In today’s competitive hospitality market, hoteliers face more pressure than ever to attract and retain the right talent. Traditional hiring methods are no longer effective due to shifting candidate expectations and rapid changes across the industry.
To keep up, hotels need a sharper, more people-first approach to recruitment. That’s where the new 4 Ps come in: Purpose, Personality, Position, and Progression. This framework helps employers build stronger teams, reduce turnover, and create workplaces where people thrive.
Let’s break down each area and how you can apply it in your recruitment strategy.
Purpose: Why the Role Exists
People don’t just want a job; they want a reason to show up.
When you communicate the purpose behind a role, you’re no longer just advertising tasks. You’re showing how the position contributes to something bigger, whether that’s creating memorable guest experiences, supporting the local community, or driving the hotel’s reputation for excellence.
What this looks like in practice:
- Include a clear mission or value statement in your job descriptions
- Highlight the role’s impact on guests, teams, or business success
- Explain how the position fits into your wider vision as a hotelier
Candidates who feel emotionally connected to your purpose are more likely to stay, perform well, and grow with the business.
Personality: Hiring for Cultural Fit
Great teams aren’t just built on skills; they’re built on character.
Hiring someone with the right personality helps create a workplace culture that flows. In hospitality, that can mean finding people who are calm under pressure, passionate about service, or naturally collaborative. Defining what traits work best in your environment allows you to recruit more intentionally.
How to bring this into your recruitment:
- Define your internal culture: what values matter most?
- Use personality-based interview questions to explore traits, not just experience
- Share real stories and team profiles on your careers page to attract like-minded candidates
Hiring for fit leads to better team dynamics and a smoother guest experience across the board.
Position: Clarity Over Titles
A flashy job title means little without a clear understanding of what’s expected.
Candidates today want honesty and transparency. They want to know exactly what they’re signing up for. Providing detail around the role, including working patterns, tools used, and team structures, helps set realistic expectations and reduces early turnover.
Tips for refining your job descriptions:
- Focus on clarity over buzzwords. Use plain language
- List daily responsibilities, reporting lines, and shift patterns
- Include information on pay where possible. It builds trust
- Outline what success looks like in the first 3 to 6 months
When candidates know what to expect, they’re more likely to succeed.
Progression: Show the Path Ahead
Few things motivate employees more than knowing they can grow.
Hotels that highlight career progression don’t just attract better people; they keep them. Whether it’s formal training, mentorship, or a clear route into management, showing a path forward is one of the most powerful ways to stand out as an employer.
Here are some strategies to promote progression in your hiring process:
- Share examples of internal promotions or long-term staff stories
- Offer learning and development opportunities (even informal ones)
- Build development check-ins into your onboarding process
- Create a simple roadmap showing where each role can lead
If people can picture a future with you, they’re more likely to start and stay.
Bringing It All Together: From First Click to First Day
Adopting the new 4 Ps doesn’t mean reinventing your entire recruitment process. It means adding more meaning, more clarity, and more intention at every stage of the journey.
Here’s a quick checklist to bring it all to life:
- Purpose: Is the bigger “why” behind the role clear in your job advert?
- Personality: Are you screening for the right traits, not just skills?
- Position: Are your job descriptions detailed, honest, and helpful?
- Progression: Are you showing candidates where they can grow?
When all four are in place, your recruitment process becomes more than just a transaction. It becomes a reflection of your brand and a key driver of long-term success.
Why It Matters More Than Ever
In a sector built on service and trust, your people are your brand. Every receptionist, chef, housekeeper, and manager plays a part in delivering your guest promise.
By taking a more thoughtful, strategic approach to hiring, hoteliers can build stronger teams, improve staff retention, and create a working environment where people genuinely want to be.
Need Support?
At Edwards & Finn, we specialise in recruiting for hotels, resorts, and premium hospitality spaces. Whether you’re looking to refine your hiring process or bring the 4 Ps into your strategy, we’re here to help.
Watch the full video on E&Ftv here: The Check-In Series EP 1
Get in touch today to find out how we can support your next hire or your next big growth phase.