Just when we started seeing some positive changes in the food services and retail side of the hospitality industry in Canada, I came across this article on the dropped hotel rates for our top 5 cities. While not encouraging, still noteworthy information for hotel managers.....
Strengthening Canadian Dollar Drives Hotel Rate Drops and Great Deals
SAN FRANCISCO, May 12 /PRNewswire, a leading discount travel site, today announced the results of the May 2010 Hotwire[R] Canadian Hotel Rate Report, which features the top five cities in Canada where hotel rates have dropped the most. When combined with Hotwire's already discounted prices, the Hotel Rate Report helps guide customers to the destinations that will maximize their travel dollars. Edmonton tops this month's rate report with an 11 percent drop, and after a six-month absence, Vancouver makes a welcome return with a 3 percent drop.
Hotel prices across Canada continue to fall as many popular destinations are still seeing declines in leisure travel that traditionally fills up rooms this time of year. This trend is being driven by the strength of the Canadian dollar against both the U.S. dollar and Euro. Travelers appear to be choosing destinations where they can get more native currency in exchange for their money, causing hoteliers in cities like Halifax and Vancouver to drop prices to compensate.
In addition to the exchange rate effects, cities like Edmonton and Ottawa are not seeing a return in business travelers, which is causing hotels to slash rates even further in those areas. So for travelers looking to stay closer to home this summer, they are bound to find a destination that suits their budget and taste, whether it is scenic Niagara Falls, history-rich Halifax or the country's capital, Ottawa.
When compared to the same time last year, the top five hotel price reductions for May 2010 include:
Example of a Current Hotwire Deal, CAD$/Night
Hotel Market: Edmonton, AL
Price Drop: 11%
Rank:3-star
$96
Hotel Market: Halifax, NS
Price Drop:9%
Rank:3-star
$76
Hotel Market: Ottawa, ON
Price Drop:8%
Rank:3-star
$90
Hotel Market: Niagara Falls, ON
Price Drop:5%
Rank: 3-star
$97
Hotel Market: Vancouver, BC
Price Drop: 3%
Rank: 3-star
$92
"Leisure destinations across Canada are offering some great deals this month on Hotwire," said Clem Bason, President of the Hotwire Group. "As long as the Canadian dollar stays strong against international currencies, travelers should continue to see low hotel prices throughout the summer."
Showing posts with label hotel work. Show all posts
Showing posts with label hotel work. Show all posts
Friday, June 11, 2010
Tuesday, May 25, 2010
7 Action Ideas for Leadership Development
1. Determine the best leadership style for your organisation
2. Identify current and potential leaders within the company
3. Identify leadership gaps
4. Develop succession plans for critical roles
5. Develop career planning goals for potential leaders
6. Develop skills road map for future leaders
7. Develop retention programs for current and future leaders
Thursday, August 06, 2009
Call for Nominations
If you know someone in the hotel industry in Canada who is deserving of nomination for any of the awards below, please do so....even vote for yourself. For instance, if you know a student who stands out and would benefit from the bursary, or an outstanding supplier, say perhaps a recruiter for hotels(ahem!), then vote for them at www.hotelassociation.ca and click the “Awards” link on the main page!
Call for Entries
HAC Hall of Fame Awards of Excellence
The Hotel Association of Canada (HAC) is now accepting entries for the 2009 Hall of Fame Awards of Excellence. Now in its sixth year the Hall of Fame Awards program continues the association’s tradition of acknowledging the strong standards and values of those involved in and with the lodging industry.
Each year the Hall of Fame Awards attracts more and more entries from HAC members across the country. The Awards program proudly recognizes those individuals, companies or properties that have demonstrated significant accomplishments, exemplary leadership and tireless commitment to our industry in the following divisions:
New! Outstanding Supplier Award
Recognizing Allied Members of the Hotel Association of Canada that have made a significant contribution to the Canadian lodging industry and to their individual lodging customers. Candidate will have provided outstanding customer service and support.
Nominations are also open for the Stephen Phillips Passion For Hospitality Bursary
This bursary is dedicated to the memory of Stephen Phillips, former Vice-Chairman & CEO of AFM Hospitality Corporation Inc., who passed away from cancer in early 2007. The bursary will be awarded to the hospitality student who best represents the qualities that Stephen Phillips brought to the industry.
The Humanitarian Award
Given for individuals/programs that demonstrate to residents that the individual property is responsive to the local community.
