staff is a challenge. A strong seasonal hiring strategy ensures you have the right team in place when business booms.

1. Forecast Your Hiring Needs Early

The first step in seasonal hiring in hospitality is planning ahead. Analyze past seasons to determine how many additional employees you’ll need in key roles like servers, bartenders, kitchen staff, and front desk associates. Consider factors like local events, holiday surges, and industry trends that could impact demand.

According to the U.S. Chamber of Commerce, businesses should start recruiting at least 60-90 days before peak season to attract the best candidates.

2. Optimize Your Job Listings for Seasonal Roles

A well-written job posting can make all the difference in attracting quality candidates. Highlight the benefits of seasonal work, including flexible schedules, industry experience, and potential for long-term employment. Be transparent about job duration, expected hours, and any perks like staff discounts or end-of-season bonuses.

Using clear keywords like “seasonal bartender” or “temporary hotel front desk agent” in your job titles helps your listings rank higher on job boards and search engines.

3. Streamline the Hiring Process

A slow hiring process can lead to losing great candidates to competitors. Implementing an efficient applicant tracking system allows you to review applications, schedule interviews, and communicate with potential hires quickly.

According to SHRM (Society for Human Resource Management), companies that reduce their time-to-hire by even a few days see higher acceptance rates and better retention.

4. Train and Onboard Effectively

With a short runway before peak season, training must be quick and effective. Create standardized onboarding materials, such as training videos or shadowing programs, to help new hires get up to speed faster. Pairing seasonal staff with experienced employees can also improve retention and performance.

5. Retaining Your Best Seasonal Employees

If you find standout seasonal workers, consider offering incentives for them to return next season. Referral bonuses, performance-based raises, and off-season opportunities can increase loyalty and reduce the need for rehiring.

How StaffedUp Can Help

A strong hiring strategy ensures you’re ready for peak season without the last-minute scramble. StaffedUp simplifies seasonal hiring in hospitality by offering a seamless applicant tracking system that helps you recruit and manage top talent efficiently. Whether you’re hiring for the summer rush or the holiday season, our platform streamlines the process so you can focus on running your business.

Ready to hire smarter? Visit StaffedUp.com to get started today!

How to Make Your StaffedUp Profile Stand Out to Employers

Posted on by Jeremy Phillips

When applying for hospitality jobs, your StaffedUp profile is your first impression. A well-optimized profile increases your chances of catching an employer’s eye and landing interviews. Here’s how to make your StaffedUp profile stand out and boost your job prospects.

1. Use a Professional Profile Picture

Your profile picture is the first thing employers notice. Choose a clear, high-quality image where you appear friendly and approachable. Avoid using filters, group photos, or overly casual images. A simple, well-lit headshot works best.

2. Craft a Strong Bio

Your bio is your chance to introduce yourself. Keep it concise but engaging. Highlight your experience, skills, and enthusiasm for the industry. A great bio might read:
“Passionate and customer-focused bartender with 3 years of experience in high-volume restaurants. Skilled in craft cocktails, customer service, and teamwork. Excited to bring energy and efficiency to my next role!”

3. Highlight Relevant Experience

List your past jobs with clear job titles and responsibilities. Instead of just saying “Server at XYZ Restaurant,” expand on what you did:
“Provided exceptional guest service in a fast-paced, 200-seat restaurant, handling up to 50 tables per shift.”

This helps employers see the value you bring to the table.

4. Showcase Your Skills

StaffedUp allows you to list skills—make sure you add relevant ones! Some key skills for hospitality roles include:

  • Customer service
  • POS system knowledge
  • Bartending/mixology
  • Food handling & safety
  • Multitasking under pressure
  • Teamwork & communication

5. Get References

Having former managers or coworkers endorse your skills or provide a reference adds credibility. StaffedUp makes the process easy to contact past employers for a reference. Any references you receive will show up in your StaffedUp profile right away. 

6. Keep Your Availability Updated

Employers appreciate candidates who keep their availability current. If you’re open to different shifts, make that clear on your profile to increase job opportunities.

