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Hiring Starts in the Lobby: What Candidates Notice First

Thu, 15 May 2025 10:35:58 GMT

In any well-designed building, the lobby sets the tone.

It’s where people form their first impressions and often, it’s what they remember most.

The same is true for your company.

Your “lobby” isn’t just a front desk. It’s made up of everything a potential hire sees before they ever speak to someone on your team:

Your employer brand
Your online presence
Your careers page
Initial candidate interactions

These elements send a clear signal about what kind of organization you are. They answer questions like:

Is this company clear on who they are?
What kind of people thrive here?
Is this a place I want to be part of?

Who Works in the Lobby?

Your lobby is also represented by the people on the front lines the customer-facing and brand-forward team members who create connection from the start.

Think about roles like:

Leasing professionals and sales reps who are often the first point of contact
Community managers who foster belonging and trust
Marketing and brand leaders who shape public perception
Hiring managers and interviewers who introduce your company to future employees

These roles aren’t just transactional, they’re transformational.

They bring your mission to life in real-time and ensure people walk away with a lasting, positive impression.

Because a great lobby doesn’t just welcome people it moves them to the next room in the building.

Thanks for reading,
Danny Herskowitz
CEO & Founder, JML Search

The Recruitment Ripple Effect

Fri, 14 Jun 2024 18:40:07 GMT

The Recruitment Ripple Effect: Why Each Hire Spreads Growth Across Your Organization

In recruitment, the profound impact of strategic hiring resonates deeply with the "ripple effect" concept explored in "The Compound Effect" by Darren Hardy. As discussed in the analysis "Ripple Effect: The Psychology of Behavior Change" by Shortform Books, small actions and decisions can cascade into significant life impacts. This principle holds true in the corporate world as well, where each hire not only fills a position but also initiates a series of transformative changes within the organization. Here’s how each new hire contributes to spreading growth throughout your client's organizations, underpinned by this psychological principle of behavior change.

1. Amplifying Team Performance and Morale

Just as small behavioral changes can lead to significant personal transformations, the addition of one new team member can enhance the entire team's performance and morale. This new hire brings fresh energy and perspectives that can motivate existing staff, leading to improved productivity and a more vibrant workplace culture. This boost in morale and performance is a direct application of the ripple effect in a corporate setting.

2. Infusing Innovation and Fresh Perspectives

Each new employee carries unique experiences that, when introduced to an existing team, can disrupt the status quo positively. This aligns with Hardy's concept that small, consistent actions lead to monumental changes over time. In a business context, these fresh insights can lead to innovative solutions and approaches that redefine how the organization tackles challenges and capitalizes on opportunities.

3. Enhancing Operational Efficiencies

The ripple effect in operational efficiencies begins with a single strategic hire. Someone adept in new technologies or methodologies can introduce process improvements that enhance productivity and reduce costs. This concept mirrors the behavioral changes discussed in Hardy's work, where minor adjustments in daily habits can transform one's personal and professional life dramatically.

4. Expanding Market Reach and Business Development

Strategic hires often come with specialized knowledge or skills that can open up entirely new avenues for business growth. This expansion is not merely a direct result of the individual's capabilities but is amplified by their interactions and influence within the team. As Hardy suggests, small efforts, consistently applied, are what lead to the most significant rewards.

5. Building and Sustaining a Strong Organizational Culture

Incorporating the right individuals into your organization reinforces desired cultural values, which in turn attracts and retains top talent. This cultural strength starts with individual hires who embody and spread these values, illustrating how initial conditions, much like the small behavioral changes Hardy describes, can set the stage for larger organizational transformations.

6. Developing Future Leadership

Investing in potential leaders is like planting seeds for future success, a theme resonant with the ripple effects of behavior change. These leaders will one day make critical decisions that shape the company's trajectory, demonstrating how foundational elements, no matter how small, can result in expansive outcomes.

Conclusion

The ripple effect, as analyzed in "The Compound Effect" and interpreted in recruitment, highlights the broad and lasting impact of each hiring decision. By understanding how each new hire can initiate transformative changes within an organization, hiring managers can better appreciate the strategic importance of their roles. Each recruitment decision is not just filling a vacancy but is a deliberate step towards shaping the organization's future, underscoring the profound, cascading impact of the ripple effect in the business world.

Case Study: Offering Peace of Mind Through Our Placement Guarantee

Fri, 14 Jun 2024 17:17:42 GMT

Create a Dream Hub for Employees

looka_production_150505890 (Danny Herskowitz) — Tue, 11 Jun 2024 16:30:49 GMT

I n the dynamic sector of Accommodation, attracting and retaining top talent is as crucial as ensuring guest satisfaction. To become a leading employer—a 'dream destination' for employees—companies must not only distinguish themselves from traditional workplaces but also compete with the appeal of remote work.

This requires creating a workplace culture that is as unique and engaging as the services or products offered, and that meets the evolving needs of today's workforce.

This article presents practical strategies to make your business the top choice for industry talent!

