Hospitality Services Group

Why can’t we hire anyone? ? “More than seven in 10 of the hotels surveyed (71%) said they had job openings they were unable to fill despite active searches.”, this article teaches us about the hotels surveyed. And from the rest of the information, you can see that contrary to popular belief, the hotel industry is not out of the woods just yet when it comes to unfilled positions.?? ? Housekeeping, Front Desk, Culinary and Engineering roles hit the top of the list for the gaps in current state staffing versus desired state in staffing levels.? ? The question for hoteliers is does your talent acquisition and labor strategy involve a strategic, labor solutions partner? Here are the questions to ask: ? ?? Is your labor solutions partner able to support all your open positions? Can they support open managerial roles? ?? Does your labor solutions partner offer temp-to-perm, buyouts, releases, or any other mechanism to directly hire employees? ?? Does your labor solutions partner have access to international talent and labor pools abroad? ?? What else does your labor solutions partner offer beyond cost plus staffing? Outsourcing? Managed Services? Payrolling?? ? When you ask yourself these questions, and you aren’t 100% satisfied with one or more answers, you need to evaluate your current situation. If you have a labor solutions partner still operating on pre-2019 staffing strategies, your operation is likely to suffer.? ? Hospitality Services Group is a labor solutions and managed services provider, operating across the US and Caribbean. For more information contact us here: https://lnkd.in/g2CHSfnf #LaborSolutions #ManagedServices #HospitalityServicesGroup

HR or Procurement….or Vendor Management?? ? This is great reading from SIA regarding how businesses chose to select and steer their contingent workforce and staffing vendors. The basic premise is whether Human Resources or Procurement should have oversight on the selection, management, and programming of contingent workforces. Each one having things they champion over the other.? ? Hospitality Services Group (HSG) is a provider of Vendor Management, also known as a Managed Services Provider, to the hospitality industry. As such HSG would seek to expand this question to a third option of a management group identifying a strong MSP partner to manage its contingent workforce. Many hoteliers are new to this concept of Vendor Management, so we’d share the following to help increase understanding.? ? What does a Vendor Management provider do? Here are three key elements to begin answering this question: ? A Vendor Management provider, contracts with a management group and in-turn contracts all the management group’s staffing vendors ? The staffing vendors are then managed by the Vendor Management provider, a large part is of this management is via a tech platform called a vendor management system, or “VMS” for short ? Contract maintenance, pricing, audits, timekeeping, remittance, and more is handled by the Vendor Management provider for all staffing vendors, creating a one-point-of-contact structure for the management group at the site, regional and corporate level ? The next part of the conversation is about the benefits and savings, please reach out and we will gladly schedule a call. Reach Matthew at?[email protected] ? Hospitality Services Group is a labor solutions and managed services provider, operating across the US and Caribbean. For more information contact us here: https://lnkd.in/g2CHSfnf ? #LaborSolutions #ManagedServices #HospitalityServicesGroup

Out with the old, and in with the new.?Maybe... ? Interesting article from the folks at SIA. While the reading is more applicable to the staffing industry at-large, key elements are very close to labor solutions in the hospitality realm. ??Focus on specialized talent. Outsourcing demand surged in 2024 for high-paying roles in hotel operations. In culinary, housekeeping, engineering, and more, leadership teams realized waiting for traditional talent acquisition was no longer an option. To meet service commitments, hotel leaders filled gaps such as Front Office Managers and Executive Chefs with task force services. ??Evaluate partnerships. This is crucial but often overlooked. Many hoteliers stick with underperforming partnerships because "I’m too busy." Those who invest time in evaluating new and existing partners, along with emerging services and trends, consistently achieve better vendor performance and financial outcomes. Hospitality Services Group is a labor solutions and managed services provider, operating across the US and Caribbean. For more information contact us here: https://lnkd.in/g2CHSfnf #LaborSolutions #ManagedServices #HospitalityServicesGroup

We will remember 2024 as a year of growth and change in many communities, near and far away. At HSG, we are grateful for our incredible HSG team members and our amazing clients. We wish you all a healthy and happy 2025!

At HSG, we hope your holidays are filled with the warmth and joy of friends and family. Happy Holidays!

