| In our global- and fast-paced hotel industry, staying informed about job opportunities and industry trends is essential for personal and professional growth. For years professionals have been using portals like Indeed, Monster, and Caterer-Global to stay informed about opportunities but also for research purposes. Today I share some critical information. You know: LinkedIn is, first of all, a search engine. And besides having your profile out there, it is used by many recruiters not only to post job opportunities on their profile sites to attract but also to identify and search for matching candidates, which is entirely legitimate and free of cost. But this is not anything new. The exception are those companies which generate revenues by charging a membership fee for offering you the latest job opportunities. These are not recruiters but companies whose business model is membership based. Against a price, these companies provide you with interesting and luring opportunities worldwide. What you make out of it is not their concern but is entirely up to You. Veteran hoteliers know this; however, those younger hoteliers not yet familiar with the environment are eager to find promising new jobs and opportunities. And finally, there are those hoteliers, primarily at the senior level, who may be interested frequently. This is the most desirable segment for these companies. You probably know the small text on LinkedIn where it says: “This recruiter is interested in You.” It continues that you are a candidate with a 90% fit for a potential position, and then the name Eric Beck comes up regularily. |
| In my research, I have explored this and found that one specific company, “JOBLEADS GmbH,” showing up in searches repeatedly. One of the search results was an article published by the German Ministry of Economics Here is the Link. < https://www.netz-trends.de/id/11080/Bundeswirtschaftsministerium-bestatigt-JOBLEADS-nutzt-BWMi-Logo-nicht-mehr/ >. Here is a partial translation for non-German speakers. Quote: ” JOB LEADS acquired customers using one of the highest state logos, that of the FEDERAL MINISTRY OF ECONOMICS AND ENERGY (BMWI). The massively negative reviews of JOBLEADS have numerous reasons. One of the accusations is that JOBLEADS copies thousands of free job advertisements from competing portals such as STEPSTONE, MONSTER, or JOBS.ch and then sells them through expensive subscriptions to the unemployed and other job seekers. The focus is primarily on executives or well-paid professionals who believe they have particular advantages in job searching through JOBLEADS. All just stolen? According to estimates, over 98 percent of the job advertisements published on JOBLEADS are free to job advertisements from other job portals. JOBLEADS then resells them on its platform, often disguised, at high prices. Dubious are the alleged salary benchmarks, which are usually entirely invented, that the company adds to the job advertisements in its marketing on platforms like LINKEDIN or XING and its portal.” Quote ending. The article describes the company’s practices as unscrupulous tactics, copying job ads from reputable portals and selling them at inflated prices. This approach creates a web of misinformation and compromises the trust of job seekers. Approach and check sites like this and others with care and apply some simple yet principled action steps and habits. Habit 1: Be Proactive: Take charge of your career by researching job portals and agencies thoroughly. Seek out testimonials, feedback, and reliable sources to make informed decisions, contact and speak with colleagues or industry professionals you know. Habit 2: Begin with the End in Mind: Envision your desired job and position and align your search accordingly. Portals like Indeed make it very simple and allow you for specific and strategic searches by various criteria like location, position, salary and so on. Use these criteria for the types of opportunities you pursue, ensuring they align with your long-term goals. This can be done quickly on almost all portals and does not cost you a penny. Habit 3: Put First Things First: Prioritize your values and ethical considerations above all else. Seek job portals that uphold integrity and transparency, avoiding those that exploit vulnerabilities or engage in deceptive practices. Habit 4: Think Win-Win: Seek mutually beneficial relationships with reputable agencies and platforms. Look for partnerships built on trust, where both parties commit to providing genuine opportunities for career growth. While portals are great for searching opportunities it is a different thing to apply using their systems. The same is valid sadly for many corporate sites, not all, but many. Habit 5: When finding postings by reputable and well-known hospitality recruiters on LinkedIn, refrain from commenting publicly and make your search activity public. Imagine someone in your company, a client, a superior, or a colleague observing you, exploring job alternatives. It is a bad move and will potentially even jeopardise your present job. Don’t do this to yourself; follow up with the recruiter through personal email. You will find the email on the recruiter’s website if you need it. With a few hacks, you will be able to pinpoint the contact persons. Habit 6: Tools: Make sure your resume, cover letter, and LinkedIn profile are perfectly aligned with the job you are applying for. The days of one resume for any number of jobs are over. Also, be aware that the potential recruiter has seen your profile on LinkedIn before receiving your resume via email or portal. Understand the recruitment process of modern companies and how they work. Very frequently, you sent a perfectly good resume with the required skill set thru the portal and then never hear from anyone. This frequently is due to the company ATS. It can be avoided, there is a way around it and I will write about it in another blog. |
