…and How to Avoid It – Insights from Victor Mogilev, Partner & Managing Director Asia Pacific.
The global Hospitality Industry is showing remarkable resilience, and Operational Real Estate continues to attract record levels of investment. Despite political instability and economic uncertainty, new hotel projects are moving forward across Europe, the Middle East, and Asia – particularly in the luxury and upper-upscale segments.
According to the World Travel & Tourism Council (WTTC), the travel & tourism sector’s global economic contribution is expected to reach an all-time high of $11.7 trillion in 2025, representing about 10.3 % of global GDP.
In Europe, hotels remain on a steady growth track, with RevPAR expected to increase by 2–5% in 2025 (CBRE). At the same time, Real Estate Capital is coming back: European investment volumes are projected to grow by 23% to €214 billion in 2025 (Savills).
And in the Middle East, one of the world’s fastest-growing demand corridors, the development pipeline hit a historic high in Q2 2025 with 337 projects (+12% YOY) and 86,447 rooms under construction (+7% YOY) (Lodging Econometrics).
This growth is driving an unprecedented demand for Senior Executives, and as Victor Mogilev, Partner & Managing Director Asia Pacific at LHC International, points out:
In today’s market, speed matters more than ever. Yet, one recurring obstacle stands out: slow recruitment processes.
At LHC International, we see it time and again: drawn-out hiring – long gaps between interviews, delayed feedback, and over-engineered processes – often costs companies the very Senior Executives they want to hire.
And the data supports this:
- In Q1 2025, candidate interest in Hospitality surged: the average number of applications per job on UK Hospitality job boards rose to 75.3, up from 52 in Q4 2024 – a 47% increase in just one quarter (Caterer.com, 2025).
- But competition is heating up: Over 35 % of hospitality businesses plan to ramp up recruitment in Q2 2025, well above the all-industry average of 24 % (Caterer.com, 2025)
- Luxury and midscale hotel projects are booming, continuing to drive leadership demand across established and emerging markets. The U.S. pipeline alone recorded 48.5% growth in luxury construction and 34.5% growth in midscale (AHLA SOTI, 2025).
- Yet 73% of job seekers abandon applications if the process takes too long, and 89% expect to be interviewed within one week of applying (AHLA, 2024 SOTI Partner Trends Report). These expectations are even more pronounced among Senior-Level Candidates.
In short: demand is up, candidates are active, but patience for slow processes has never been lower.
Common Obstacles for Slow Hiring – And How to Solve Them
Below are the most frequent reasons we hear for delayed recruitment, along with insights from Victor Mogilev on how to overcome them:
- Budget cycles or headcount approval
Obstacle: “We need to wait for the new fiscal year or board sign-off.”
Solution: Align workforce planning with finance early. Pre-approve critical leadership roles so you’re not stuck waiting for the next budget cycle. - Vacations or travel schedules
Obstacle: “Decision-makers are traveling or unavailable.”
Solution: Delegate authority or conduct virtual interviews. Don’t let geography stop momentum. - Shareholder or board involvement
Obstacle: “We need multiple layers of approval before we can move.”
Solution: For Senior Executives, agree on a fast-track approval process with pre-set thresholds. - Contract or HR process delays
Obstacle: “Legal, compliance, or background checks are slowing us down.”
Solution: Standardise contract templates and start compliance checks in parallel with interviews. - Third-party dependencies
Obstacle: “External recruiters or legal teams are taking too long.”
Solution: Put SLAs in place with partners and track their turnaround times. - Too many interview rounds
Obstacle: “We need more stakeholder input before deciding.”
Solution: Define the decision panel upfront and cap the number of rounds to 2-3 maximum. - Internal re-prioritisation
Obstacle: “We had to focus on other projects.”
Solution: Treat leadership hiring as a strategic priority, not an optional task. - Organisational restructuring
Obstacle: “We’re in the middle of a merger or leadership change.”
Solution: Keep a warm pipeline of Senior Executive Candidates so you don’t lose momentum when structures shift. - Decision paralysis
Obstacle: “We can’t decide between candidates.”
Solution: Use structured scorecards with agreed criteria to reduce subjectivity and accelerate choices. - Over-engineering cultural fit checks
Obstacle: “We want more assessments, case studies or personality tests.”
Solution: Focus on role-critical competencies and validate cultural fit through targeted behavioral interviews. - Market uncertainty
Obstacle: “We’re waiting until conditions stabilize.”
Solution: Secure talent with flexible contracts (probation milestones, phased onboarding) that balance risk with agility.
Striking the Right Balance
This isn’t about cutting corners – it’s about recognizing that speed, responsiveness, and decisiveness are competitive advantages in a candidate-driven market.
By addressing these common bottlenecks, Hospitality and Operational Real Estate Companies not only improve their chances of hiring the best Senior Executives, but also send a powerful message: we value your time and are serious about building the future together.
Final Thoughts
The Hospitality Industry is in growth mode, and Senior Executives are more in demand than ever. But the reality is clear: time kills deals.
Companies that streamline, empower decision-makers, and move proactively will secure the leadership talent they need. Those that don’t will watch candidates accept other offers.
At LHC International, your trusted Executive Search Partner, we work with hotel groups, owners and operators worldwide to help them attract and secure the best Senior Executives in Hospitality and Operational Real Estate.