Insights:

Employee Empowerment: Empowering employees by involving them significantly in shaping guest experiences fosters a sense of ownership and pride, enhancing motivation and engagement.

Workplace Diversity: Promoting a culture that values diverse perspectives can spur innovative solutions and more accurately reflect a broad spectrum of customer needs and preferences.

Comprehensive Compensation: Offering more than just fair wages, by crafting a robust benefits package that caters to the unique challenges of accommodation workers, including wellness programs and performance incentives, is essential.

Action Points:

Innovative Time Off Strategies: Modernize traditional vacation policies to better meet the needs of employees with initiatives like:

Time Banking: Employees can bank extra hours worked and use them as credits for additional time off during quieter periods.

Mini Breaks: Implement shorter, more frequent breaks during shifts to help staff recharge, reducing burnout and maintaining high energy levels.

Seasonal Leave: Modify leave policies to allow for longer vacations during off-peak seasons, letting staff take time off when it’s most convenient.

Encouraging Hard Work While Fostering Job Satisfaction: Strike a balance between demanding work and rewarding initiatives:

Gamification: Introduce game-like elements into routine tasks to make them more engaging.

Recognition Programs: Establish a system to celebrate employee achievements, improving the workplace atmosphere and guest satisfaction.

Creative Approaches to Workplace Dynamics:

Rotational Roles: Provide opportunities for employees to rotate through different roles or departments to broaden their skills and vary their workdays.

Educational Workshops: Regularly host seminars and workshops related to the industry to enhance employee skills and contribute to their professional development.

Considerations:

Professional Growth: Dedicate resources to continuous learning opportunities specifically designed for the accommodation sector, including partnerships with educational institutions and in-house training led by experts.

Promotion from Within: Enhance morale and commitment by prioritizing internal candidates for new roles, demonstrating a clear pathway for career advancement within the organization.

Enhancing Work-Life Integration: Given the demanding nature of the industry, it is crucial to support employees in effectively balancing their professional and personal lives through flexible scheduling and understanding management.

Conclusion:

Your Company as a Dream Workplace: Transforming your business into a highly sought-after workplace demands persistent and concerted efforts from all management levels. By embracing these innovative strategies, your company can stand out as an industry leader, known not only for its service excellence but also as a premier employer.

Call to Action:

Start by evaluating current employee satisfaction and engagement levels to pinpoint areas for improvement. Implement dynamic feedback mechanisms to continually adapt and refine your workplace strategies.

Danny Herskowitz is the CEO & Founder of JML Search LLC, a recruitment firm focused on helping companies in the Accommodation sector find the best talent. To learn more about our Recruitment Services please e-mail: danny@jmlsearch.com

Hire for the 'Scrappiness' Factor: From Grit to Greatness

Tue, 14 May 2024 09:28:10 GMT

In the midst of one of the most transformative periods in the workforce, businesses are grappling with unprecedented challenges. From rapid technological advancements to global crises, the landscape is characterized by uncertainty and volatility.

I dentifying a scrappy employee's amidst a new pool of candidates or within your existing team can be a game-changer in navigating the uncertainties of the modern business landscape.

But how do you spot this valuable trait, and at what stage of your business or in what positions does it shine the brightest?

Resourcefulness in Action : Scrappy individuals exhibit resourcefulness in their problem-solving approach. During interviews, ask candidates about times they've faced obstacles or limited resources and how they overcame them. Look for creative solutions and an ability to think outside the box.

Adaptability and Resilience : Scrappy employees thrive in environments where change is constant. They adapt quickly to new situations and bounce back from setbacks with resilience. Look for candidates who have demonstrated adaptability in their past experiences or who show a willingness to embrace change.

Initiative and Proactivity : Scrappy individuals don't wait for instructions; they take initiative and are proactive in seeking out opportunities. Look for candidates who have taken on additional responsibilities or pursued projects independently. They're often the ones with a track record of going above and beyond what's expected.

Growth Mindset : Scrappy employees have a growth mindset—they see challenges as opportunities for growth and learning. During interviews, ask candidates about times they've had to learn something new or develop a new skill quickly. Look for candidates who are eager to learn and who approach challenges with a positive attitude.

Comfort with Ambiguity : Scrappy individuals thrive in environments where there's ambiguity and uncertainty. They're comfortable with taking calculated risks and navigating uncharted territory. Look for candidates who have experience working in fast-paced or startup environments where ambiguity is the norm. As for where scrappy individuals shine the brightest within your business

Startups and Small Businesses : In the early stages of a startup or small business, resources are often limited, and the ability to do more with less is crucial. Scrappy employees excel in these environments, where they can wear multiple hats, take on diverse responsibilities, and find creative solutions to problems.

Innovation and R&D Teams : Scrappy individuals thrive in roles that require innovation and experimentation. They're not afraid to challenge the status quo and push the boundaries of what's possible. Consider placing scrappy employees in roles where they can drive innovation and help your organization stay ahead of the curve.

Sales and Business Development : In sales and business development roles, scrappy employees excel at identifying new opportunities, building relationships, and closing deals. They're persistent, resourceful, and not easily discouraged by rejection. Look for candidates who have a track record of exceeding targets and finding creative ways to win new business.

