Getting Hotels Back Online

Getting Hotels Back Online

5 Keys to Cleaning for Hotels to Reopen

We’ve started to work with hotels and management companies to help them come back online after this crisis begins to subside.  Everyone in the hospitality industry is looking ahead toward the other side of this period with a big question mark.  But there are some basics that we know will happen:

First, people will begin to travel and stay in hotels again.

Second, there will be a new normal when it comes to how we all get back online.

While there are many question marks in the future, there are some trends that we know hotels will need address moving ahead.  Here are 5 of essentials hotels will need to get back up online after this crisis subsides:

1.)  Deep Cleaning

If a hotel has been dormant for weeks or month, deep cleaning is key.  Dust collects, rooms need to be made, floor polished and upholstery and drapery may need freshening.  Depending on the length of time the hotel has been dormant and the level at which the hotel was closed, deep cleaning the entire property or a set of rooms may be in order.

2.)  Defect Repair and Reporting

hospitality rules and regulationsIn the normal course of hotel operations, challenges like burnt out light bulbs, plumbing repairs, and hardware failures are reported and fixed daily.  The last few weeks have been anything but normal.  Walking through a property to catch these items can help in getting a hotel guest ready and back online.  Auxiliary cleaning staff can help to keep an eye out for these defects and perform small maintenance or report more extensive repairs prior to an opening.

3.)  Evaluate Cleaning Protocols

Realistically, this crisis is not going to simply end.  The coronavirus causing COVID-19 will continue to impact society and expectations of cleaning will be heightened for the foreseeable future.  Looking at everything from chemicals used to clean to what amenities will be available in rooms will have to be evaluated and reconsidered.  The AHLA has some great resources citing the WHO and CDC for recommended protocols for hotels and restaurants as we enter this new era.  Having these cleaning protocols in place and training staff on new protocols will be essential  in this new era.

restaurant kitchen cleaning services4.)  Offer Guest Assurance

Communicating to guest is always important, but as hotels look to reopen it will take on new importance.  Guests will want to know about enhanced protocols, chemicals used for cleaning, and what steps the hotel is taking front and back of house to maximize safety and protection.

5.)  Preparing for Future Outbreaks

Having a contingency for near-term outbreaks is key.  As contact tracing becomes part of the new-normal, hotels will have to prepare for guests that may have been infected and have a protocol in place for isolation and cleanup.  This may be involve communicating with guests, isolating rooms, and performing deep-cleaning.  Having a plan in place and a relationship with vendors that can provide deep-cleaning and/or COVID remediation is essential.

HSS, along with its parent company KBS, is working with hotels and management companies to plan for re-opening through deep cleaning, COVID remediation planning, and providing extra staff during re-openings.  For more information visit our COVID crisis page or contact us today.



HSS Wins 2020’s Best of Staffing Client Award

HSS Wins 2020’s Best of Staffing Client Award

HSS Wins 2020’s Best of Staffing Client Award

Atlanta, GA – February 4, 2020 – Hospitality Staffing Solutions, a leading staffing agency announced today that they have won Best of Staffing Client Award for providing superior service to their clients. Presented in partnership with presenting sponsor, CareerBuilder, and gold sponsors Indeed and Glassdoor, ClearlyRated’s ClearlyRated’s Best of Staffing® Award  winners have proven to be industry leaders in service quality based entirely on ratings provided by their clients. On average, clients of winning agencies are 3.3 times more likely to be completely satisfied with the services provided compared to those working with non-winning agencies.

Hospitality Staffing Solutions received satisfaction scores of 9 or 10 out of 10 from 68.3% of their clients, significantly higher than the industry’s average of 24%.

“We are extremely honored to be named as Best of Staffing for the second year in a row,” said Tim McPherson, president of Hospitality Staffing Solutions.  “The Best of Staffing award communicates the high levels of service we provide to our customers and also serves as an important tool to help us improve on that service moving ahead.  Our industry focus, expertise, and commitment to being the premiere supplier of hospitality staffing nationwide is reflected in achieving this Best of Staffing recognition.  We’re looking forward to continuing to earn the respect and high client ratings for next year’s award.”

