Finding the right staff is often a major challenge in the hospitality industry. Competition for talent is fierce, and the expectations of both employers and candidates have shifted. Many hotels invest heavily in promoting their vacancies, but often overlook the most important element: the job posting itself. A strong job posting is not just a list of tasks and requirements — it’s a powerful tool to position your hotel as an attractive employer. In this article, we’ll show you how to optimize your job postings to attract — and retain — top candidates.
1. Job description vs. job posting: know the difference
A common mistake is confusing a job description with a job posting.
- Job description: an internal document outlining tasks, responsibilities, and requirements in detail. Useful for HR, but often too dry for candidates.
- Job posting: a marketing tool that presents the role and your hotel as an attractive workplace. It should invite, inspire, and persuade — and get candidates excited.
A good job posting translates dry facts into a compelling story where candidates can picture themselves growing.
2. Find the right tone for the right audience
In a crowded job market, your posting needs to stand out instantly. Think about how candidates read: most view vacancies on their phone, often while multitasking. So: get to the point fast and highlight the key benefits immediately.
- For junior roles (receptionists, F&B staff), 250–300 words is ideal.
- For senior roles (hotel managers, executive chefs), go for 400–600 words — but still be sharp and relevant.
Keep asking yourself: What’s in it for the candidate?
Bad example: “We are looking for an enthusiastic waiter with 5 years of fine dining experience.”
Better example: “Are you hospitable, energetic, and ready to grow your skills in an award-winning restaurant? We’ll give you the space to thrive!”
3. Define your unique angle: why work at your hotel?
What makes your hotel more attractive than others? Many postings rely on vague phrases like “top-quality service” or “great atmosphere.” That no longer convinces anyone.
Be specific about your unique selling points:
- Has your hotel recently won awards?
- Do you offer unique career paths?
- Do you invest in training or international experience?
Example: Instead of “We’re a top hotel in Amsterdam,” say:
“Join the team awarded ‘Best Employer in Hospitality 2025.’”
Make it tangible for the reader.
4. Avoid vague job titles and buzzwords
Candidates often search using clear job titles. While titles like “hospitality hero,” “handy Harry,” or “rockstar receptionist” may sound fun, they hurt your job’s visibility and credibility. Use clear, recognizable titles such as “Receptionist,” “Chef de Partie,” or “Front Office Manager.”
Make sure candidates immediately know what the job is about and that your post performs well on job boards and search engines.
5. The four phases of recruitment marketing: AIDA model
Use the classic AIDA model to structure your posting:
Action: Make applying simple. Use a clear button, short form, and prompt follow-up.
Attention: Start with a catchy first line. Skip the fluff and empty buzzwords.
Interest: Briefly and compellingly describe your hotel, its culture, and why the role matters.
Desire: Clearly outline benefits. Think extra vacation days, growth opportunities, attractive pay, or chances to gain international experience.
6. Use visuals to boost your employer brand
A strong job posting becomes even more powerful with the right visuals:
- Photos of the team or workplace
- Short videos of staff explaining why they love working at your hotel
- A link to a careers page with a clear atmosphere and company culture
Good visuals make your story more believable and help candidates picture themselves in the role.
7. Write the way you talk: personal and convincing
Imagine you’re chatting with a potential candidate at a networking event. You’d be enthusiastic, clear, and genuine — without HR jargon. Keep that tone in your job postings.
Use words like “you” and “we” to keep the tone warm and personal. Help candidates feel like they’re joining a team, not just filling a role.
Tip: Let current team members share why they love working with you. A short quote adds instant authenticity.
8. Be transparent: the key to long-term matches
Candidates want clarity. Be honest about:
- The work environment (e.g. calm and luxurious, or dynamic and fast-paced)
- What’s expected in terms of pace, flexibility, or customer focus
- Career development opportunities and training programs
Transparency reduces the chance of disappointment and increases the likelihood of a long-lasting match.
9. Highlight soft skills
In hospitality, attitude, service mindset, and flexibility matter just as much as experience or education. Clearly state the soft skills you value:
- Hospitality mindset
- Team spirit
- Problem-solving skills
- Ability to handle stress
This helps attract candidates who truly match your company culture.
10. Lower barriers: make applying easy
Nothing’s more frustrating than a great vacancy followed by a complicated application process. Make it easy for candidates to apply in minutes:
- Keep forms short
- Only ask for essential info
- Offer options to apply via mobile, WhatsApp, or LinkedIn
The easier it is to apply, the more quality applications you’ll receive.
Conclusion: recruiting starts with the right story
Writing a great job posting takes more than copy-pasting a job description. You’re selling an experience, a chance, and a future. Focus on what makes your hotel unique, speak directly to the candidate, and simplify the process.
With a compelling job posting, you significantly increase your chances of attracting the right talent — the kind of talent that will strengthen and grow your organization.
Use these tips to start improving your job postings today. Looking for extra support? MJ People is happy to help you optimize your job ads and find the right hospitality professionals.