The Human Resources Award
Given for programs/individuals that develop a climate conducive to new and/or repeat business, create goodwill among guests, provide special services, reverse negative public relations situations or effectively solve guest complaints.
The Energy & Environment Award
Recognizes lodging properties that have developed a culture towards integrating environmental management practices that improve everyday operations and the bottom line, while maintaining quality service and meeting guest expectations.
Winners will be honoured at an Awards Luncheon in February 2010 in conjunction with HAC’s Annual Conference at the Fairmont Royal York Hotel, Toronto, ON. To access the Hall of Fame Awards Call for Entries, and to view a list of past winners, visit www.hotelassociation.ca and click the “Awards” link on the main page. Deadline for submissions is November 23, 2009.
The Hotel Association of Canada is the national organization representing the lodging industry in Canada. Our membership encompasses the provincial and territorial hotel associations, the corporate hotel chains, independent hotels, motels and resorts and the many suppliers to the hotel industry. Our objective is to assist both our national and international members as they endeavour to enhance their competitiveness and achieve their bottom line.
Call for Entries
HAC Hall of Fame Awards of Excellence
The Hotel Association of Canada (HAC) is now accepting entries for the 2009 Hall of Fame Awards of Excellence. Now in its sixth year the Hall of Fame Awards program continues the association’s tradition of acknowledging the strong standards and values of those involved in and with the lodging industry.
Each year the Hall of Fame Awards attracts more and more entries from HAC members across the country. The Awards program proudly recognizes those individuals, companies or properties that have demonstrated significant accomplishments, exemplary leadership and tireless commitment to our industry in the following divisions:
New! Outstanding Supplier Award
Recognizing Allied Members of the Hotel Association of Canada that have made a significant contribution to the Canadian lodging industry and to their individual lodging customers. Candidate will have provided outstanding customer service and support.
Nominations are also open for the Stephen Phillips Passion For Hospitality Bursary
This bursary is dedicated to the memory of Stephen Phillips, former Vice-Chairman & CEO of AFM Hospitality Corporation Inc., who passed away from cancer in early 2007. The bursary will be awarded to the hospitality student who best represents the qualities that Stephen Phillips brought to the industry.
The Humanitarian Award
Given for individuals/programs that demonstrate to residents that the individual property is responsive to the local community.
The Human Resources Award
Given for programs/individuals that develop a climate conducive to new and/or repeat business, create goodwill among guests, provide special services, reverse negative public relations situations or effectively solve guest complaints.
The Energy & Environment Award
Recognizes lodging properties that have developed a culture towards integrating environmental management practices that improve everyday operations and the bottom line, while maintaining quality service and meeting guest expectations.
Winners will be honoured at an Awards Luncheon in February 2010 in conjunction with HAC’s Annual Conference at the Fairmont Royal York Hotel, Toronto, ON. To access the Hall of Fame Awards Call for Entries, and to view a list of past winners, visit www.hotelassociation.ca and click the “Awards” link on the main page. Deadline for submissions is November 23, 2009.
The Hotel Association of Canada is the national organization representing the lodging industry in Canada. Our membership encompasses the provincial and territorial hotel associations, the corporate hotel chains, independent hotels, motels and resorts and the many suppliers to the hotel industry. Our objective is to assist both our national and international members as they endeavour to enhance their competitiveness and achieve their bottom line.
Friday, July 03, 2009
Salary Negotiations
SALARY NEGOTIATIONS
Talking about money during the hiring process can feellike being in a contest on a nerve-wracking game show. Job candidates who prepare before the interview and adhere to some specific principles during the negotiation will eliminate much of the guesswork in the equation and come out of the interview feeling like you handled it professionally and have a better idea of what the position offers.
Before the Interview
For most hospitality management roles, the salary negotiation will take place at the last interview. That can be the 2nd or 5th interview, depending on the process with the hiring company. You can expect an offer on the spot at the end of the interview or sent to you in writing the next day should you be the chosen one. In any event, get your ducks in a row - know what you want and prioritize what's most important to you in your next role --money, more responsibility, work/life balance, a shorter commute, corporate culture-- before you begin interviewing.
Use a salary calculator, ie www.payscale.com, or locate an industry association contact that can provide you with relevant compensation information. This will also help you know that jobs you apply for pay well enough for you. Remember, however, that variables such as company size, economic conditions, and availability of qualified candidates in the market need to be factored into your information-gathering process.