Project Management and Operations : Scrappy employees are well-suited to roles that require strong organizational skills, the ability to juggle multiple tasks, and a knack for problem-solving. They thrive in fast-paced environments where they can take charge, drive results, and make things happen.

Ultimately, the value of scrappy employees extends across industries and roles. Whether you're launching a startup, driving innovation, or navigating this next phase of disruption in the workroce, hiring and having scrappy individuals on your team will give you a significant advantage and edge in the marketplace.

Danny Herskowitz is the CEO & Founder of JML Search LLC , a recruitment firm focused on helping companies within the Hospitality/Accommodation & Travel sector's find the best talent in the market for their teams. To learn more about our Recruitment Services please e-mail: danny@jmlsearch.com

Breaking the Chains: The Battle Over Non-Compete Agreements

Thu, 09 May 2024 09:50:23 GMT

The Battle Over Non-Compete Agreements

The debate over non-compete agreements is intensifying across the corporate landscape, marking a crucial turning point in employment law and worker freedom. These agreements, traditionally used to protect a company's proprietary information and prevent competition, are now under scrutiny for their restrictive impact on employee mobility and broader economic innovation. This article delves into the ongoing battle over non-compete agreements, exploring the implications for both employers and employees, and considering the future of these contentious clauses.

The Stakes for Employers:

Protective Measures at Risk: Employers have long relied on non-compete agreements to safeguard their trade secrets and maintain a competitive edge. These agreements restrict employees from joining competitors or starting similar businesses within a certain timeframe after leaving the company. However, as opposition grows, companies face the challenge of finding new ways to protect their intellectual property without stifling innovation or alienating talented workers.

Adapting to New Realities: In response to mounting criticism and legal restrictions, businesses are exploring alternative strategies. This includes strengthening other contractual elements such as non-disclosure agreements (NDAs) and non-solicitation clauses. Some companies are also focusing more on building a positive workplace culture that encourages loyalty and reduces turnover, rather than relying solely on legal restrictions to retain talent.

Opportunity for Innovation: While the erosion of non-compete agreements poses challenges, it also offers opportunities for businesses to tap into a more dynamic labor market. With fewer restrictions, companies can benefit from the cross-pollination of ideas as employees bring diverse experiences and skills from various roles and industries, potentially driving greater innovation and growth.

The Impact on Employees

Enhanced Career Mobility: The most significant advantage for employees in this evolving landscape is increased job mobility. As non-compete agreements become less enforceable, individuals gain the freedom to pursue opportunities that best suit their career goals and personal growth, without the fear of legal repercussions.

Empowered Negotiations: With the weakening of non-compete clauses, employees find themselves with enhanced bargaining power. This shift allows for negotiations that can lead to improved compensation, superior benefits, and more favorable working conditions.

Expanded Career Options: T he decline in non-compete enforceability opens up a broader range of career possibilities, especially for those in specialized fields or industries where such agreements were particularly common. Employees can explore new ventures or switch industries with less concern about contractual limitations hindering their progress.

Looking Forward: The Future of Non-Compete Clauses

The battle over non-compete agreements reflects a broader movement towards balancing business protection with individual rights and economic health. As more states consider legislation to limit or ban these agreements, the business community and workforce must adapt to a changing environment. This might include a shift towards agreements that are more narrowly tailored to protect specific interests without overly restricting employee freedom.

For policymakers, ensuring that these changes benefit the economy without harming business innovation will be a delicate balancing act.

For businesses, the challenge will be to innovate internal practices to secure loyalty and proprietary information. For employees, the landscape is becoming more open, offering new opportunities for career development and personal growth.

In sum, the battle over non-compete agreements is reshaping the interplay between employer protections and employee rights, heralding a new era of workplace dynamics where freedom and innovation are at the forefront.

As this debate continues, it will shape the future of work in ways that could profoundly impact all sectors of the economy.

Beyond the Resume

Thu, 25 Apr 2024 10:21:35 GMT

Identifying Non-Traditional Candidates for Hospitality, Corporate Housing, Senior Living &Travel Roles

In the competitive landscape of hospitality, corporate housing, senior living and the travel industries, finding the right talent is paramount to success. Traditionally, hiring managers have relied heavily on resumes to gauge a candidate's suitability for a role. However, in today's dynamic and evolving job market, there's a growing recognition that non-traditional candidates can bring unique perspectives, skills and experiences to the table. In this blog post, we'll explore the importance of looking beyond the resume and identifying non-traditional candidates for these vital roles.

DIVERSE BACKGROUNDS BRING FRESH PERSPECTIVES

Embracing candidates from diverse backgrounds can inject fresh perspectives into your organization. While traditional candidates may possess relevant industry experience, non-traditional candidates often bring a wealth of transferrable skills from other sectors. For example, someone with a background in customer service from retail may excel in a hospitality role, bringing a strong focus on client satisfaction and interpersonal skills.

