13 tips for employers hiring a lot of student, recent grads for hospitality jobs

When hiring dozens or even hundreds of candidates for hospitality jobs, employers need a fast, personable, and highly organized recruitment process. Hospitality roles—such as front desk agents, housekeepers, servers, event staff, and concierges—demand strong interpersonal skills, attention to detail, and the ability to thrive in fast-paced environments. Employers can streamline hiring by using applicant tracking systems (ATS) to quickly sort candidates based on availability, prior hospitality experience, and key soft skills like customer service and teamwork. Posting job openings on platforms like College Recruiter, which connects early career talent with meaningful opportunities, can help attract students and recent grads eager to work in hotels, restaurants, resorts, or event venues. Pre-employment assessments, including role-play scenarios and customer service simulations, can further help identify candidates who excel in guest-facing roles.

To efficiently manage high-volume hiring, hospitality employers can host open interview days, job fairs, or even walk-in interviews to evaluate large groups of candidates at once. Group interviews and on-the-spot practical exercises—such as setting up a table, checking in a guest, or handling a customer inquiry—can give employers a real sense of how candidates will perform on the job. Structured interviews focusing on behavioral questions help assess qualities like adaptability, conflict resolution, and problem-solving under pressure. Once hired, a well-organized onboarding process that includes hands-on training, shadowing experienced staff, and clear expectations ensures new hires feel prepared and confident. Strong onboarding also sets the stage for excellent guest experiences and long-term employee retention.

We recently reached out to 13 hiring experts to ask for their recommendations for employers who plan to hire dozens or even hundreds of students and recent graduates who are early in their careers and searching for hospitality jobs.

• Implement A Strong Onboarding Process
• Use Video Screening Tools
• Never Sacrifice Quality For Quantity
• Hire For A Service Mindset
• Prioritize Positive Attitude And Work Ethic
• Hire Based On Skills And Temperament
• Write Engaging And Energetic Job Ads
• Focus On Candidate Experience
• Conduct Exit Interviews For Insights
• Be Transparent About Compensation And Responsibilities
• Use Skills-Based Hiring
• Adopt Robust ATS Tools
• Look For Skills And Experience

Implement A Strong Onboarding Process

One of the biggest mistakes employers make when hiring hospitality staff in bulk is thinking the job is done once contracts are signed. But that’s just the start. To ensure new hires succeed—and actually stick around—you need a strong onboarding process. A well-structured onboarding plan makes employees feel welcomed, valued, and set up for success from day one. It’s more than just handing them a uniform and a staff handbook—it’s about engaging them, introducing the culture, and giving them the tools to thrive.

Use a system to send out HR forms before their first day—no one wants to spend their first shift drowning in admin. Automate processes where possible so you can focus on what really matters: spending time with your new hires. Onboarding isn’t just a one-day event. Schedule regular check-ins, especially in the first few weeks, to understand their challenges and successes.

Software like Alkimii can help automate this, ensuring no one is overlooked. When employees feel supported, they’re more likely to stay, grow, and contribute to your business. Over the years I worked in hospitality, I always vouched for the idea that this isn’t just a job—it can be a career. Make sure your new hires feel that too. Show them they’re stepping into a workplace where they can develop skills and build a future. The way you welcome them from day one shapes their journey in hospitality.

Sinead Marron, Director of Growth UK, Alkimii

Use Video Screening Tools

Hospitality is all about people. A stellar bartender, server, or front desk employee isn’t necessarily great on paper—on the phone or in person, they’re experts at engaging, troubleshooting, and building a phenomenal guest experience. That’s why great employers use short, scripted video or live screenings instead of reading resumes.

What to do instead:

1. Apply video screening tools to assess communication and personality early on.
   
2. Ask scenario questions—”What do you do when a guest is upset?” trumps “Tell me about yourself.”
   
3. Seek attitude rather than experience—talent can be taught, but a wonderful attitude is worth more than money.

Matthew Heyes, Founder, Backpacker Job Board

Never Sacrifice Quality For Quantity

The most critical factor when hiring high-volume candidates for hospitality roles is to never sacrifice quality in pursuit of quantity. Employers often feel pressured to speed up their recruitment processes when faced with the challenge of filling numerous positions quickly. However, cutting corners during hiring can lead to long-term issues, including reduced employee performance, higher turnover rates, and compromised guest experiences.

