…in Hospitality & Real Estate – Our 5 Tips
In a market where competition for senior leadership talent is fierce, companies in the hospitality and real estate sectors must go beyond traditional recruitment tactics.
To secure top-tier candidates, it’s crucial to leverage the right channels, messaging, and process enhancements. Below, we present five powerful strategies that can help your organization attract the best senior leadership and C-Level talent through a targeted executive search approach.
1. Simplify and Streamline the Application Process
Senior leaders are often busy professionals with limited time to complete lengthy application processes. Every extra step increases the likelihood of drop-off. A key part of a successful executive search process is ensuring the application process is smooth, simple, and mobile-friendly.
What to do:
- Click Reduction: Reduce the number of clicks required to apply. Candidates should be able to submit their information within a few minutes.
- Mobile Optimization: Ensure your application page is mobile-friendly. Senior executives may review and apply for roles via their mobile devices.
- Pre-filled Applications: Enable features like LinkedIn or CV upload options to save time for candidates.
- Auto-Save Progress: Allow candidates to save their progress and return later.
- Efficient Interview Scheduling: Plan all interview stages (e.g., 4-6) close together to avoid long delays. Coordinate back-to-back sessions within the same week, offer flexible time slots, and provide timely feedback to keep candidates engaged.
Pro Tip:
A modern, user-friendly application process reflects your company’s forward-thinking approach, which appeals to senior leaders seeking innovation. This step can be complemented by an executive search consultant, who pre-qualifies and pre-screens candidates to reduce friction in the process. Additionally, time kills deals! A well-organized and swift recruitment process not only secures top talent faster but also sends a strong message about your company’s professionalism and commitment.
2. Craft Compelling and Precise Job Advertisements
A job ad is often a candidate’s first impression of your company. It should be clear, specific, and persuasive. The more precise the description, the better chance you have of attracting the right senior candidates. For leadership roles, job advertisements should be tailored as part of an overall executive search strategy.
What to do:
- Job Title: Use industry-recognized titles that clearly define the role (e.g., “Director of Asset Management” instead of “Real Estate Leader”).
- Location and Flexibility: Clearly state if the role is hybrid, remote, or on-site. Leadership candidates often prioritize work-life balance.
- Salary Transparency: Disclose salary ranges where possible. Transparency builds trust and encourages serious candidates to apply.
- Cohesive Structure: Include essential information like role expectations, KPIs, and the impact the role will have on business outcomes.
Pro Tip:
To widen your reach and maximize efficiency in sourcing senior leadership talent, consider engaging with exclusive executive networks and partnering with executive search firms. These approaches help tailor your search strategy, streamline the process, and enable confidential outreach to high-caliber candidates who may not be actively seeking new opportunities.
3. Create a High-Impact Application Page
Your company’s application page is more than just a form — it’s a marketing tool that sells your brand to candidates. For senior leaders, the perception of your company is critical. A strong employer brand can make the difference between a pass or an application. Companies engaged in an executive search should ensure that their application page mirrors the executive-level experience.
What to do:
- Employer Value Proposition (EVP): Highlight what makes your company an attractive place for senior leaders. Emphasize stability, growth potential, and executive influence.
- Engaging Content: Include short videos of existing senior leaders sharing their experiences. Candidates want to visualize themselves in the role.
- Clarity & Call-to-Action: Provide a clear path to apply, and use compelling calls-to-action (e.g., “Be Part of Our Executive Team”).
- Employee Testimonials: Use testimonials from your senior leadership team. Their authentic feedback resonates with potential candidates.
Pro Tip:
For senior executive roles, it’s often beneficial to combine a strong application page with a personalized executive search process. While some senior leaders may not actively apply, they may be more receptive to direct outreach through a headhunter or executive search consultant.
4. Leverage Your Internal Network
Your employees are your strongest advocates. Their insights and connections can help you access hidden talent. An employee referral from a current senior leader often carries more weight than a job ad. Tapping into your network is a crucial element of any executive search strategy.
What to do:
- Employee Referral Program: Create a formalized referral program with incentives for senior-level hires. Bonuses, recognition, or special perks can motivate employees to make referrals.
- Internal Ambassadors: Encourage senior executives and department heads to tap into their networks. Their connections with other industry leaders could yield strong candidates.
- Online Employee Reviews: Monitor and manage reviews on platforms like Glassdoor. Negative feedback from current or former employees could discourage potential candidates.
Pro Tip:
Referrals from senior employees and executives are often higher quality than traditional applications. Consider collaborating with an executive search firm to broaden your talent pool. Executive search consultants have access to industry networks and can discreetly approach high-level candidates.
5. Build a Strong Presence on Strategic Platforms
If senior leadership candidates can’t see you, they won’t apply. It’s vital to be present where these executives are active, both online and offline. Digital visibility, thought leadership, and networking all play a role in engaging senior leaders. A modern executive search strategy requires an omnichannel approach.
What to do:
- LinkedIn Visibility: Maintain a well-optimized LinkedIn company page. Share updates, insights, and achievements that reflect your company’s growth and ambition.
- Industry Events: Attend and sponsor industry events where senior leaders in hospitality and real estate are present. This provides an opportunity to meet potential candidates directly.
- Thought Leadership: Share whitepapers, reports, and insights into industry trends. Senior leaders seek to join companies that are forward-thinking and insightful.
- Employer Branding on Social Media: Use visual platforms like Instagram and YouTube to showcase company culture, behind-the-scenes moments, and executive success stories.
Pro Tip:
Partnering with an executive search firm can significantly increase your reach on strategic platforms. Experienced search firms maintain relationships with passive candidates and know how to position your company as a “dream employer” for executive candidates.
6. Why an Executive Search Approach Matters
Traditional recruitment methods are not always sufficient to attract top-tier senior leadership candidates. The best executives are often passive candidates – they’re not actively looking for jobs, but they are open to the right opportunity. This is where executive search becomes essential.
Specialized executive search firms understand your business, market trends, and organizational needs, allowing them to qualify candidates more effectively. They proactively source, engage, and nurture relationships with potential candidates, even those currently employed elsewhere. This approach ensures you’re not limited to candidates actively browsing job boards.
- Access to Hidden Talent: Many top executives are not actively seeking new roles, so they won’t respond to job ads. An executive search consultant can discreetly approach these leaders.
- Confidential Searches: When replacing a senior leader, discretion is often required. Executive search firms can conduct a confidential search without alerting current employees or competitors.
- Reduced Time-to-Hire: By using a targeted executive search strategy, companies can reduce the time it takes to fill senior roles, as only pre-screened, high-fit candidates are presented.
Struggling to Attract Senior Leadership Talent?
Since 2013, LHC International has helped companies in hospitality and real estate recruit top executives through targeted executive search services. Our industry-expert consultants are here to identify, approach, and secure the senior leadership talent you need to drive growth and transformation.
We combine industry knowledge, executive search expertise, and a deep network of senior leaders to help you secure the right candidate for your business. If you’re seeking to fill high-impact executive roles, we can provide you with access to candidates you won’t find on job boards.
