If there’s one thing I’ve learned during my lengthy career in hospitality, including as an industry recruiting specialist, it’s that hiring is rarely as straightforward as we want it to be. On paper, the candidate selection process seems simple enough: experience, tenure, technical skills, industry knowledge. 

We review resumes from hundreds of job seekers, conduct interviews, check references, and hope we find the right people for hospitality jobs. But anyone who has spent time building teams knows the best hires aren’t always the most obvious candidates. 

I’ve seen candidates with impressive resumes struggle to gain traction in new environments. And I’ve seen individuals exceed every expectation despite not checking every box on paper.  

What actually makes great hospitality hires? The difference often comes down to something that’s harder to measure.  

Mutual alignment is the key  

The strongest hires aren’t simply qualified for the role. They’re personally and professionally aligned with the employer’s culture, leadership style, pace, expectations, and organizational goals. When these pillars match up with an individual’s values, ambitions, and work-style needs, it leads to trust, engagement, seamless integration into the organization, and long-term retention. 

What happens without alignment?

• A talented leader may thrive in a fast-paced, growth-oriented company – yet struggle in a highly structured environment.
• A technically gifted beverage professional may excel in an intimate, guest-focused setting but feel out of place in a high-volume operation.  

Neither of those scenarios reflect a lack of talent or ability. They are simply a reminder that successful hiring in hospitality often depends on finding the right fit. Identifying alignment is what makes hospitality hiring so nuanced – and mutually successful.  

You’re not just hiring skill sets. You’re hiring people.  

Hospitality companies build teams with people who spend long hours working together. People who shape the guest experience. People who influence culture, morale, and performance long after the interview and hiring process is completed.  

That’s why I believe the qualities that matter most aren’t always obvious at first glance. In fact, the qualities that matter most are often the ones that don’t fit neatly into a resume. How someone leads, communicates, adapts, and shows up for the people around them often reveals far more than a title ever could.  

Candidates evaluate opportunities based on their own needs and goals  

For today’s top hospitality talent, great job opportunities aren’t always the ones with the biggest titles, the highest compensation, or the most recognizable brand names. The best opportunities are often the ones where a candidate’s strengths, goals, and values align with the business itself. 

For candidates, fit and alignment are a two-way street. The strongest hires I’ve seen happen when both parties take the time to understand what each side is truly looking for – beyond a job description and resume.  

Restaurants, hotels, clubs, and other hospitality concepts that succeed are never built by one person. They’re built by teams of people who share a vision, support one another, and take pride in what they’re creating together.  

The right team members surface during a telling event: the interview 

Since qualities that lead to hiring success are rarely visible in a resume, and since the right fit can be very different from one hospitality operator to another – how do talent recruiters and hiring managers identify ideal job seekers? This happens during the interview process. We engage candidates in meaningful conversations about what success looks – for them and for the hiring company. 

The same weight is placed on values as skills – values like integrity, adaptability, empathy, accountability, and a strong hospitality mindset. Questions prompt candidates for past examples of being a team player or resolving a conflict, and that show evidence of emotional intelligence. Questions like these prompt candidates for further insights and motivations: “Why hospitality?” “Why this company?” “What kind of workplace do you need to do your best work?” “Will you enjoy this job and thrive in our environment?” And, “Why will our team enjoy working with you?” 

The qualities you need in a candidate are just as important as the skills and experience they possess. Their input during interviews can be revealing, and conversations with their references can validate what you learn. 

Lean on me for your next great hospitality hire 

When the right person joins your right team, everyone feels it. Your team feels it. Your guests feel it. And ultimately, so does your business. These are the results of a great hire in hospitality. 

Connect with me today and let’s start a conversation about your current or future hiring needs. My name is Marion Walker-Linsky. I am a 20-year veteran of the hospitality industry and a Recruiting Partner with Goodwin Recruiting, the U.S. leader in hospitality staffing.