Hospitality Staffing Solutions, LLC (HSS) was recently named to the 2019 Staffing Industry Analysts (SIA) listing of the Largest Staffing Firms in the United States. This is the second consecutive year that HSS has appeared on the list, SIA has conducted this annual survey for the past 24 years. HSS moved up in the ranking 9 spots since last year reflecting the growth of the company. The report highlights 157 companies that generated at least $100 million in US staffing revenue in 2018. Added together, these firms generated $90.2 billion in such revenue, making up 60.9% of the market by our estimates.
“HSS continues to grow both by expanding geographically and focusing on providing excellent service to both our clients and employees,” said Tim McPherson, CEO of HSS. “As staffing continues to grow as an industry, we have found that clients are increasingly choosing a partner with the experience, resources, and industry focus needed to deliver quality employees and highly responsive service. We’re looking forward to continue this growth strategy in the coming years.”
HSS has expanded into new geographies now servicing 38 states and a host of new vertical markets including event venues, senior living facilities, food & beverage service and other industries. In add
ition, HSS recently acquired FoodStaff in February of 2019. FoodStaff is a specialty provider of food and beverage personnel. HSS is expanding FoodStaff operation into many of its existing markets in order to grow in this focused area of the hospitality industry.
In addition, HSS has now rolled out new service offerings including perm placement, assisting clients to secure quality team members at all levels of their organization in this historically tight recruiting market.
The company will announce further expansion into new geographies, new vertical market offerings and services throughout the second half of 2010.
Hospitality Staffing Solutions LLC is the leading provider of contingent staffing support to the Hotel and Resort industry in the USA, serving more than 800 clients and employing over 8,500 employees daily to these properties. HSS also provides a robust suite of outsourced services within the Housekeeping and Janitorial operations of its clients. With operations now in 38 states, HSS is poised to continue leading this sector through its’ aggressive growth strategy, as well as supporting into new vertical markets such as Senior Living and Medical facilities, Health and Wellness Retreats, Colleges/Universities and Convention Centers.
Founded in 1989, SIA is the global advisor on staffing and workforce solutions. SIA provides research covering all categories of employed and non-employed work including temporary staffing, independent contracting and other types of contingent labor. SIA’s independent analysis provides insights into the services and suppliers operating in within a wide range of workforce solutions. A division of the international business media company, Crain Communications Inc., SIA is headquartered in Mountain View, California, with offices in London, England.
You Just got hired with HSS! Congrats on this new beginning! Follow these quick easy steps to make a great first impression!
Say “YES” to new opportunities. You may be daunted on taking a new role that is not in your comfort zone but your willingness will show your ambitious and initiative.
Establish goals. Work with your higher ups to determine a few goals within your first three months. This can be mastering protocols or completing projects.
Solve problems. Take the matters in your own hands. If you encounter a little bump in the road do not go running to your supervisor. Show them that you overcome obstacles instead of them hindering your performance.
Make connections. Step outside the box to get to know your coworkers but don’t stop there. Get to know everyone in your work community to establish a meaningful relationship.
Speak your mind. Don’t cross boundaries of course but let any questions, comments, or concerns be known! Your voice and options matter so let’s hear them!!
Manage your time. Know what projects or tasks must be done first. Prioritize the most important to meet deadlines of all sorts.
Seek feedback. Ask your management how you’re doing. This will give you a clear perspective of what needs to be fixed and what is just right.
When it comes to media marketing, it’s often hard to keep abreast of all the constant new developments. Being able to direct the travel intent of potential customers is a goal that’s been on the agenda for many years, but some of the newer programs aren’t as easy to understand. This article discusses several different tools for guiding travel intent, which ones that are the best to utilize and each of their strengths and weaknesses.
Here is an excerpt:
Travel Intent Targeting is essentially the ability to find users who have decided on a destination but have not yet chosen a specific hotel in that destination. Targeting travelers who aren’t necessarily familiar with your property but are headed to your city is the next logical step up the booking funnel, opening up an entire ecosystem of potential guests.
Travel Intent is nothing new. But some of the tools are.
The concept of travel intent marketing has been around for years, but new tools and platforms boasting intent-based targeting have hoteliers more than a little overwhelmed, unsure which tools to pay attention to and which tools to ignore.
In order to maximize the effectiveness of your hotel, being able to keep the level of quality you want to give can also help lower your costs. There’s no reason why the terms must be mutually exclusive. Here are some things to keep in mind when trying to achieve the highest caliber of service.
Most directly, a higher quality staffing firm can ensure the quality and training of its personnel. Cleanliness is considered the #1 driver of guest ratings of properties. A guest ratings of cleanliness extends from luxury properties all the way to budget-conscious brands. Working to achieve best-class cleanliness should never be compromised.
High turnover in staff can have a cascade effect within a hotel in terms of quality and in terms of budget. Overtime costs can skyrocket, quality can drop, and the cost in time of finding replacements all impact the bottom line. HSS’s turnover rates are among the lowest in the industry. This is achieved through a robust recruiting process, intense screening, and market intelligence regarding payrates.
To reduce costs, many staffing companies commit to staffing levels that are simply unrealistic. This can lead to overtime which impacts the bottom line in two ways. First, the direct costs of overtime means that you pay more per hour for a staff member to do the same job. But there is a second, often overlook result: employee stress. Although many workers enjoy occasional overtime, HSS studies show that the stress from consistently working more hours can increase turnover as a result of burnout and fatigue.
In the hospitality industry, experience is everything. Hotel staff with experience deliver higher quality, lower turnover, and require less on-the-job training. In addition, the experience of the staffing company itself can help reduce costs. For example, HSS has been working in hospitality staffing for nearly 30 years. Many of its own internal staff and management come from the hotel and resort industry. This knowledge and experience is invaluable in terms of knowing what works and what doesn’t at a property – experience that can save you money.
When it comes to following state, federal and local regulations, properties rely on their staffing partners to follow the law. Unfortunately, many properties incorrectly assume that any missteps by a staffing company do not reflect on their brand. This is untrue. When it comes to safety regulations, classification of labor and eligibility to work, properties are responsible for following regulations and ensuring their staffing partners are doing the same. While taking shortcuts with regulations will result in al lower bill rate short-term, there are long-term costs and repercussions. Shortcuts in this arena simply don’t make long-term economic sense.
Working with a staffing partner to increase quality, reduce turnover, and ensure compliance will deliver better results to the bottom line. This strategy requires digging deeper into proposed bill rates to ask adequately compare costs. A low bill rate that doesn’t include key elements like experience and compliance is not savings; it’s a long-term cost liability.