Executive Corner Hospitality specialist helps to fill vacancies by Alex Chan Phenomenal growth in the hotel industry has led to a shortage of experienced executives The simultaneous expansion of the hospitality business in Hong Kong, Macau and the mainland means that the pool of executives with experience in the hotel and casino industry is at risk of running dry. "The business is expanding so rapidly that hotels in general are having trouble finding people to fill all the available positions," confirms Darryl Agon. As director of Agon Hotels and Resorts Limited, which offers consulting, management and executive recruitment services for the hospitality sector, he has had a close-up view of these developments. According to Mr Agon, the overall supply of hotel rooms in Macau is expected to increase by about 250 per cent in the next ten years. That will create a significant number of new jobs, and the prospect of working at the international chain hotels now investing in Macau is sure to attract many candidates from Hong Kong. In fact, such moves have already started and are likely to accelerate as new hotels lure staff by offering higher salaries. "The Macau market is putting more money down to get people to bite," says Mr Agon, who adds that both new and long-established hotels in Hong Kong have been forced to increase salaries in order to compete. We are something like a matchmaking service Specialist support Although many entry-level posts are available, the greatest challenge currently facing HR departments is the shortage of middle management executives and potential department heads. Seeking assistance, many are now turning to companies like Agon Hotels and Resorts Limited as a way of throwing the net wider and getting tailor-made support. "We have been in the business for a number of years and therefore understand the exact requirements for a given position and which personalities will fit," Mr Agon says. By concentrating on the hospitality sector, the company has built a solid reputation and an unrivalled database of contacts. "We always aim to know who is where, who may be available, and what different interests and career ambitions people have," he explains. This detailed information ensures that, when a client calls about filling a vacancy, suitable candidates can be quickly identified. Good matches According to Mr Agon, the key to successful recruitment is to understand the needs and expectations of both parties. "In that respect, we are something like a matchmaking service," he says. For example, if the candidate is looking to develop a long-term career in the sector, it might be better to join a hotel which is part of a major chain. This would offer more scope for internal and international transfers and also mean that employer, and employee were a better "fit". Independent hotels offer something different, since they do not have the same type of head office management structures. Some candidates, though, prefer the perceived empowerment this may bring. Attention to such details reduces the risk of staff turnover and the general disruption that can cause for all parties. With so many new hotels under construction or on the drawing board, Mr Agon believes the personnel shortage is something the industry will have to get used to. "It's difficult to predict how long it will last, but demand will continue to be very strong for the next few years at least," he says. Taken from Career Times 21 April 2006 Your comments are welcome at [email protected]