TRANSFERABLE SKILLS OVER INDUSTRY EXPERIENCE

Instead of solely focusing on industry-specific experience, consider the transferable skills that candidates from non-traditional backgrounds can offer. Skills such as problem-solving, adaptability, communication and leadership are valuable across various industries. By assessing candidates based on these skills rather than strictly on their past roles, you can uncover hidden gems who can thrive in your organization.

INNOVATION & CREATIVITY

Non-traditional candidates often bring a fresh perspective and innovative thinking to the table. Their experiences outside the industry can spark creativity and drive innovation within your organization. Whether it's implementing new customer service strategies, streamlining operations or revamping marketing efforts, these candidates can offer unique solutions that traditional hires might overlook.

DIVERSE TEAMS DRIVE SUCCESS

Research consistently shows that diverse teams outperform homogenous ones. By embracing non-traditional candidates, you can build a more diverse workforce that reflects the varied needs and preferences of your customer base. Diverse teams are better equipped to tackle complex challenges, foster innovation and drive business growth.

FOCUS ON POTENTIAL & CULTURAL FIT

When considering non-traditional candidates, look beyond their current skill set and assess their potential for growth. A candidate with a strong cultural fit and a willingness to learn can quickly adapt and thrive in a new environment. Consider factors such as attitude, values and alignment with your organization's mission and vision.

ALTERNATIVE RECRUITMENT STRATEGIES

To attract non-traditional candidates, consider alternative recruitment strategies such as networking events, industry-specific workshops and partnerships with organizations that support career changers. Additionally, leverage social media platforms and online communities to reach candidates who may not have traditional industry connections.

INVEST IN TRAINING & DEVELOPMENT

Once you've identified non-traditional candidates with potential, invest in their training and development. Provide opportunities for mentorship, skill-building workshops and ongoing learning to help them succeed in their roles. By investing in their growth, you'll not only benefit from their contributions but also foster loyalty and retention within your organization.

While resumes provide valuable information about a candidate's experience, they shouldn't be the sole determinant of suitability for a role. By looking beyond the resume and embracing non-traditional candidates, you can tap into a diverse talent pool, drive innovation and build a stronger, more resilient organization. So, the next time you're hiring for a hospitality, travel, corporate housing or senior living role, consider the potential and value that non-traditional candidates can bring to your team.

Emotional Intelligence to Unlock Hospitality Success

Thu, 25 Apr 2024 09:58:22 GMT

WHY HIRING INDIVIDUALS WITH EMOTIONAL INTELLIGENCE IS KEY

In the vibrant and dynamic world of hospitality, success hinges not only on impeccable service and pristine facilities but also on the human element that underpins every interaction. In an industry where guest satisfaction is paramount, the ability to understand and connect with people on an emotional level is invaluable. This is where emotional intelligence (EI) comes into play.

Emotional intelligence, often abbreviated as EI or EQ (emotional quotient), encompasses a set of skills that enable individuals to perceive, understand, and manage emotions—both their own and those of others. In the hospitality sector where every encounter is an opportunity to create memorable experiences, hiring individuals with high emotional intelligence can be a game-changer.

Understanding the Importance of Emotional Intelligence

Hospitality is all about catering to the needs and preferences of guests, many of whom may be experiencing a range of emotions—whether it's excitement, relaxation, anticipation or even stress. Employees with strong emotional intelligence possess the ability to recognize these emotions in others and respond appropriately, thereby fostering positive interactions and building rapport.

Moreover, in a service-oriented industry like hospitality, conflicts and challenging situations are inevitable. Whether it's addressing a guest complaint or resolving a misunderstanding among team members, individuals with high emotional intelligence are better equipped to navigate these scenarios with tact, empathy, and composure. They can de-escalate tensions, find mutually beneficial solutions, and ensure that the guest experience remains unaffected.

The Role of Emotional Intelligence in Guest Satisfaction

Guest satisfaction is the cornerstone of success in the hospitality industry. Beyond delivering efficient service, guests crave genuine connections and personalized experiences that resonate with them on an emotional level. Employees who possess emotional intelligence are adept at discerning subtle cues and adapting their approach to meet the unique needs of each guest.

For instance, a front desk agent with high emotional intelligence may intuitively recognize when a weary traveler needs a warm welcome and a sympathetic ear after a long journey. Similarly, a restaurant server attuned to the emotional nuances of diners can enhance their dining experience by offering attentive service and thoughtful recommendations, thereby leaving a lasting impression.

Building a Culture of Empathy and Collaboration

In addition to enhancing guest satisfaction, hiring individuals with emotional intelligence contributes to a positive work environment characterized by empathy, mutual respect, and effective communication. Team members who understand and appreciate each other's emotions are more likely to collaborate harmoniously, anticipate each other's needs, and provide support during busy or challenging periods. vFurthermore, leaders who prioritize emotional intelligence in their hiring decisions set the tone for the entire organization. By modeling empathy, active listening, and emotional resilience, they inspire their teams to cultivate these qualities and uphold a culture of service excellence.

