0 added
0 removed
Original
2026-02-21
Modified
2026-02-28
1
<p>As competition for talent intensifies, hospitality HR leaders must balance effective talent tactics with<b>fairness, transparency, and trust</b>throughout the hiring process.</p>
1
<p>As competition for talent intensifies, hospitality HR leaders must balance effective talent tactics with<b>fairness, transparency, and trust</b>throughout the hiring process.</p>
2
<h3>Employee experience matters most</h3>
2
<h3>Employee experience matters most</h3>
3
<p>Hospitality leaders place greater emphasis on<b>employee experience and well-being</b>than their peers in other industries, reflecting the importance of retention and engagement in a high-turnover environment.</p>
3
<p>Hospitality leaders place greater emphasis on<b>employee experience and well-being</b>than their peers in other industries, reflecting the importance of retention and engagement in a high-turnover environment.</p>
4
<p>Lagging enthusiasm for optimizing tech makes sense given hospitality CHROs’ perception of most existing solutions as lackluster. However, HR teams should keep in mind that other industries have a more positive perception of tech. Better tech is out there-likely fueled by more advanced AI technology-and hospitality teams have a huge opportunity leap ahead by setting ambitious goals for new tech onboarding this year.</p>
4
<p>Lagging enthusiasm for optimizing tech makes sense given hospitality CHROs’ perception of most existing solutions as lackluster. However, HR teams should keep in mind that other industries have a more positive perception of tech. Better tech is out there-likely fueled by more advanced AI technology-and hospitality teams have a huge opportunity leap ahead by setting ambitious goals for new tech onboarding this year.</p>
5
<h2>How will hospitality HR teams beat the competition in 2026?</h2>
5
<h2>How will hospitality HR teams beat the competition in 2026?</h2>
6
<p>42%by prioritizing employee experience and well-being</p>
6
<p>42%by prioritizing employee experience and well-being</p>
7
<p>24%by prioritizing AI-driven hiring acceleration</p>
7
<p>24%by prioritizing AI-driven hiring acceleration</p>
8
<p>12%by prioritizing modernizing HR technology for scale and ROI</p>
8
<p>12%by prioritizing modernizing HR technology for scale and ROI</p>
9
<h3>Only 17% of hospitality HR leaders are fully confident they’re preventing fraud</h3>
9
<h3>Only 17% of hospitality HR leaders are fully confident they’re preventing fraud</h3>
10
<p>Hospitality HR leaders express heightened<b>concern about hiring integrity</b>. While more than half (58%) of surveyed CHROs have some confidence in their fraud prevention, most do not believe they have yet implemented strong fraud controls.</p>
10
<p>Hospitality HR leaders express heightened<b>concern about hiring integrity</b>. While more than half (58%) of surveyed CHROs have some confidence in their fraud prevention, most do not believe they have yet implemented strong fraud controls.</p>
11
<p>All industries we surveyed reported significant gaps in risk mitigation for hiring fraud-and this business-critical issue is already gaining momentum with executive leadership.</p>
11
<p>All industries we surveyed reported significant gaps in risk mitigation for hiring fraud-and this business-critical issue is already gaining momentum with executive leadership.</p>
12
<h2>Hospitality CHROs rate their level of confidence that their team is preventing hiring fraud</h2>
12
<h2>Hospitality CHROs rate their level of confidence that their team is preventing hiring fraud</h2>
13
<p>But remember, trust goes both ways. We also asked CHROs: Are you concerned that candidate trust in HR teams is decreasing, especially related to how employers are using AI?</p>
13
<p>But remember, trust goes both ways. We also asked CHROs: Are you concerned that candidate trust in HR teams is decreasing, especially related to how employers are using AI?</p>
14
<p>Responses were pretty evenly split. This gap underscores the need to<b>strengthen controls while maintaining transparency</b>and consistency.</p>
14
<p>Responses were pretty evenly split. This gap underscores the need to<b>strengthen controls while maintaining transparency</b>and consistency.</p>
15
<h2>Will trust between candidates and HR decrease as AI’s role in hiring increases?</h2>
15
<h2>Will trust between candidates and HR decrease as AI’s role in hiring increases?</h2>
16
<p>37%are moderately or extremely concerned about candidate trust erosion</p>
16
<p>37%are moderately or extremely concerned about candidate trust erosion</p>
17
<p>31%are only slightly or not at all concerned</p>
17
<p>31%are only slightly or not at all concerned</p>
18
<h3>Strong EVPs focus on pay, flexibility, and growth</h3>
18
<h3>Strong EVPs focus on pay, flexibility, and growth</h3>
19