It’s essential to adhere strictly to your established hiring process, ensuring each candidate meets the standards and expectations necessary for success in hospitality roles. Consistency in screening, interviewing, and onboarding processes helps maintain quality control, even when hiring at scale.

Before committing to a large-scale hiring project, carefully evaluate whether the required timeline is realistic. Determine if your current recruitment resources, including staff, tools, and processes, can effectively manage the volume of candidates needed. Clearly communicating realistic timelines with stakeholders from the beginning helps set appropriate expectations and prevents compromising your organization’s hiring standards.

Grant Morningstar, CEO, Elevate Events

Hire For A Service Mindset

When hiring high-volume candidates for hospitality jobs, employers often fall into the trap of hiring based on speed and forgetting about cultural fit. In the scramble to fill positions, it’s easy to put availability ahead of quality, but this leads to high turnover, inconsistent service, and bad guest experiences—all of which end up costing more in the long run.

We’ve faced such recurrence in large event hiring and high travel periods. As we scaled, we realized early on that hiring purely on availability resulted in drivers who knew little to nothing about our luxury service standards. Because we wanted them to feel like non-competitors, we made sure the only thing they cared about in the hiring process was service instincts, not qualifications. To cite an example, during interviews, we provide candidates with real-world scenarios—such as how they would work with a VIP customer with a budget request on short notice.

My advice to businesses hiring at scale is not to hire bodies but to hire for a service mindset. More specifically, a lean, well-trained, customer-oriented team will always outperform a big, unprepared team, even in a fast-paced hospitality environment.

Arsen Misakyan, CEO and Founder, LAXcar

Prioritize Positive Attitude And Work Ethic

When hiring high-volume candidates for hospitality jobs, one thing employers should do is prioritize finding candidates who have a positive attitude and a strong work ethic. In hospitality, customer service is everything, and candidates who bring energy, enthusiasm, and a willingness to go the extra mile can make all the difference in creating a memorable guest experience. It’s easy to overlook these qualities when there are so many candidates to sift through, but focusing on personality traits like friendliness, problem-solving skills, and resilience will pay off in the long run.

On the flip side, employers should avoid rushing through the interview process and neglecting the importance of training and onboarding. It’s tempting to hire quickly when staffing needs are high, but skipping thorough interviews or training sessions can lead to employees who aren’t prepared for the fast-paced, service-oriented demands of hospitality jobs. Setting candidates up for success with proper orientation, clear expectations, and support will help ensure they perform well and stay engaged with the job.

Katie Breaker, Sales Director, BirdieBall

Hire Based On Skills And Temperament

If you are hiring high-volume candidates for hospitality jobs, stop relying on gut feelings and start hiring based on real skills and temperament. Too many managers make quick decisions based on a brief chat, a good vibe, or sheer desperation to fill shifts. For me, that is not hiring. That is gambling.

Remember that hospitality is not just about technical ability. It is about someone who can handle pressure, stay upbeat, and thrive in fast-paced, customer-facing environments. Instead of rushing to get warm bodies in the door, you should be testing for resilience, adaptability, and people skills. A five-minute conversation will not tell you if a candidate can handle back-to-back shifts with demanding customers, but a situational test or trial shift will.

We analyze hiring trends across industries, and our data is clear. Retention in hospitality depends on better hiring upfront. If you bring in the wrong people just to fill slots, you will be hiring for the same role again in a few months. Slow down just enough to hire right the first time. It will save you more time, money, and frustration in the long run.

Stephen Greet, CEO & Co-Founder, BeamJobs

Write Engaging And Energetic Job Ads

If employers are hiring for hospitality jobs in large numbers, they should write job ads that are fun and full of energy. Hospitality is all about creating a great experience for customers, so the hiring process should reflect that. A dull, robotic job ad will blend into the background, but one with personality will catch the right kind of attention. Use playful language, highlight exciting parts of the job, and make it sound like a place where people want to work. If the ad feels engaging, applicants will assume the job is too. This attracts candidates who enjoy lively environments and thrive in customer-facing roles.

