A five-star resort approached AHTA with a common industry wide problem. Due to their remote location, the candidate pool for 600 summer seasonal positions and 200 additional non-seasonal positions was very low. So low that it was becoming difficult to fill the critical roles and was adversely affecting the resort. Management at this resort had no other options but to use existing employees to try and fill the gaps. The end result was a massive expenditure in overtime and overworked employees. We knew from experience that these were great hoteliers, but they needed our help in talent acquisition.
Due to the sheer scope of the client’s needs, AHTA decided that the best option for them would be a full-service outsourced internal recruiting department. Only a fully staffed department complete with consultants, technology, and the proper tools could eliminate unnecessary overtime and address the limited candidate pool. One of those essential tools was “Precruitment” – a proactive approach to make sure the client had the right employees at the right time.
The size of our recruitment team scaled up and down to meet the current and future demand and “Precruitment” allowed us to make sure that the pipeline for candidates was filled with the right resources at the right time. By planning ahead, we were able to identify candidates early and reduce the need for emergency expensive third-party search fees. In this way, we saved the client $200,000 in third-party fees and significantly reduced the cost per hire. By meeting the client’s talent acquisition goals, we also saved the resort millions of dollars in unnecessary overtime. Our team raised employee morale, candidate satisfaction, and customer satisfaction. AHTA did what we do best, so that the resort could focus on maintaining its record of exceptional service.