What Are Hotels Doing? Americans are prioritizing travel like never before, with nearly 8 in 10 adults planning vacations in 2025—a 7% increase from last year. MMGY’s latest study shows average vacation budgets climbing to $5,051, with travelers planning 4.1 trips per person. This reflects the highest travel intent in four years, driven by rising disposable income, focus on experiences, and travel-on-credit strategies. Regarding unemployment and labor in 2025, the Federal Reserve predicts an unemployment rate around 4.3%, while others, like RSM US, expect 4.2%. Economists consider 3.5%–4.2% the “sweet spot” for economic stability. Forecasts for hospitality-sector unemployment remain unclear, but many hotel groups are cutting human capital and slowing expansion. Why, when STR and Tourism Economics predict KPIs like ADR, Occupancy, and RevPAR in 2025 will exceed 2019? The answer lies in mixed signals sparking skepticism. Experts from STR and Tourism Economics point to a blend of red and green flags: >>> Economic Impact on Hospitality:?High-end hotels are expected to lead, but rising living costs may challenge other segments, resulting in moderate, flat or declining growth. >>> Policy Influence:?Initial economic policies from the new administration could spur short-term growth, though tariffs and immigration changes may temper it long-term. >>> Travel Demand:?Consumer spending and business investment are driving business and group travel, but transient leisure travelers relying on credit may limit sustainable growth. For hotel operators and labor communities, key questions emerge: Is your business ready? Can you maintain service commitments? Should you hold off on hiring, risking future challenges when demand surges under unfavorable conditions? Let’s connect and develop some answers to these questions for your operation:?[email protected] Hospitality Services Group is a labor solutions and managed services provider, operating across the US and Caribbean. For more information contact us here: https://lnkd.in/g2CHSfnf ? #LaborSolutions #ManagedServices #HospitalityServicesGroup

The HSG family would like to wish you and yours a safe and happy Thanksgiving.

Great info and topic, especially as we enter the “holiday zone” in the hospitality industry. Workplace inquiries have always been a point of focus in the hospitality space, however as a nation we are up to 14 states that have some outlined regulation mandating or encouraging efforts in workplace safety, including the concept of safety committees.? ? At Hospitality Services Group, we are committed to workplace safety in all our programs from international visa programs to Task Force to outsourcing. Not only are continuous efforts important in driving workplace safety for financial reasons, but more importantly they are critical because it’s the right thing to do. Some would argue that an organization’s employees are its great asset so why not take care of them? ? This reading outlines “safety committees” and their usage. We would also impress that communication is critical in workplace safety, here are a few things to highlight: ? >> Does everyone have a voice??– From the GM to the dishwasher, and everyone in between, do employees have a voice? Said differently, do employees through all levels in your organization have a mechanism to voice ideas or concerns about safety? Whether it’s an open-door to a direct report, an 800 number, drop box or specific email group, everyone within an organization should have a platform to be heard about safety. >> Encouragement!?- A healthily culture in safety does not just happen, it’s cultivated through effective communication. Management and leadership should speak to safety on a regular basis and encourage open communication. One example is ensuring everyone is participating in safety conversations, make sure certain individuals or departments are not overlooked. >> Follow up, Follow up, Follow up?– What does your organization do after a conversation about safety? What does it do after a workplace accident takes place? How about after a safety planning meeting takes place? The number one method in destroying the motivation of engaged employees is to fail to act or to fail to follow up. All the conversations in the world will not produce a result if they are not acted on. Simply ask yourself, how am I communicating the actions taken in safety to my staff?? ? Hospitality Services Group is a labor solutions and managed services provider, operating across the US and Caribbean. For more information contact us here: https://lnkd.in/g2CHSfnf ? #LaborSolutions #ManagedServices #HospitalityServicesGroup

Hospitality Services Group would like to thank our military men and women for their service. Happy Veterans Day.

September saw a small reduction in total temp jobs compared to August. For context, the overall US unemployment rate edged down from 4.2% to 4.1% in the same comparison. Most economists and labor watchers saw this coming but expect a rebound in total temp jobs next month.? ? One item this reading calls out is the fact Food Services is adding temp jobs. In the hospitality industry, this doesn’t surprise seasoned executives as we know the 4th?quarter is one of leisure travelers, leisure groups and events, and various holiday parties and end of year events. In many primary and secondary markets, this 4th?quarter trend has been true for many years. The struggle is the consistency of seasonal business and the labor demand it creates.? ? Here are two questions to help start the conversation about holiday season staffing: ? >> Does the business forecast call for internal hiring??– in many circumstances the answer is “no”. Hiring staff for seasonal spikes in demand can create an environment of unemployment claims. When the demand dips and employees are let go or put in “pool status”, they can move forward with claims in a varied number of ways. The on-boarding and off-boarding of seasonal workers also can create increased costs, and time allocations, in on-boarding activities and training from your human resources and operational leaders. Finally, if your leaders are focused on this churn of staff, what elements of the core business are being missed?? ? >> Do I have an effective relationship with a labor solutions provider??– an effective partner in labor can create solutions in temporary or programmed labor to meet the unique labor demands holiday-based seasonality creates. Through effective communication, time-line based planning and staying adaptive, a temporary workforce element can meet the needs of the operation while exceeding the service commitment owed to your guests.? ? Hospitality Services Group is a labor solutions and managed services provider, operating across the US and Caribbean. For more information contact us here: https://lnkd.in/g2CHSfnf #LaborSolutions #ManagedServices #HospitalityServicesGroup