3 Strategies to Reduce Candidate Dropoff in Hospitality Hiring

The hospitality industry is booming. Hotel room demand is at an all-time high, restaurant hiring has surpassed pre-COVID levels, and the hospitality industry’s overall compound annual growth rate (CAGR) is estimated to reach 5.5% by 2027.

But these positive trends pose challenges for recruiting and hiring professionals who continue to battle for top talent. Despite raising pay, boosting benefits, and adding perks, 79% of hotels still can’t fill open positions, according to a May 2024 survey by the American Hotel & Lodging Association (AHLA). 76% of hotels report being understaffed and 13% say they’re so severely understaffed that it’s affecting operations.

Time, effort, and resources spent recruiting qualified candidates can go to waste when candidates drop out of the hiring funnel or “ghost”—something 95% of hospitality talent acquisition teams report experiencing.

In an increasingly competitive labor market, how can you keep top hospitality talent engaged, enhance hiring efficiency, and reduce dropoff? The following strategies can help.

Slow hiring processes are a top reason candidates ghost, according to a 2024 Hireology survey. Among hospitality candidates who admitted ghosting employers, 35% said they did so because the process was taking too long. The majority (59%) of hospitality candidates apply to an average of 16 jobs, and nearly half (49%) take the first job offer they receive. Given this stiff competition, you can’t afford delays.

Time spent reviewing candidates, collecting paperwork, and conducting hospitality background checks can be the biggest hurdles for hospitality employers. Reducing these common bottlenecks can cut down on candidate ghosting. Here are some ideas to accelerate the hospitality hiring process.

Nearly three-fourths (73%) of hospitality candidates said they’ve abandoned a job application that took too long to complete; 40% said they wouldn’t spend more than 15 minutes on an application.

Ensure that job applications and other actions, such as consenting to background checks, are quick and easy for candidates. “One-click apply” options attract more candidates by drastically reducing the number of manual steps required to apply. Also consider using QR codes or “text to apply” options; 72% of hospitality candidates are open to this method, Hireology reports.

Candidate errors when completing applications or background check documents, such as skipping a step or incorrectly inputting information, can delay hiring and lead to dropoff.

Use automated workflows and AI-powered communications tools to keep things moving. For example, a background check provider that uses built-in error detection tools can automatically notify the candidate to correct mistakes or supply missing information. Half of hospitality HR professionals said they respond to applications the same day they’re received; using automated responses can help you be among that group.

If your background checks regularly take too long to complete, it may be time to consider a new provider. A background check partner that offers rapid turnaround times, a comprehensive array of background screenings to fit the many roles in hospitality, and tools to automate time-consuming manual processes can significantly speed up background screening results. Look for automated data collection and adjudication options that help reduce human error and support compliance.

Over half (53%) of hospitality candidates reported they mainly use smartphones for job searching. With many candidates job-hunting during quick breaks in their workday, a mobile candidate experience can no longer be an afterthought. All hiring actions you want candidates to take need to be designed with a mobile-first approach.

Is your job application and background screening process easy to navigate, or laborious and complex? Filling out lengthy forms, entering the same data over and over, or clicking through endless screens can drive frustrated candidates to your competitors.

Some 59% of hospitality candidates have abandoned a job application because applying on their phones was too difficult; 58% have given up because they had to re-input information from their resume; and 46% have passed on a job opening because they didn’t want to create a password to apply. Go through your application, interview, and background screening interfaces to identify steps you can consolidate or eliminate.   

Meet busy candidates’ needs with a mobile-optimized candidate portal they can use anywhere, anytime they have a spare moment. A candidate portal that lets candidates quickly get answers to questions, contact your support team, or follow up on the status of their applications saves you time while keeping candidates invested.

No one wants to stay in the dark about the status of a job application or background check. In fact, lack of communication and transparency from potential employers is the top reason hospitality candidates ghost. Give candidates the transparency they want by choosing ATS/HRIS and background check solutions that automate communications. You can set up the system to email or text a candidate when their application is received, when HR is reviewing their information, or when you’ve decided to schedule an interview or move to another candidate.

A lack of integration between your HR tech stack solutions adds unnecessary roadblocks to the hospitality hiring process. Unfortunately, siloed solutions are all too common. Update your approach—and hire faster—by choosing tools that can integrate seamlessly with your existing tech stack.

Here are some tasks the right integrations can streamline:

Hospitality candidates expect you to act fast when it comes to interviews. Nearly nine in ten (89%) would like to be interviewed within a week of applying; 26% want to be interviewed within 24 to 48 hours. Get promising candidates on the calendar quickly by using AI-powered solutions to schedule interviews. Apps that can send reminders, reschedule interviews, and quickly schedule new interviews to fill last-minute cancellations can help reduce no-shows and ensure you don’t lose top talent to faster-moving competitors.

Hospitality candidates want to hear from you often. But frequent communications could cause chaos if your siloed solutions send overlapping or conflicting messages. Ensure candidates always get the (right) message with solutions that allow you to automate communications from one central system. Clear, consistent communication at every step, from interviews to background checks to offer letters, helps keep candidates engaged and prevent dropoff.

With fierce competition for hospitality talent projected to continue throughout the foreseeable future, an efficient hiring process is essential to success. Modernizing your hiring processes can help your organization attract top hospitality candidates, keep them engaged, and extend offers more quickly than your competition.

Working with the right partners can enhance your efficiency at every stage, from reviewing applications to conducting background checks. Checkr’s modern approach to hospitality background screening provides fast, accurate results without compromising on security. We offer screenings for all types of hospitality roles, from service workers and drivers to management positions, with a mobile-first candidate portal that delivers a frictionless candidate experience. Hospitality hiring may always be a challenge, but with Checkr on your team, background checks are one less thing to stress about.

The resources and information provided here are for educational and informational purposes only and do not constitute legal advice. Always consult your own counsel for up-to-date legal advice and guidance related to your practices, needs, and compliance with applicable laws.

About the author

Karen Axelton writes about business topics and best practices. She has written hundreds of articles on business subjects, including background screening, hiring and employment trends, human resource management, and the use of technology in the workplace. Her work includes educational articles, e-books, white papers, and case studies.