Strategies for Assessing Emotional Intelligence in Candidates

Identifying candidates with strong emotional intelligence requires a multifaceted approach to the recruitment process. While resumes and interviews provide valuable insights into a candidate's qualifications and experience, they may not fully capture their emotional intelligence. Incorporating behavioral assessments, situational judgment tests, and role-playing exercises can offer a more nuanced understanding of how candidates interact with others and handle challenging situations.

Moreover, during interviews, employers can ask probing questions that prompt candidates to reflect on their experiences dealing with emotions, both their own and others'. Paying attention to nonverbal cues such as facial expressions, body language, and tone of voice can also provide valuable clues about a candidate's emotional intelligence.

The Crucial Role of Emotional Intelligence

In the fast-paced and competitive landscape of the hospitality industry, success hinges on more than just delivering exceptional service- it's about forging genuine connections, understanding the needs of guests and fostering a culture of empathy and collaboration.

By prioritizing emotional intelligence in their hiring practices, hospitality organizations can cultivate teams that not only meet but exceed the expectations of guests, leaving them with unforgettable experiences that keep them coming back time and again.

Building a Resilient Career from the Ground Up

Fri, 19 Apr 2024 11:14:37 GMT

In the journey of career development, the allure of instant success and rapid advancement often overshadows the critical importance of building a strong foundation. For those just beginning their career or taking a new path, it can sometimes feel like progress is slow, or even stagnant. However, it’s essential to remember that every step taken is a brick laid in the foundation of your professional life.

So where do I begin?

Start with the Blueprint

Your career blueprint is comprised of your core values, long-term objectives, and the key skills you aim to acquire. Like any robust structure, a career needs a solid blueprint to guide its construction. Early in your career, focus on understanding what you truly value and where you see yourself in the future. This initial phase is not about rapid ascent but about setting your coordinates correctly.

Build Brick by Brick

As you start laying down the bricks, you may not immediately see the towering structure you aspire to build. This stage is about gaining skills, knowledge, and experience. Concentrate on learning as much as possible, whether it’s from formal education, mentorship, or on-the-job experiences. Each skill learned and every piece of knowledge gained is a brick in your foundation. It might seem tedious or slow at times, but these bricks will support the weight of larger responsibilities as you progress.

Stay Grounded and Focused

One of the most common pitfalls in career development is the distraction of comparing your progress with others or getting fixated on the end goal. Looking around or upwards to see how high others are building can lead to a sense of dissatisfaction or impatience. Instead, focus on your own path. Keep laying your bricks diligently and know that each one is crucial for stable growth. The skills and traits you develop in these early stages will help you handle more complex challenges later.

The Role of Resilience and Adaptability

As your career advances, you’ll encounter various challenges that will test the strength of your foundation. This is where resilience and adaptability come into play. The solid groundwork you've laid allows you to withstand setbacks and navigate through uncertainties. Your foundational skills enable you to adapt and mold your career path according to changing landscapes and personal growth.

Refer Back to Your Blueprint

Throughout your career, it’s helpful to periodically refer back to your original blueprint. Sometimes, in the rush of deadlines and commitments, the fundamental reasons for your career choices might get blurred. Revisiting your blueprint can offer clarity, reinvigorate your motivation, and ensure that your career construction stays true to your initial vision.

In conclusion, building a career is not a race to the top but a process of laying a foundation sturdy enough to support your dreams and ambitions. By focusing on building who you are, the skills you possess, and the traits you cultivate, you create a career that is not only successful but also fulfilling and resilient. Stay busy building, stay focused on your path, and remember that every brick laid is a step towards your grand vision.

2024 Independent Living Top Trends

Mon, 01 Apr 2024 10:28:53 GMT

In the Independent Living space, there's a noticeable shift towards creating more inclusive, sustainable and technologically advanced environments. These changes aren't just about enhancing autonomy and well-being; they also cater to residents' yearning for community, connectivity and environmental stewardship.

As the Independent Living industry evolves, these trends are poised to further shape the landscape of senior living, catering to the diverse needs and preferences of its inhabitants.

Integration of Technology for Elevated Living Experiences

Smart Home Solutions: The incorporation of smart home technologies is gaining momentum within independent living communities. These innovations, ranging from voice-activated systems to automated lighting, empower residents to live independently while ensuring their safety and comfort.

Health Monitoring Advancements: Wearable devices and health monitoring systems are on the rise, allowing real-time tracking of vital signs, fall detection, and overall health monitoring. This technology facilitates timely interventions and supports comprehensive wellness programs.

Emphasis on Sustainability & Eco-Friendly Practices

Green Initiatives: Independent living communities are increasingly embracing sustainability practices, such as energy-efficient buildings, olar panels and recycling programs. These efforts aim to reduce environmental impact and resonate with environmentally conscious residents.

Integration of Green Spaces: The incorporation of green spaces, community gardens, and outdoor recreational areas is becoming commonplace. Not only do these additions promote physical activity and social interaction, but they also contribute to residents' overall well-being.

Personalization & Tailored Services

Customized Care Options: There is a growing trend towards offering personalized services and care options. This includes tailored meal plans, individualized fitness and wellness programs and care services designed to meet residents' specific needs.