<p>The perceived most<b>impactful employee value propositions in hospitality</b>center on pay and benefits, with meaningful work ranking lowest, similar to the all-industries benchmark of 5%.</p>
19
<p>The perceived most<b>impactful employee value propositions in hospitality</b>center on pay and benefits, with meaningful work ranking lowest, similar to the all-industries benchmark of 5%.</p>
20
<p>Competitive pay & benefits</p>
20
<p>Competitive pay & benefits</p>
21
<p>Work-life balance & flexibility</p>
21
<p>Work-life balance & flexibility</p>
22
<p>Career growth & development</p>
22
<p>Career growth & development</p>
23
<p>Inclusive and equitable culture</p>
23
<p>Inclusive and equitable culture</p>
24
<h3>Cross-generational candidates want flexible work options</h3>
24
<h3>Cross-generational candidates want flexible work options</h3>
25
<p><b>Flexible work options consistently rank</b>as the most effective strategy for attracting talent across generations, while feedback mechanisms and mentorship programs rank lowest.</p>
25
<p><b>Flexible work options consistently rank</b>as the most effective strategy for attracting talent across generations, while feedback mechanisms and mentorship programs rank lowest.</p>
26
<h2>What talent strategies are most effective for hiring across generations?</h2>
26
<h2>What talent strategies are most effective for hiring across generations?</h2>
27
<ul><li>Flexible work options</li>
27
<ul><li>Flexible work options</li>
28
<li>Generationally tailored recruitment messaging</li>
28
<li>Generationally tailored recruitment messaging</li>
29
<li>Inclusive and multi-generational training opportunities</li>
29
<li>Inclusive and multi-generational training opportunities</li>
30
</ul><h2>How to protect hiring integrity and candidate trust</h2>
30
</ul><h2>How to protect hiring integrity and candidate trust</h2>
31
<p>In hospitality, trust is built one hiring interaction at a time and can be a deciding factor in who accepts an offer. How candidates experience the hiring process plays a growing role in trust, acceptance rates, and long-term retention.</p>
31
<p>In hospitality, trust is built one hiring interaction at a time and can be a deciding factor in who accepts an offer. How candidates experience the hiring process plays a growing role in trust, acceptance rates, and long-term retention.</p>
32
<h2>Ask your team</h2>
32
<h2>Ask your team</h2>
33
<ul><li>How can we increase confidence in our ability to prevent fraud? Do we need a new tool, new training, or something else?</li>
33
<ul><li>How can we increase confidence in our ability to prevent fraud? Do we need a new tool, new training, or something else?</li>
34
<li>Are our employee value propositions clearly reflected in how roles are marketed and interviewed?</li>
34
<li>Are our employee value propositions clearly reflected in how roles are marketed and interviewed?</li>
35
<li>How are we building trust with both candidates and organizational leaders around our use of AI in hiring, and where can we be more transparent or invite feedback?</li>
35
<li>How are we building trust with both candidates and organizational leaders around our use of AI in hiring, and where can we be more transparent or invite feedback?</li>
36
<li>Which trust-building talent strategies truly differentiate us from the market, rather than just matching it?</li>
36
<li>Which trust-building talent strategies truly differentiate us from the market, rather than just matching it?</li>
37
</ul><h2>Take this action</h2>
37
</ul><h2>Take this action</h2>
38
<ul><li>Treat trust and fraud prevention as a competitive advantage, not just a compliance requirement. Prioritize buy-in from internal teams on implementing fraud-fighting solutions early in the year.</li>
38
<ul><li>Treat trust and fraud prevention as a competitive advantage, not just a compliance requirement. Prioritize buy-in from internal teams on implementing fraud-fighting solutions early in the year.</li>
39
<li>Align talent strategies with top candidate priorities, such as flexibility, pay, and communication.</li>
39
<li>Align talent strategies with top candidate priorities, such as flexibility, pay, and communication.</li>
40
<li>Add transparency to automated or personalized communication with candidates, especially related to AI used in hiring.</li>
40
<li>Add transparency to automated or personalized communication with candidates, especially related to AI used in hiring.</li>
41
<li>Establish a clear ownership and reporting structure for AI-powered solutions. Close any gaps in basic automations quickly, then focus your team on securing cutting-edge advantages-such as accurate identity verification and efficient resume filtering.</li>
41
<li>Establish a clear ownership and reporting structure for AI-powered solutions. Close any gaps in basic automations quickly, then focus your team on securing cutting-edge advantages-such as accurate identity verification and efficient resume filtering.</li>
42
</ul>
42
</ul>