7. Use Keywords to Boost Visibility

Employers search for candidates using specific keywords. Make sure your profile includes industry-relevant terms like “hospitality,” “bartending,” “server,” “customer service,” and “restaurant management.”

8. Show Some Personality

Hospitality jobs require a friendly, personable attitude. Let a bit of your personality shine through in your bio and experience descriptions. Employers want to see that you’ll be a great fit for their team!

Final Thoughts

Your StaffedUp profile is your digital resume—make sure it represents you well. With a strong bio, relevant experience, key skills, and a professional image, you’ll stand out to employers and increase your chances of getting hired.

For additional tips on job searching in hospitality, check out Indeed’s Career Guide or Harvard Business Review’s networking advice.

Hiring Trends in the Midwest Hospitality Space

Posted on by Jeremy Phillips

The Midwest hospitality industry is experiencing a dynamic shift in hiring trends, driven by evolving guest expectations and technological advancements. As businesses in this region strive to attract and retain top talent, understanding these trends is crucial for staying competitive.

Embracing Flexibility

One of the most significant trends in Midwest hospitality is the emphasis on flexibility. Job seekers today prioritize work-life balance, and offering flexible scheduling options can make your positions more attractive. Consider implementing four-day workweeks, flexible start times, or job-sharing arrangements to meet employee expectations.

Focus on Employer Branding

In a competitive market, your company’s reputation matters more than ever. Prospective employees research potential employers extensively, so maintaining a strong online presence is crucial. Showcase your company culture on social media and highlight employee success stories to attract top talent.

Upskilling and Internal Growth Opportunities

Today’s candidates are looking for more than just a job; they want career development. Offering training programs, certifications, and clear pathways for advancement can set your business apart. This not only attracts high-quality applicants but also improves retention by fostering loyalty among current staff.

Inclusive Hiring Practices

Diversity, equity, and inclusion remain central to attracting a wide talent pool. Emphasize unbiased hiring practices and provide inclusivity training for management. Diverse teams enhance creativity, problem-solving, and customer satisfaction—key drivers of success in hospitality.

Technology Integration in Recruitment

The use of artificial intelligence (AI) and applicant tracking systems (ATS) continues to grow. These tools streamline hiring processes by automating resume screening and scheduling interviews. Integrating technology into your recruitment strategy can help you stay ahead of the competition.

Real-World Impact: Success Stories from the Midwest

Many Midwest hospitality businesses have already experienced the benefits of these hiring trends. For example, a popular hotel chain in the region saw a significant reduction in time-to-hire and an improvement in the quality of hires after implementing flexible scheduling and upskilling programs. By leveraging technology and inclusive hiring practices, they were able to create a more efficient and diverse workforce.

Conclusion

In conclusion, staying updated with the latest hiring trends in the Midwest hospitality space is essential for attracting and retaining top talent. By embracing flexibility, focusing on employer branding, offering upskilling opportunities, promoting inclusive hiring practices, and integrating technology, your business can thrive in this competitive industry.

For more insights on how technology can enhance your hiring process, check out this resource.

Advancing in the Restaurant Industry: Expedite Your Timeline

Posted on by Jeremy Phillips

Advancing in the restaurant industry can be an exhilarating journey. If you’re already working in a restaurant and looking to climb the ladder, there are strategic steps you can take to expedite your career timeline. In this blog, we’ll explore key strategies to help you move up to a better role in the restaurant industry.

Master Your Current Role

To advance in the restaurant industry, it’s essential to excel in your current role. Show initiative by taking on additional responsibilities, assisting colleagues, and maintaining a positive attitude. Consistently delivering exceptional performance will demonstrate your commitment and readiness for a higher position.

Gain Additional Skills and Certifications

Investing in your education and skills can significantly enhance your career prospects. Consider obtaining certifications in areas such as food safety, culinary arts, and hospitality management. Take advantage of training programs and workshops offered by your employer or external organizations. Platforms like Coursera and Udemy offer courses that can boost your knowledge and credentials.

