How can you build relationships with Hospitality Management recruiters?

1 Know your goals and value proposition

Before you reach out to any recruiter, you need to have a clear idea of what you are looking for and what you can offer. Do some research on the Hospitality Management sector, identify your target roles and companies, and update your resume and online profile. Think of your unique skills, experiences, and achievements that make you stand out from other candidates. Prepare a concise and compelling pitch that summarizes your goals and value proposition, and tailor it to the specific recruiter and opportunity you are contacting.

2 Find the right recruiters

Not all recruiters are the same. Some specialize in certain areas, levels, or types of Hospitality Management positions, while others have a broader scope. You want to find recruiters who are relevant to your niche, industry, and location, and who have a good reputation and track record. You can use online platforms such as LinkedIn, HospitalityNet, or HCareers to search for recruiters, or ask for referrals from your network. Check their profiles, websites, and social media to learn more about their background, focus, and current openings.

3 Reach out and follow up

Once you have identified some potential recruiters, you need to make a good first impression and initiate a conversation. You can send them an email, a message, or a connection request, depending on the platform and preference. Be polite, professional, and personalized. Introduce yourself, explain why you are contacting them, and attach your resume or link to your profile. Express your interest in their services and opportunities, and highlight your relevant skills and qualifications. Ask for their availability and willingness to chat further, and suggest a time and mode of communication.

After you send your initial message, be patient and respectful of their time. Don't expect an immediate response, as recruiters are busy and deal with many candidates. However, don't be afraid to follow up if you don't hear back from them within a week or two. Send a friendly reminder, restate your interest and value, and ask for an update. Keep your follow-up messages brief, courteous, and spaced out. Avoid spamming, nagging, or demanding a reply from the recruiter.

4 Build rapport and trust

If you get a positive response from the recruiter and schedule a conversation, you need to prepare well and make the most of it. Treat it as a professional interview, but also as an opportunity to build rapport and trust. Dress appropriately, be punctual, and have your resume, pitch, and questions ready. Be enthusiastic, confident, and honest. Show your passion and knowledge of the Hospitality Management industry, and demonstrate your fit and value for the potential roles and employers. Listen carefully, answer clearly, and ask for feedback.

At the same time, try to establish a personal connection and a friendly tone with the recruiter. Use their name, smile, and show interest in them. Find some common ground, such as hobbies, education, or travel experiences. Express your appreciation and gratitude for their time and assistance. Avoid being too formal, pushy, or desperate. Remember, the recruiter is not only evaluating your skills and suitability, but also your personality and attitude.

5 Maintain contact and communication

After your conversation, don't forget to send a thank-you note to the recruiter. Reiterate your interest and appreciation, and highlight your main takeaways and action steps. Keep them updated on your status, availability, and progress. If they send you any leads, referrals, or tips, follow up on them promptly and report back to them. If they ask you for any additional information, documents, or references, provide them as soon as possible. If they give you any feedback, suggestions, or advice, acknowledge them and implement them.

Maintaining contact and communication with the recruiter is essential for building a long-term relationship. However, you need to be respectful of their boundaries and preferences. Don't contact them too frequently or unnecessarily, unless you have something important or relevant to share. Don't pressure them for results or guarantees, as they are not in control of the hiring decisions. Don't rely on them exclusively, as they are not your only source of opportunities. Don't burn any bridges, as they may be useful for your future career development.