Keep in mind that companies typically have salary ranges budgeted for specific roles within the organization. Exceptions aren't all that common. The only flexible items in a job offer may come down to things other than salary -- a signing bonus, moving up your review date, additional vacation time -- and could be an alternative to a higher salary.
Be prepared. You should be ready to convince the recruiter that you are worth the dollar amount at the higher end of the salary range. The easiest way to do this is to provide very specific examples of how you can add value to this organization -- just like you've done throughout your entire career.
Be upfront. When asked about your compensation requirements during the initial telephone interview, let the recruiter know where you stand. "I'm looking at opportunities in the $60-70,000 range, but can be flexible for the right opportunity." It's acceptable to ask if you're in the correct range for the position, and important to know so that both parties can make an informed decision about moving forward without wasting time. Remember, the role of the recruiter differs at each organization, so don't underestimate the influence this person has on the decision-making process.
Be respectful. If an offer is presented that is lower than what you hoped, thank the presenter. Ask if there is any flexibility in one or two of the areas that you've identified as being a priority for you. Regardless of the answer, always say you need time to consider the offer. Don't start negotiating new terms immediately.
Be firm. If there is no flexibility in the offer, you can accept it as is, or politely refuse and walk away. If the company is flexible on your terms, agree on all the new details in one conversation so that you can move forward with the next step in the process -- signing and returning the written offer letter.
Above all, be professional. Your actions during the negotiation process will be remembered by everyone involved long after you're hired, and may be helpful when it comes time to ask for a raise. As before, early preparation is the key to success in getting the salary you want.
Talking about money during the hiring process can feellike being in a contest on a nerve-wracking game show. Job candidates who prepare before the interview and adhere to some specific principles during the negotiation will eliminate much of the guesswork in the equation and come out of the interview feeling like you handled it professionally and have a better idea of what the position offers.
Before the Interview
For most hospitality management roles, the salary negotiation will take place at the last interview. That can be the 2nd or 5th interview, depending on the process with the hiring company. You can expect an offer on the spot at the end of the interview or sent to you in writing the next day should you be the chosen one. In any event, get your ducks in a row - know what you want and prioritize what's most important to you in your next role --money, more responsibility, work/life balance, a shorter commute, corporate culture-- before you begin interviewing.
Use a salary calculator, ie www.payscale.com, or locate an industry association contact that can provide you with relevant compensation information. This will also help you know that jobs you apply for pay well enough for you. Remember, however, that variables such as company size, economic conditions, and availability of qualified candidates in the market need to be factored into your information-gathering process.
Keep in mind that companies typically have salary ranges budgeted for specific roles within the organization. Exceptions aren't all that common. The only flexible items in a job offer may come down to things other than salary -- a signing bonus, moving up your review date, additional vacation time -- and could be an alternative to a higher salary.
Be prepared. You should be ready to convince the recruiter that you are worth the dollar amount at the higher end of the salary range. The easiest way to do this is to provide very specific examples of how you can add value to this organization -- just like you've done throughout your entire career.
Be upfront. When asked about your compensation requirements during the initial telephone interview, let the recruiter know where you stand. "I'm looking at opportunities in the $60-70,000 range, but can be flexible for the right opportunity." It's acceptable to ask if you're in the correct range for the position, and important to know so that both parties can make an informed decision about moving forward without wasting time. Remember, the role of the recruiter differs at each organization, so don't underestimate the influence this person has on the decision-making process.
Be respectful. If an offer is presented that is lower than what you hoped, thank the presenter. Ask if there is any flexibility in one or two of the areas that you've identified as being a priority for you. Regardless of the answer, always say you need time to consider the offer. Don't start negotiating new terms immediately.
Be firm. If there is no flexibility in the offer, you can accept it as is, or politely refuse and walk away. If the company is flexible on your terms, agree on all the new details in one conversation so that you can move forward with the next step in the process -- signing and returning the written offer letter.
Above all, be professional. Your actions during the negotiation process will be remembered by everyone involved long after you're hired, and may be helpful when it comes time to ask for a raise. As before, early preparation is the key to success in getting the salary you want.
Wednesday, June 24, 2009
Avoiding the "Overqualified" Label
Most hospitality candidates preparing for a job interview worry about whether they'll be able to come off as experienced, educated, and a personality "fit" enough to make a positive impression on hotel and restaurant corporate managers. But job seekers with substantial schooling or a lengthy work history often face the opposite problem.