Seek Feedback and Mentorship

Constructive feedback and mentorship can be invaluable for career growth. Seek feedback from your supervisors and peers to identify areas for improvement. Find a mentor within the industry who can provide guidance, support, and insights. Mentorship can help you navigate challenges and make informed career decisions.

Network Within the Industry

Building a strong network within the restaurant industry can open doors to new opportunities. Engage with colleagues, attend industry events, and join professional associations. Networking can lead to job referrals, mentorship opportunities, and valuable insights. Use social media platforms like LinkedIn to stay connected with industry professionals.

Showcase Your Leadership Potential

Leadership skills are crucial for advancing to managerial roles in the restaurant industry. Demonstrate your leadership potential by taking initiative, solving problems, and supporting your team. Volunteer for leadership roles and projects that highlight your capabilities. Effective communication and the ability to motivate others are key traits of successful leaders.

Stay Updated with Industry Trends

The restaurant industry is constantly evolving, with new trends and technologies emerging regularly. Staying informed about the latest developments can give you a competitive edge. Subscribe to industry publications and follow influential blogs to stay updated. Being knowledgeable about trends like sustainable dining, digital innovation, and customer preferences can make you a valuable asset to any restaurant.

Express Your Career Goals

Clearly expressing your career goals to your supervisors can lead to new opportunities. Communicate your aspirations for advancement and discuss potential career paths within the company. Demonstrating your ambition and commitment can make a positive impression on your employer.

Conclusion

Advancing in the restaurant industry requires a combination of mastering your current role, gaining additional skills, seeking feedback and mentorship, networking, showcasing leadership potential, staying updated with industry trends, and expressing your career goals. By following these strategies, you can expedite your career timeline and achieve your goals faster. For more insights and resources on advancing in the restaurant industry, explore our blog and join the community of professionals dedicated to career growth.

How to Check in with Employee Happiness

Posted on by Jeremy Phillips

In today’s fast-paced work environment, maintaining employee happiness is more crucial than ever. Happy employees are more productive, engaged, and loyal, leading to better overall business performance. But how can employers effectively check in with their team’s happiness? In this blog, we’ll explore actionable strategies to ensure your employees feel valued and satisfied in their roles.

Understanding Employee Happiness

Employee happiness goes beyond job satisfaction. It encompasses overall well-being, including emotional and mental health. According to a study by Harvard Business Review, happy employees are 31% more productive, which highlights the importance of prioritizing happiness in the workplace. To truly foster employee happiness, employers need to take a holistic approach.

Regular Check-Ins

Frequent check-ins are essential for gauging employee happiness. These can be one-on-one meetings, team huddles, or even casual conversations. Make these check-ins a safe space for employees to share their thoughts and concerns. Regular check-ins help identify potential issues early and address them promptly.

Anonymous Surveys

Anonymous surveys provide employees with an opportunity to express their opinions without fear of repercussions. Use these surveys to ask targeted questions about job satisfaction, work environment, and overall happiness. Analyze the results to identify trends and areas for improvement. Platforms like SurveyMonkey and Google Forms can facilitate these surveys effectively.

Employee Recognition

Recognizing and appreciating employees’ efforts goes a long way in boosting their happiness. Implement a recognition program that highlights individual and team achievements. Publicly acknowledge milestones and successes to make employees feel valued and appreciated.

Providing Growth Opportunities

Career growth and development are key drivers of employee happiness. Offer opportunities for professional development through training, workshops, and mentorship programs. Encourage employees to set and pursue career goals within the organization. When employees see a clear path for growth, their engagement and satisfaction increase.

Work-Life Balance

Promoting a healthy work-life balance is essential for maintaining employee happiness. Encourage employees to take breaks, use their vacation days, and disconnect after work hours. Consider implementing flexible work arrangements to help employees balance their personal and professional lives better.

Open Communication

Fostering open communication is vital for a happy workplace. Create an environment where employees feel comfortable voicing their opinions and suggestions. Implement open-door policies and encourage feedback. Listening to employees and acting on their input demonstrates that their voices matter.