| Conclusion: In 2023 the demand for qualified hoteliers is higher than ever before. Several events have created the “perfect job shoppers” market for young and experienced career hoteliers equally and the “perfect storm” for companies trying to find and recruit professional hoteliers at all levels. The Boomer generation is finally leaving the industry for good; some hardcore boomers are still around in prestigious companies and hotels. But let’s not fool ourselves; the boomer days are over. And I am saying this with deep respect to this generation, which were the pioneers of the hotel industry during their formative years, not only creating the foundations of today’s top companies but setting up administrative framework, the systems, processes, and most importantly, the standards, which today’s hotels are resting on and give them their competitive edge. Also it has to be told: many boomers were visionaries: Horst Schulze, Felix Bieger, Peter Leitgeb, Raymond Bickson, Ratan Tata, Dieter Huckestein, Peter Kleisner, Franz Zeller, Rudi Muenster, Klaus P.Reincke, Reinhard Werthner, Steven Bollenbach, Emanuel Schreibmaier, Abdulla Almullah, Jan K. van Daalen, Marc Dardenne and many more. Then there is what some call “The Big Quit” caused by the global pandemic two years ago. For most companies a perfect opportunity to reduce labor costs but also a self-inflicted wound, which will take a few years to heal. Great hoteliers with years of valuable experience have left the industry and will be replaced only over time. The quality loss many industry leaders talk about is gone forever. The new Generation Z will get the biggest beneficiary from this . Now in charge, millennials are struggling in many places to steer their companies through this unchartered territory and feel the pressure of shareholders’ value, customer satisfaction, and employee demands for better salaries, working conditions, and more time off. Yet, those now in the market are blessed with unprecedented opportunities, career growth, and plenty of exciting job opportunities. In the quest to safeguard and plan hotel careers wisely, members of these groups should keep in mind that effectiveness is not solely dependent on external circumstances but resides within us. By adopting a principle-centered approach, cultivating the pillars of successful job search and career, and embracing the seven habits of highly effective people, hoteliers of these groups can rise above the deception of job portals like the one I have described. It is important to remain steadfast in the commitment to integrity, transparency, and trust. By doing so, hoteliers of all groups elevate themselves and inspire others. A culture of personal effectiveness and principled action paves the way to lasting success in everyone’s hotel career. Of course, those who think, that success will come in by default, are mistaken. The principles of success have not changed. (Note: For additional information on JOBLEADS GmbH and their practices, refer to the following article: Bundeswirtschaftsministerium-bestatigt-JOBLEADS-nutzt-BWMi-Logo-nicht-mehr [Link: https://www.netz-trends.de/id/11080/Bundeswirtschaftsministerium-bestatigt-JOBLEADS-nutzt-BWMi-Logo-nicht-mehr/]) |
| This heartfelt photo is unique reminder of my days in Dubai and General Manager at the Taj Palace Hotel. It was taken back in 2008, and though our paths have diverged, spanning different countries, positions, and hotels, the bonds we forged remain unbreakable. The hotel industry was the common thread that united us all, and it is a source of immense joy that my connection with most of them endures to this day. One of the most rewarding aspects was when they sought my advice, seeking guidance in their career paths. I vividly recall a poignant moment when our F&B Director walked into my office, his face filled with concern. “Boss, I have bad news,” he uttered, his voice heavy with apprehension. Curiosity filled the air as I responded, “Shoot!” His words hit me with unexpected force, “I am leaving, have a job offer in Florida, and I hope you are not mad.” In that instant, my heart understood the magnitude of his decision. With brevity and clarity, I reassured him, “Take it. Go!” And then, my instinctive warmth took over as I added, “Let’s have a coffee and tell me all about it.” As the years unfolded, similar conversations grew time and time again. Today, I am proud to say that I was privileged to guide and support some of my colleagues in their pivotal life choices. Even as the years have passed, most of us remain connected. Just moments ago, I concluded a conversation with one of them, reaffirming our enduring bonds. My desire to foster lasting connections and provide guidance to aspiring hoteliers like those I once led has become a guiding force in my life. In the realm of hospitality, human connections, mentoring, and lifelong friendships genuinely define our journey. As I reflect on the memories captured in that photograph, my heart swells with gratitude for my team members’ profound impact on me and the privilege of walking alongside them in their careers. The Career Hotelier is not just a venture; it is a testament to the power of relationships and our transformative influence on one another. It reminds us that our journeys are not solely about personal success but uplifting and empowering others to reach their full potential in this extraordinary industry we call home. |
Any General Manager or Head of Department understands and knows the feeling, when leaving a team behind as he or she moves on to another assignment. Even though, I write here on certain topics, the one thing, which always stands out loud and clear is, that the hotel industry is a people industry what is one of the rewarding aspects about this industry, well beyond title or money.
I hope my content helps each of those reading my blog to move on in their careers and become successful, no matter what his or her definition of success maybe. I wish everyone good fortunes and am there, if you need guidance or advise. Simply contact me through my calendar.
Helmut