One of the things I’ve enjoyed most about transitioning from hospitality into talent recruiting is connecting with talented hospitality professionals from a completely different perspective.  

Every week, I speak with candidates from all corners of the industry. Some have impressive titles. Some have worked for well-known brands. Some have resumes that immediately grab attention. And some don’t.  

What I’m reminded of time and again is that the whole picture doesn’t always show up on paper. And this reminds me of what great hospitality professionals have in common. 

What is the common denominator?

Chief among the qualities and personality traits I look for in a candidate is potential – something every operator should prioritize in talent acquisition. It takes a practiced eye to recognize it. 

Potential for excellence often shows up before a resume can reflect it 

In this industry, experience matters. Technical, customer service, hospitality, and communication skills matter. Knowledge matters. Marketing prowess matters. But these things can be taught to employees in any hospitality sector and role.  

The potential to grow, advance, and lead also represents a specific skill, and it matters just as much in successful hospitality employees. However, this important skill – the potential to grow – is difficult to convey in a resume. 

Beyond experience, what makes the difference in a successful hire? 

Some of the most impressive people I’ve met during my career in hospitality operations and now in recruiting aren’t necessarily the ones with the longest resumes or the most recognizable names.  

The best hospitality people I have known are the ones who consistently show up, remain curious, take pride in their work, and make people around them better. This professional personality type, combined with a focused hospitality mindset, naturally leads people to do and become more – for themselves, their teams, and organizations.  

Here’s what makes the difference: Over nearly three decades in the industry, I’ve watched people outperform expectations because someone took a chance on them. I’ve seen talented individuals take on leadership roles for which they may not originally have been considered – not because they had a perfect resume, but because they possessed qualities that allowed them to learn, adapt, and earn trust.  

How recruiters champion leadership traits and skills potential   

This is another aspect of recruiting that I enjoy most. Of course, a big part of the job is connecting experience and the right hospitality skills with opportunities. But perhaps the more rewarding part, for recruiters and the clients and job candidates we serve, is recognizing potential and leadership skills. 

How do we manage and support these promising candidates? 

• We help our hospitality clients see beyond a title when the circumstances are right. 

• We help job candidates recognize strengths for which they may not always give themselves credit. 

• We help both sides see possibilities they may otherwise overlook.  

Communication is key in making the right talent matches  

The hospitality industry has always been filled with remarkable people who excel in time management, interpersonal skills, cultural awareness, and guest experience. Some are highly visible. Others are quietly building careers, leading teams, and making an impact every day.  

The longer I’m in this business, the more convinced I become that the innate abilities and potential that matter most are often the hardest to measure, and they’re rarely the first ones listed in a resume. It’s essential to look beyond resumes, engage candidates, and explore the whole picture.  

Through my eyes as an industry veteran turned recruiter, potential and the willingness to grow are the genuine qualities that all great hospitality professionals have in common!  

Land your next successful hospitality hire or ideal job – or consider becoming an industry recruiter 

Connect with me today if you’re a hospitality operator seeking the right talent, or a job seeker looking for your next opportunity. My name is Marion Walker-Linsky and I am a Recruiting Partner with Goodwin Recruiting, the leader in hospitality industry recruiting. 

And if you’re interested in unlocking your potential as a talent recruiter, consider joining our team at Goodwin Recruiting! Our recruiters work remotely and are located nationwide.