Wellness Programs

Investing in employee wellness programs can significantly enhance happiness. These programs can include fitness challenges, mental health resources, and wellness workshops. Promote a culture of health and well-being by providing resources and support for employees’ physical and mental health.

Conclusion

Checking in with employee happiness requires a proactive and holistic approach. By implementing regular check-ins, anonymous surveys, employee recognition programs, growth opportunities, promoting work-life balance, fostering open communication, and investing in wellness programs, you can create a positive and supportive workplace. Prioritizing employee happiness not only enhances their well-being but also drives business success.

For more insights on fostering employee happiness, explore our blog and join the community of professionals dedicated to creating a positive workplace environment.

Creating an Inclusive Hiring Process

Posted on by Jeremy Phillips

Inclusive hiring is a vital aspect of building a diverse and successful team. By focusing on inclusive hiring practices, businesses can foster a work environment that welcomes and supports individuals from various backgrounds. In this blog, we’ll explore key strategies for creating a hiring process that can help your organization attract top talent and drive innovation.

Understand the Importance of Inclusive Hiring

Inclusive hiring goes beyond meeting diversity quotas. It involves creating a fair and equitable hiring process that gives all candidates an equal opportunity to succeed. According to a report by the Harvard Business Review, diverse teams are more innovative and perform better financially. This highlights the significance of an inclusive environment for the overall success of a business.

Craft Inclusive Job Descriptions

The journey to inclusive hiring begins with the job description. Ensure your job postings are free of biased language and focus on essential skills and qualifications. Use gender-neutral language and avoid jargon that may deter potential candidates. For example:

  • Instead of: “We’re looking for a rockstar developer.”
  • Use: “We’re looking for a skilled software developer.”

Implement Blind Hiring Practices

Blind hiring is an effective strategy to reduce unconscious bias in the hiring process. This involves removing identifying information such as names, gender, and age from resumes during the initial screening. By focusing solely on candidates’ skills and experiences, you can make more objective hiring decisions.

Diversify Your Recruitment Channels

Utilize a variety of recruitment channels to reach a broader audience. Partner with organizations that focus on underrepresented groups and attend diversity-focused job fairs. Additionally, leverage online platforms and social media to promote your job openings to diverse communities.

Train Hiring Managers on Unconscious Bias

Unconscious bias can significantly impact the hiring process. Providing training for hiring managers on recognizing and mitigating these biases is crucial. According to the Society for Human Resource Management (SHRM), continuous training and awareness can help create a more inclusive environment.

Standardize Interview Processes

Standardizing your interview process ensures that all candidates are evaluated based on the same criteria. Use structured interviews with predefined questions and rating scales. This reduces the likelihood of bias and allows for a fair comparison of candidates’ abilities and fit for the role.

Foster an Inclusive Work Environment

Creating an inclusive hiring process is just the beginning. Once you’ve hired diverse talent, it’s essential to foster an inclusive work environment where all employees feel valued and supported. Implement policies and practices that promote diversity, equity, and inclusion in the workplace.

Conclusion

Creating an inclusive hiring process is a continuous journey that requires commitment and effort. By crafting inclusive job descriptions, implementing blind hiring practices, diversifying recruitment channels, training hiring managers on unconscious bias, standardizing interview processes, and fostering an inclusive work environment, you can attract and retain top talent from diverse backgrounds. Embracing inclusive hiring not only enhances your organization’s innovation and performance but also reflects your commitment to building a more equitable workplace.

For more insights and resources on inclusive hiring, explore our blog and join the community of professionals dedicated to fostering diversity and equity in the workplace.

Elevating the Hospitality Experience with Strategic Staffing

Posted on by Jeremy Phillips

In the fast-paced world of hospitality, creating an unforgettable guest experience goes beyond plush interiors and gourmet menus. It’s about the people who bring these elements to life. As the co-founder of StaffedUp, I’ve seen firsthand how the right staffing strategy can transform a hospitality business. This article dives into why strategic staffing is crucial for success and how it can elevate your business to new heights, as featured in the Hospitality Business Review.

