The art of Recruitment
Recruiting is vital for the success of your business, it is not always too easy as you not only are looking for the perfect candidate; the perfect candidate will have to be looking for new challenges at the right time as well. Recruiting a Revenue Manager is extra challenging, as the image of what a Revenue Manager does can differ from hotel to hotel. Many recruiting companies find Revenue Management recruitment to be one of the most challenging requests they receive, as the job description differs from customer to customer. Also, a Revenue Manager should ideally be strong on four competences; Analytical, Commercial, Technical and Communication, though not all these four competences are vital for all properties
Your Revenue Manager’s Competences
Yes, the ideal Revenue Manager has a strong development on all four competences, depending on the property; your new employee could have a different Skill Package. The following factors can be taken into account
- Why are you looking for a Revenue Manager? Is it a new position or is it a replacement from a previous Revenue Manager?
- What are your expectations? Are you expecting to be able to increase your result and if so; what is your budget?
- What are the strengths and weaknesses of the rest of the teams your Revenue Manager will take part in? The four competences are vital for all members within the Management Team but each individual has his/her own strengths and development areas. Which competences should the new candidate have for the team to be in perfect balance?
What is the level
of knowledge you require from your Revenue Manager? Are you looking for an
experienced Revenue Manager or would you prefer your new employee to be more
junior and take care of his/her development yourself?
The personal skills
Anyone that likes their profession
has the possibility to be great at it. In the recruitment processes I perform,
finding this enthusiasm is one of the first things I look for. This usually is
combined with connecting the right type of property to the candidates. Does the
Revenue Manager want to work for a chain or a privately held property and which
of these choices is best for his/her personal development? What is the
atmosphere within the team and does this fit both personal skills as personal
preferences of the new employee? What are the expectations does the new
employer have and how do the candidates strengths and weaknesses correspond to
these expectations? In order to make sure that recruitment is done properly, I
find that an assessment is the best option to find the right candidate. This is
an investment that usually makes sense as the candidate can be tested both on
knowledge as well as on personal skills.
The Experience Level
Many properties choose a less experienced Revenue Manager or perform an internal recruitment as this might save expenses on wages as well as obtain the possibility to “form” the Revenue Manager and create a base of knowledge and experience that the Revenue Manager will benefit from. The Time Factor needs to be taken into account. Both time spent on personal training and development of the candidate as well as the time it takes to benefit from the full capacity of your Revenue Manager has to be seen as an investment.
Another factor is that properties often
find themselves forced to look for a less experienced Revenue Manager is the
fact that it is much more challenging to find an experienced Revenue Manager.
The higher the level, the smaller the choice of candidates gets. Furthermore,
from this small group of perfect candidates, the new employer should hope to
find a Revenue Manager that happens to be looking for new challenges. Mostly
these candidates are not found in the regular base of Recruitment Companies,
but often come from personal networks and specialized Head Hunting’s.
The Role of a General Manager
The absolute best Revenue Managers I
have come across in my career all have one thing in common; a great General
Manager with a solid knowledge of what Revenue Management means. No matter how
experienced a Revenue Manager is, they all need personal development and a
sounding board from their immediate superior. As the correct place for a
Revenue Manager is within the Management Team, this is most likely to be the
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