Highly qualified candidates in the industry are sometimes forced to grapple with the stigma of being labeled “overqualified.” Often, hiring managers who encounter an applicant with a bounty of education or experience fear that they will be unable to meet the candidate’s salary requirements or other job expectations.
Having recruited in the industry for many years, I've come to understand people have various life/work factors where an "overqualified" candidate will apply for a less senior role with full awareness of a change in salary, work hours, work expectations, and work environment. These various factors, such as a new child in the home, relocation to a smaller community, downsizing to have more free time, are motivating factors that come to outweigh the step down.
According to human resources and staffing consultant Ken Gaffey, the phrase “overqualified” is often a code word that hiring managers use to express concern about a candidate’s fitness for the position. In order to get past the “overqualified” stigma and land your dream job, you have to be able to discern the true source of the hiring manager’s hesitation -- and then move in to neutralize it. These tips can help you move past the overqualified label and sail to success in your next interview:
1. Address the situation directly.
If there’s a special reason why you’re in the market for a lower-level position, it might help to discuss it upfront. For example, if you’re looking to establish yourself in a new field, or if you want to reduce your work schedule, let the hiring manager know.
2. Put your skill set front and center.
A great way to dodge the overqualified label is to take the focus off of your career path as a whole, and instead emphasize the skills and abilities you’ve picked up along the way. The functional résumé format – which job search gurus often recommend to recent grads and inexperienced jobseekers – may be the best option for highly qualified candidates, as well.
3. Signal your flexibility on salary.
One of the major reasons hiring managers shy away from highly experienced candidates is the perception that their salary expectations will be out of line with the position. If you recognize the difference in salary for the position you're applying, let the hiring manager know from the get-go how your expectations fit their range. Emphasize your unique value to the organization.
4. Make it clear that personality won’t be a problem.
The hiring manager may be worried that you won’t be able to work effectively alongside less-experienced peers. To allay these concerns, choose answers that will help you cast yourself as a humble team player who can get along well with people from all walks of life.
5. Let them know you’re in it for the long haul.
It’s often assumed that highly qualified candidates are just looking for a temporary job to tide them over until something better comes along. Leave no doubt that you intend to dedicate yourself long-term in your new role and that the company values speak to your professional goals and how you can help them achieve sucess.
Like many obstacles you’ll face in your job search, being “overqualified” is only a problem if you don’t take the opportunity to turn it around to your advantage! By carefully highlighting your skills and thinking strategically about ways to minimize the potential for problems, you’ll be able to turn this perceived liability into a strength.
For those "overqualified" candidates that have been on a long-term career path and now searching for a new position, you might want to hone your interview skills with our free Online Interview Prep Course. Email us to set up access at info@targetprofessionals.com.
Highly qualified candidates in the industry are sometimes forced to grapple with the stigma of being labeled “overqualified.” Often, hiring managers who encounter an applicant with a bounty of education or experience fear that they will be unable to meet the candidate’s salary requirements or other job expectations.
Having recruited in the industry for many years, I've come to understand people have various life/work factors where an "overqualified" candidate will apply for a less senior role with full awareness of a change in salary, work hours, work expectations, and work environment. These various factors, such as a new child in the home, relocation to a smaller community, downsizing to have more free time, are motivating factors that come to outweigh the step down.
According to human resources and staffing consultant Ken Gaffey, the phrase “overqualified” is often a code word that hiring managers use to express concern about a candidate’s fitness for the position. In order to get past the “overqualified” stigma and land your dream job, you have to be able to discern the true source of the hiring manager’s hesitation -- and then move in to neutralize it. These tips can help you move past the overqualified label and sail to success in your next interview:
1. Address the situation directly.
If there’s a special reason why you’re in the market for a lower-level position, it might help to discuss it upfront. For example, if you’re looking to establish yourself in a new field, or if you want to reduce your work schedule, let the hiring manager know.
2. Put your skill set front and center.
A great way to dodge the overqualified label is to take the focus off of your career path as a whole, and instead emphasize the skills and abilities you’ve picked up along the way. The functional résumé format – which job search gurus often recommend to recent grads and inexperienced jobseekers – may be the best option for highly qualified candidates, as well.