The Heartbeat of Hospitality: Your Team

Your staff is the heartbeat of your hospitality business. From the host stand to housekeeping, every interaction is a touchpoint that can make or break a guest’s experience. According to the Hospitality Business Review, investing in well-trained, motivated employees leads to higher guest satisfaction and repeat business. This is where strategic staffing comes into play.

Why Strategic Staffing Matters

Strategic staffing isn’t just about filling positions; it’s about finding the right fit for your team culture and business goals. A well-thought-out staffing plan ensures that you have the right number of staff with the right skills, at the right time. The article highlights that businesses with a strategic approach to staffing see improved efficiency, reduced turnover, and enhanced guest experiences.

Building a High-Performance Team

Creating a high-performance team starts with recruitment. At StaffedUp, we emphasize the importance of clear job descriptions and thorough screening processes. This helps ensure that candidates not only have the necessary skills but also align with your company’s values and culture. HBR suggests that businesses should also invest in continuous training and development programs to keep their staff engaged and up-to-date with industry trends.

Leveraging Technology for Staffing

Technology can be a game-changer in the staffing process. Platforms like StaffedUp provide tools that streamline recruitment, onboarding, and employee management. By leveraging these technologies, hospitality businesses can save time and resources while ensuring they hire the best talent available. The Hospitality Business Review underscores the importance of using technology to stay competitive and responsive to changing market demands.

Conclusion

In the ever-evolving hospitality industry, the importance of strategic staffing cannot be overstated. By focusing on hiring the right people and investing in their development, businesses can create memorable guest experiences that drive loyalty and growth. As highlighted in the article, the right staffing strategy is a key differentiator in a competitive market.

By implementing these practices, your hospitality business can not only survive but thrive. Remember, your team is your greatest asset—invest in them wisely.

Frequently Asked Questions

  • How does StaffedUp find applicants for me?

    StaffedUp leverages our extensive talent networks, optimized SEO, external automated job board posting such as Indeed and Google Jobs, social media integrations, QR code scan to apply marketing, and by leveraging your website and brand to drive genuinely motivated applicants for hire.

  • Can I customize StaffedUp to hire the way I need to?

    100% your can. We offer complete customization to fit your exact needs. Create custom company recruitment pages, company culture, jobs, application questions, and customized automated or one click messaging to expedite engagement.

  • How long does it take to get set up?

    How's a few minutes sound? Our quick startup tools are the easiest thing you'll use all year! We provide pre-drafted job descriptions & application questions, & even wrote your application responses for you! Need a hand? We'll teach you everything you need to know in 10 minutes. Did we mention it's easy?

  • Can I cancel anytime?

    Yep! For paid accounts we simply ask for 15 day notice before you next bill. Need to chat with us? Use the help desk in your account or email us at support@staffedup.com.

  • What is the WOTC (Work Opportunity Tax Credit)?

    WOTC (Work Opportunity Tax Credit) is a federal tax credit available to business employers, both large and small. The credits are designed to offset Federal income tax liabilities. When the WOTC program is executed the right way, employers can capture enough tax credits to significantly reduce, or even eliminate, their Federal income tax liabilities. (And if your business was formed using a flow-through-entity, like a S-corp or LLC, then the credits could flow-through to the owner’s K-1).

  • How can WOTC impact my business?

    Executing the WOTC program is simple and easy with the right provider. We’ll screen your applicants to determine if they satisfy one of nine qualifying criteria. If so, our team of tax credit experts work with specific government agencies, behind the scenes, to capture the tax credits for you. Once captured, tax credits can be used to eliminate Federal income tax liabilities and thus improve cash flow for stakeholders and the business.

  • DID WE JUST BECOME BEST FRIENDS?

    Duh! We built this for you, because we are you! Your success in hiring is the only thing we care about. Anything you need, any time, we're always here, we'll always listen!