Many hospitality operations managers and regional directors are experts in all things “hospitality.” They boast experience ranging from sales and marketing to human resources and hiring. But despite their vast knowledge and accomplishments, some are looking for career changes. 

The day-to-day grind of working as hospitality leadership can take quite a toll. The hours are long and often erratic. Some professionals find a lifestyle that once worked is no longer compatible with family commitments and children’s schedules. 

Here are some top reasons why many hospitality operations leaders transition into professional recruiting and a summary of traits necessary for success!  

Reasons to Work as a Hospitality Recruiter 

1. Flexibility – Sourcing top hospitality talent certainly isn’t easy work, as we’ll discuss later. But it does often provide flexibility. Posting online job advertisements and sending emails doesn’t usually require a hard-set nine-to-five schedule. It’s not uncommon for a recruiter to take a three-day weekend and put in some extra hours to make up for it later in the week. 

2. Remote Work – Some people may consider remote work a form of “flexibility,” but the two benefits are distinct. Many businesses have remote workers who are still required to “clock-in” nine-to-five and are micro-managed. Generally speaking, hospitality recruiters can often work remotely.

WiFi, laptop computers, and mobile phones empower those with hospitality recruiter skills to get work done just about anywhere. Most of the daily activities consist of web browsing, sending emails, and calling candidates. None of those tasks require the orthodox setting of a traditional office space.  

3. Income Potential – Simply put, hospitality recruiters can earn very impressive paychecks. They are often paid a base salary and benefits in addition to generous commissions based on successful placements. These commissions can be substantial and often form the majority of an established recruiter’s income!

Necessary Traits for Success as a Hospitality Recruiter  

1. Work Ethic – While there are many perks to transitioning from hospitality operations to recruiting, the work doesn’t come easy. Sourcing top talent takes a significant effort, and there are many competitors all wooing the same candidates and accounts. To quote some appropriate clichés, in recruiting, “The early bird gets the worm,” and it pays to “burn the midnight oil.” 

2. Tenacity – Hospitality recruiting is fraught with rejection and “close but no cigar” scenarios. Hard work is one thing, but being able to control one’s emotions and move on after failure is a nuanced distinction. Successful recruiters are those who can see a $10,000 commission slip through their fingers one day and still come to work the next morning ready to move on!   

3. Creativity – There are many helpful hospitality recruiter skills, but creativity is one of the most important and often separates top performers from the rest of the pack. The art of sourcing talent isn’t about finding the “perfect fit” but rather finding the “right fit.” There’s a difference.  

4. Likeability – Generally speaking, “likeability” is a good term for describing one of the most important hospitality recruiter skills. Candidates and accounts want to work with friendly, engaging people. Although everyone can learn to be more likable, the trait comes easier to some than others.  

Ready for more?

It’s easy for all professionals to look at other careers with envy. And the grass isn’t always greener, as they say. However, many hard-working hospitality operations professionals have the skills necessary for a successful career in recruiting. But those considering a change should think carefully before making the jump.

If you’re a hospitality leader seeking a real career change, consider joining our team today!