Hugh Dixon, Marketing Manager, PSS International Removals

Focus On Candidate Experience

Employers seeking to fill hospitality positions in large numbers should aim to fill roles quickly and focus on candidate experience. A classic mistake is to fail to respond in a timely manner—in a high-stakes sector, the best candidates frequently move on to other opportunities if their selection takes too long. The success of the hiring process can be drastically improved by simplifying forms, providing instant interviews, and giving timely feedback.

In the meantime, employers must not forget about soft skills. The hospitality industry is service-driven, and hiring based simply on their willingness to work, rather than their personality, leads to high turnover and lower guest satisfaction. Offering short, objective interviews to rate communication, conflict resolution, and cooperation skills helps to pinpoint those who will excel in demanding situations.

Another frequent mistake is overlooking retention. High-volume hiring does not mean that employees are considered disposable. Clearly defined paths for career advancement, along with the opportunity for remote work and decent salaries, can enhance retention rates and lessen the need for repeat recruitment.

Cache Merrill, Founder, Zibtek

Conduct Exit Interviews For Insights

Conducting exit interviews with departing employees is a powerful tool for employers hiring high-volume candidates in the hospitality industry. These interviews provide valuable insights into the hiring process and work environment, helping employers identify areas for improvement. 

Understanding why employees leave helps refine recruitment strategies and ensures a better fit with company culture. Gathering this feedback can also guide the development of more effective and relevant training programs for new hires. 

Employers who embrace this practice show a genuine commitment to enhancing the employee experience and fostering a positive work environment. It’s an essential step in building a team that feels valued and supported. In the long run, it leads to a stronger, more engaged workforce.

Lev Peker, CEO, CARiD

Be Transparent About Compensation And Responsibilities

When hiring high-volume candidates for hospitality jobs, I think one thing employers should do is be upfront about compensation and job responsibilities. Transparency helps set realistic expectations and builds trust with potential employees, which is key in an industry with high turnover rates. It also helps attract candidates who are a good fit for the role and the company culture.

Justin Smith, CEO, Contractor+

Use Skills-Based Hiring

If employers are hiring high volumes of candidates for hospitality jobs, they should use skills-based hiring to speed up the process. Resumes provide limited insight, so assessing candidates based on abilities like customer service, problem-solving, and multitasking allows for a faster and more accurate selection. Hospitality moves quickly, and new hires need to handle pressure while maintaining a positive attitude. Role-playing exercises, situational assessments, and quick service trials make it easier to identify the right people. This method shortens interview times, improves retention, and ensures employees are prepared to deliver great experiences from day one.

Linzi Oliver, Commercial Marketing Manager, HorseClicks

Adopt Robust ATS Tools

Efficiently managing high volumes of applicants and streamlining the hiring process can be achieved through the adoption of robust ATS tools, ensuring no candidate slips through the cracks. A reliable ATS helps organize and track applications, making the process smoother for recruiters and candidates alike. These systems enhance communication throughout the hiring journey, providing a better experience for all involved. 

The analytical features of an ATS give valuable insights that help fine-tune recruitment strategies. A streamlined, organized hiring process strengthens the employer’s brand, leaving a positive impression on potential hires. Embracing this technology can help attract top talent and ensure no opportunity goes unnoticed in a fast-paced job market.

Jerry Han, CMO, PrizeRebel

Look For Skills And Experience

One tip I have is to look for skills and experience, rather than the quality of education. Skills-based hiring leads to more high-potential employees because it cuts the onboarding time by at least half and lets people take the initiative to grow and lead from the first day. Granted, every company has its own culture and customized working tools that new hires need to be trained on, but if they already have the basic and some advanced skills required to do the job they are hired for, there is less need for hand-holding. In my company, interaction with clients is 90% of the job, so I looked for people who understood the tone and philosophy of the company for such engagement and I find this leads to more positive feedback and longer client relationships.

Manasvini Krishna, Founder, Boss as a Service