Flexible Living Arrangements: Residents are seeking flexibility in their living arrangements, including options for co-housing, short-term leases and the ability to customize living spaces to suit evolving needs.

Fostering Community & Connectivity

Enhanced Social Engagement: Independent living communities are ramping up their social engagement programs to combat loneliness and foster a sense of community. Activities range from group outings and educational classes to volunteer opportunities and social clubs.

Digital Inclusion Initiatives: Recognizing the importance of digital connectivity, efforts are underway to ensure residents have access to technology and the internet. This includes providing training and support to navigate digital devices and platforms effectively.

Focus on Affordability & Accessibility

Innovative Financial Models: To address affordability challenges, the industry is exploring innovative financial models and partnerships. This may involve shared equity schemes, rent-to-own options and collaborations with non-profit organizations to offer subsidized housing.

Integration of Universal Design Principles : Implementing universal design principles ensures that living spaces are accessible to people of all ages and abilities. Features like no-step entries, wider doorways and accessible bathrooms and kitchens are becoming standard.

10 Cutting-Edge Recruitment Strategies

Wed, 20 Mar 2024 10:16:05 GMT

Embark on a journey to discover 10 cutting-edge recruitment strategies!

1. Craft Your Corporate Identity

Establishing a strong corporate brand is crucial when attracting top talent. Leverage your website's “About Us” page to share your company's vision, mission and culture while narrating your story in an engaging manner. Highlight why individuals should choose your company, emphasize workforce diversity and benefits and showcase employee testimonials to build trust.

2. Prioritize Candidate Experience

Treat candidates like valued customers during the recruitment process. Respect their time by setting clear expectations for interview duration, offering refreshments upon arrival and providing easy access to facilities. Create a professional and respectful atmosphere to leave a lasting impression while building trust.

3. Harness Social Media's Potential

E xtend your social media use beyond customer engagement to attract potential employees. Advertise job openings, answer queries about positions and showcase your company's broader impact such as involvement in charities. Engage with your audience to foster a positive image and encourage talented individuals to connect with your brand.

4. Tailor Job Ads to Reflect Company Culture

Your company's culture is a selling point, so ensure job ads mirror its essence. Whether your workplace exudes lightheartedness or professionalism, align the ad's tone accordingly. Attract applicants who resonate with your company's personality, enhancing the likelihood of a good cultural fit.

5. Launch an Employee Referral Program

Leverage your existing talent pool by initiating an employee referral program. Encourage employees to recommend candidates who align with the company culture. Turn the program into a friendly competition with enticing rewards to motivate your team to actively participate in the recruitment process.

6. Adopt an Applicant Tracking System

Streamline your recruitment process with an Applicant Tracking System (ATS). This software aids in posting jobs, identifying qualified candidates, and managing the hiring process efficiently. Investing in a reliable ATS saves time and resources, ensuring a seamless experience for both recruiters and candidates.

7. Explore Niche Job Boards

Think outside the conventional job posting platforms and explore niche job boards. Target platforms where your ideal candidates gather, automatically filtering out unsuitable applicants. Investigate professional organizations' websites for specialized job boards, enhancing the quality of potential leads.

8. Transform Interviews into Engaging Conversations

Break free from traditional interview norms and create engaging conversations. Encourage candidates to ask questions and share their feedback, fostering a sense of involvement. Provide opportunities for candidates to interact with existing employees, showcasing your company culture and making your organization stand out.

9. Embrace Recruiting Videos

Enhance your recruitment efforts with captivating recruiting videos. Offer prospective employees insights into your company's mission, culture, and job roles before they step through the door. This approach aids in vetting candidates who align with your company values, creating a more informed and motivated applicant pool.

10. Reconnect with Past Applicants

Tap into your past applicant pool for potential talent. Reach out to candidates who weren't selected in the past, as they may have acquired new skills or talents that now align with your needs. Keep in touch with promising candidates flagged by your hiring manager to efficiently navigate the recruitment process and discover hidden gems.

Embracing New Destinations

Wed, 17 Jan 2024 13:49:27 GMT

2024’s Leading Hiring Trends within the Travel Sector!

As we embark on 2024, the Travel industry continues to redefine itself in the wake of of a variety unprecedented changes that it has experienced over the last few years.

As a Recruiter specializing within the Hospitality & Travel niche, I have been really excited to see the direction that the Travel sector has been heading toward, as the way people travel and the business’s that operate within it continue to reshape themselves.

In this article, I delve into the top 5 hiring trends I am anticipating we will see major changes in this year within the Travel space.

1) Increased Demand for Technology Savvy Professionals

Digital transformation in the travel industry continues to accelerate at a rapid pace. In 2024, I believe we can expect and increasing demand for professionals who are not just travel experts but also tech-savvy. This includes roles in digital marketing, data analytics, and AI-driven customer service. Companies are looking for individuals who can leverage technology to enhance customer experiences and streamline operations.