3. Signal your flexibility on salary.
One of the major reasons hiring managers shy away from highly experienced candidates is the perception that their salary expectations will be out of line with the position. If you recognize the difference in salary for the position you're applying, let the hiring manager know from the get-go how your expectations fit their range. Emphasize your unique value to the organization.
4. Make it clear that personality won’t be a problem.
The hiring manager may be worried that you won’t be able to work effectively alongside less-experienced peers. To allay these concerns, choose answers that will help you cast yourself as a humble team player who can get along well with people from all walks of life.
5. Let them know you’re in it for the long haul.
It’s often assumed that highly qualified candidates are just looking for a temporary job to tide them over until something better comes along. Leave no doubt that you intend to dedicate yourself long-term in your new role and that the company values speak to your professional goals and how you can help them achieve sucess.
Like many obstacles you’ll face in your job search, being “overqualified” is only a problem if you don’t take the opportunity to turn it around to your advantage! By carefully highlighting your skills and thinking strategically about ways to minimize the potential for problems, you’ll be able to turn this perceived liability into a strength.
For those "overqualified" candidates that have been on a long-term career path and now searching for a new position, you might want to hone your interview skills with our free Online Interview Prep Course. Email us to set up access at info@targetprofessionals.com.
Monday, May 04, 2009
When You Don't Tip Housekeeping Staff....
Did you ever wonder what kinds of things happen when you're not in your hotel room? This short clip might give you an idea for those that don't tip the housekeeping staff....
Thursday, April 30, 2009
Ready for the Interview?
When an "economic downturn" becomes a reality in the minds of candidates and clients in the hospitality industry, one thing becomes a primary issue: interview behaviour.
Apparently candidates that have good management backgrounds, are educated, and present themselves well can disconnect somewhere along the line in their interviews with clients. Not good when clients are in a position to be selective about who they hire.
In any event, candidates looking for work need to be mindful of their interview skills. When you prepare for a marathon, you must wear the proper gear, know your strengths and the track, study the prize, stretch your muscles, etc. Likewise, for an interview, be aware of your appearance in dress and personal grooming, your demeanor, resume presentation and references, knowledge of the prospective employer. As well, it's going to work in your favour to acknolwedge the current market situation and how it affects your current and future aspirations with the company you join.
If you take the time to prepare for an interview as you would for a marathon, for example, you'll avoid some of the tragic pitfalls I've encountered as a recruiter. For instance, one candidate showed up for a restaurant management position wearing a baseball cap, another man didn't shave for an interivew for an Area Manager position, while another rambled on with chatter due to nerves. They were all politely declined by my clients.
Perhaps in a booming economy, with a small pool of qualified candidates, these mishaps by candidates would be overlooked, but not now. Candidates now need to ensure their interview behaviour is top notch and they're fully prepared because you really can't afford even one disconnect along the way. As a recruiter, I can sometimes help candidates in putting their best foot forward, ie: a free interview prep program online to stretch those interview muscles. Candidates need to use all their resources to be a successful candidate in difficult economic times. Good luck!
Apparently candidates that have good management backgrounds, are educated, and present themselves well can disconnect somewhere along the line in their interviews with clients. Not good when clients are in a position to be selective about who they hire.
In any event, candidates looking for work need to be mindful of their interview skills. When you prepare for a marathon, you must wear the proper gear, know your strengths and the track, study the prize, stretch your muscles, etc. Likewise, for an interview, be aware of your appearance in dress and personal grooming, your demeanor, resume presentation and references, knowledge of the prospective employer. As well, it's going to work in your favour to acknolwedge the current market situation and how it affects your current and future aspirations with the company you join.
If you take the time to prepare for an interview as you would for a marathon, for example, you'll avoid some of the tragic pitfalls I've encountered as a recruiter. For instance, one candidate showed up for a restaurant management position wearing a baseball cap, another man didn't shave for an interivew for an Area Manager position, while another rambled on with chatter due to nerves. They were all politely declined by my clients.
Perhaps in a booming economy, with a small pool of qualified candidates, these mishaps by candidates would be overlooked, but not now. Candidates now need to ensure their interview behaviour is top notch and they're fully prepared because you really can't afford even one disconnect along the way. As a recruiter, I can sometimes help candidates in putting their best foot forward, ie: a free interview prep program online to stretch those interview muscles. Candidates need to use all their resources to be a successful candidate in difficult economic times. Good luck!
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