2) Sustainability as a Core Competency

Sustainability is no longer just a buzzword; it has become business imperative. In 2024, the travel industry is seeing a surge in roles focusing on sustainable practices. Candidates with experience in eco-friendly initiatives and knowledge of sustainable tourism are highly valued. Companies are integrating sustainable practices not just in their operations but also in their corporate ethos.

3) Flexibility and Adaptability

The pandemic taught us the importance of flexibility, and this lesson continues to influence hiring in 2024. Candidates who demonstrate adaptability and a willingness to take on diverse roles are in high demand. For companies, offering flexible working arrangements is key to attracting top talent, as the preference for work-life balance continues to grow among professionals.

4) Emphasis on Personalized Experiences

Personalization is at the heart of modern travel. The industry is on the lookout for professionals who can create unique, tailored experiences for travelers. This requires a combination of creativity, customer service skills, and a deep understanding of diverse cultures and destinations.

5) Continued Interest for Remote Working and Digital Nomad Lifestyles

The concept of digital nomadism is influencing hiring trends in the travel industry. There continues to remain a high demand for roles that support remote work and travel lifestyles, including co-working space managers and remote work consultants. Companies are also adapting to this trend by offering travel packages tailored to remote workers.

Conclusion: Adapting to a Changing Landscape

As we navigate through 2024, it's clear that the travel industry is evolving in dynamic and exciting ways. For companies and candidates alike, staying on top of these hiring trends are crucial. Emphasizing skills like technological proficiency, sustainability awareness, flexibility, and a knack for personalization can set candidates apart.

On the other side, companies that adapt to these changing demands, whether through flexible work policies, a focus on sustainable and personalized experiences, or support for health and wellness tourism, will find themselves at the forefront of the industry.

The key takeaway for this year is adaptability!

Both candidates and companies need to remain flexible and responsive to the rapidly changing landscape of the travel industry. By embracing these trends, we can all contribute to a more vibrant, sustainable, and innovative future in travel.

The key for business or professional in the Travel industry to have hiring success is to be positive and stay informed, and we can shape the future of travel together in 2024!

Danny Herskowitz is the CEO & Founder of JML Search LLC , a recruitment firm focused on helping companies within the Hospitality & Travel niche find the best talent in the market for their teams. To learn more about our services please reach directly to Danny on LinkedIn above, or on his e-mail at: danny@jmlsearch.com

Embracing Self Learning

Tue, 19 Dec 2023 15:11:37 GMT

In an ever-evolving world where knowledge is continuously expanding and industries are transforming at rapid paces that we have never seen before, I have come to believe that traditional educational credentials alone are no longer enough to cut it, in today's job market.

This Applies Equally to Both Hiring Managers and Job Seekers!

Over the past couple of years working with both my clients and candidates I have come to the realization that self-learning has emerged as a vital and, in some cases, the most critical educational credential we can invest in for both our personal and professional growth.

For Leader’s Building Teams:

As a hiring manager, your primarily goal is to assemble a team of individuals who not only possess the skills and knowledge required to be successful in a particular position that you need filled, but to have s truly high-caliber team, on top of that, you also need individuals that have adaptability and a passion for continuous learning and improvement.

In today's dynamic work environment, where technology and specific industry standards can literally change overnight, relying solely on formal education alone, will really limit the potential of your team’s performance.

Here Are Several Reasons Why I Personally Value Self-Learning as a Crucial Credential When Hiring for My Clients:

Adaptability: Candidates who actively engage in self-learning are more adaptable to changes and can quickly acquire new skills as urgent business needs arise. The beauty about having a team of self-learners is that they are not confined by just what they learned in a classroom, but they can expand their horizons to meet the evolving demands of their job, through the continual absorption of new information independently outside of work their normal work hours.

Problem Solving: Self-learners tend to be excellent problem solvers. They are accustomed to finding solutions autonomously, which is an asset to a leader who needs their team to proactively discover ways that they can make the business better.

Innovation: Self-learners often bring fresh perspectives and new ideas to the table. They are not bound by conventional thinking and are more likely to explore creative solutions to complex problems.

Passion and Motivation: Individuals who pursue self-learning are typically driven by a genuine passion for working towards the achievement of a goal. This passion translates into high levels of motivation and dedication in their jobs.

Cost and Time-Effective: Self-learning can be a cost-effective way for you to support your employees to learn new skills that will improve your business and making sure they are continually making advancements in their zone of genius, saving resources and time for both the employee and the employer.

As a Recruitment Professional When Speaking with Candidates, I Now Assess for Self-Learning More Than Traditional Educational Degree’s/Credentials

When speaking with candidates I now look to identify and place a stronger emphasis on their self-learning experiences, such as online courses, personal projects, podcasts they listen to, books they read, conferences or workshops they attend or contributions they have made to support learning initiatives. These endeavors demonstrate not only their commitment to self-improvement but also their ability to take ownership of their professional development as well.

For Job Seekers:

When it comes to job seekers, I have come to realize that self-learning is not just an optional endeavor; it is a necessity for career growth and success. Here's why self-learning should be considered your most valuable educational credential as someone who is looking for a new position:

Differentiation: In a competitive job market, traditional credentials will not set you apart the way that they used to. Self-learning demonstrates your commitment to personal and professional growth, making you a much more attractive candidate.

Continuous Improvement: Self-learning allows you to continuously improve your skills and stay relevant in your industry. It's an investment in your future employability and career progression.

Ownership: Taking charge of your own learning shows potential employers that you are proactive and take ownership of your responsibilities.

Flexibility: Self-learning offers the flexibility to explore areas of interest that may not be covered in traditional education. We are fortunate that we live in a world today that has endless available resources that can give you the opportunity to tailor your self-learning to your specific career goals.

Resourcefulness: Self-learners develop resourcefulness and the ability to find information and solutions independently. This is a valuable skill in any job.

Whether you're a hiring manager or a job seeker, embracing self-learning as the new educational credential is going to be a win-win strategy for 2024!

It equips job seekers with the skills and qualities needed to succeed in today’s rapidly changing job market, while enabling hiring managers to build agile and innovative teams ready to tackle the challenges of the future.

Self-learning is not just a supplement to formal education; it is an essential pathway to lifelong learning and career growth!

Something I Call: Positivity!

Tue, 19 Dec 2023 13:57:40 GMT

Your Most Underrated Superpower for Business and Career Success in 2024” (It’s So Much More Than Just a Fluffy Feel-Good Factor!

What Superpower Am I Talking About?

It’s Something Called: Positivity!

Positivity is not merely a feel-good factor; it's a truly transformative force for your life. During my journey as a Recruiter, I discovered that this goes way beyond mere optimism but rather it a mindset that enhances problem-solving, sparks creativity, and fosters effective collaboration.

Danny’s Experience- Enough With The Positivity!

Throughout my entire career as a professional Recruiter and my life in general, there have been countless well-meaning friends, family, colleague’s and manager’s that I have worked with, whom have told me “Danny you are just way to positive and you need to be more realistic”

After continually hearing this for many years, I regretfully took the advice that they had given me and for a period of time, I silenced my innate desire look at life with a “glass half full approach” and instead I moved toward taking steps to adopt a more pragmatic personality style.

After trying to be someone I wasn’t for years I decided that it was time to go back to being “Positive Danny” again because “Pragmatic Danny” just wasn’t giving me the satisfaction and results I had once had.

The moment decided to bring Positivity back into my life, things slowly began to change for the better it major ways. As a result of getting re-introduced to the old Danny. Embracing my former self led to me re-gaining the resilience and persistence that I once had and as a result, remarkable changes happened for me in both my personal and professional life.

I remembered that by maintaining a positive outlook, I was better equipped to turn challenges into opportunities. Embracing a growth mindset, as described by Carol S. Dweck in her book "Mindset: The New Psychology of Success," has enabled me to thrive amidst adversity. I think Positivity is about seeing setbacks as stepping stones to success and continuously learning and growing from.

Aside from my own personal experience adopting a style of Positivity, through my research on the subject I discovered there is a tremendous amount of work that has been studied by many leading Psychologist’s and Business Though-Leaders for years.

The Science Behind Positivity and Success:

In "Positive Intelligence," author Shirzad Chamine explores how positive mental habits can significantly enhance one’s ability to achieve success. He argues that positivity leads to better problem-solving, higher levels of creativity, and more effective collaboration – all essential skills-sets that are needed in today’s dynamic work environments especially, if you are a candidate that is going to looking at the market for a new position in 2024.

The Role of Positivity in Leadership and Culture

In "The Happiness Advantage," Shawn Achor discusses how positivity can lead to greater success. This principle is particularly relevant in leadership, where a positive attitude can inspire and motivate teams, creating a more innovative work environment and it will also attract the best talent in the market to join your organization.

Is it possible find the balance between realism and optimism?

Here’s the part where I contradict myself a bit, as I continue to grow both personally and professionally, I have begun to learn that even though this advice may have not been presented in the best way by the people in my life that gave me it, they did have a point, as I admittedly have learnt the hard way that positivity is most effective when balanced with realism.

Looking back, I truly believe that these people in my life genuinely cared about me, they were well-meaning and wanted to help someone, that was just starting out in the workforce at that time in my life, however I think they were giving me that advice in the wrong sequence.

Choosing Between Positivity and Reality

I still believe to this day that if I have to choose between optimistic and realism, I would advise someone that is going to be taking on a big new undertaking this year to go with the Overly-Optimistic approach first because that it what will get you to start and keep going and not giving up as you face setbacks during the process and as you get better and adding that new skillset or undertaking you can start to add in some realism so you can then make more thoughtful and strategic decisions when you are ready to enter that next season of your journey.

In conclusion:

My own experiences have taught me that embracing positivity can help you conquer challenges, seize opportunities, and thrive in your professional journey like nothing else.

As this year comes to an end let’s remember that positivity is not just a feel-good concept; it's a strategic tool that can transform your professional life in 2024.

Embrace it, learn from setbacks, inspire others, and then try to find that right balance between optimism and realism that works for you!