“Now more than ever, it is important for staffing firms to deliver consistently remarkable experiences to the clients and talent they work with,” said ClearlyRated’s CEO Eric Gregg. “This year’s Best of Staffing winners have shown their commitment to exceptional service, committing to not only measuring satisfaction, but taking action on the feedback. I couldn’t be more proud to showcase these industry leaders alongside feedback from their actual clients and candidates on ClearlyRated.com and applaud them for their commitment to making improvements at their respective firms!”


About Hospitality Staffing Solutions

Hospitality Staffing Solutions is the leading provider of contingent staffing support to the Hotel and Resort industry in the USA, serving more than 1,000 clients and employing nearly 10,000 employees daily to these properties.  HSS also provides a robust suite of outsourced services within the Housekeeping and Janitorial operations of its client’s properties.   With operations now in 37 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.   HSS is now proudly a part of the Kellermeyer Bergensons Services (KBS) family of companies. KBS is a leading facility support services provider within the Retail, Logistics, Industrial, Business and Hospitality industry sectors.   To learn more, visit www.hssstaffing.com or www.kbs-services.com for more information on our company.

About ClearlyRated

Rooted in satisfaction research for professional service firms, ClearlyRated utilizes a Net Promoter Score survey program to help professional service firms measure their service experience, build online reputation, and differentiate on service quality. Learn more at https://www.clearlyrated.com/solutions/.


About Best of Staffing

ClearlyRated’s Best of Staffing® Award is the only award in the U.S. and Canada that recognizes staffing agencies that have proven superior service quality based entirely on ratings provided by their clients and job candidates. Award winners are showcased by city and area of expertise on ClearlyRated.com – an online business directory that helps buyers of professional services find service leaders and vet prospective firms – based exclusively on validated client and talent ratings and testimonials.

Related Articles


Is Outsourced Housekeeping an option for your Hotel?

Is Outsourced Housekeeping an option for your Hotel?

By Luke Lindahl, Senior Vice President of Operations.

Hss Solutions


Outsourced Housekeeping

In my role, I get to meet with General Managers and Executive Housekeepers every day that struggle with the same problem, how to keep enough Housekeepers on staff to meet the hotel’s labor demands. Many times, the discussion of Full Outsourcing or “Housekeeping in a Box” or “Turnkey Housekeeping” comes up, and I wanted to share some key learnings that I’ve experienced at HSS that help me have those conversations.

First, outsourcing means different things to different people. Sometimes “Outsourcing” means supplemental staffing, and sometimes it means getting the majority/all of your staff from a staffing company for the housekeeping department. And sometimes it means letting another company run your housekeeping department (including the Housekeeping Manager). Whichever definition “Outsourcing” means to you, really, it’s just different levels permanent hotel staff on your payroll vs a staffing company.

Second, is a change like this permanent? The answer is no, sometimes what might start as supplemental staffing, might grow to a full outsourcing based on the needs of the hotel. Also, what starts as full outsourcing can move to a majority staffing situation if the right manager is hired directly by the hotel. The true test of a good staffing company partner is one that feels comfortable moving their model around based on the hotel’s needs.

And lastly, what are the benefits to each of these models. In my opinion, the main benefit is reduced management distraction. I tell customers all the time, and I 100% believe it. You focus on driving occupancy and the guest experience and let a staffing organization focus on keeping your department full. We are seeing a rise in this type of model with hotels, resorts, and casinos across the country as labor markets are tightening. When the partnership is strong, the model is incredibly efficient and drives great results!

HSS Outsourcing

Exceptional Talent. Passionate Service. Superior Results™

We are the premiere service provider for a full range of hospitality managed services including housekeeping, janitorial and specialty services.

We work with our clients to provide a seamless brand acceptance and standard that offers efficiency, timeliness, quality, and above all exceptional customer service. We also offer the advantage of a nationwide pool of talent to ensure access to qualified workers is never an issue.

Read the article: http://https://www.linkedin.com/pulse/outsourced-housekeeping-option-your-hotel-luke-lindahl
Hospitality Staffing Solutions, LLC.


Making Hospitality Work with WorkRecords

Making Hospitality Work with WorkRecords


A Q&A with WorkRecords On Helping Hotels Reach the Next Level of Productivity

WorkRecords is out to change the way we look at work.  The networked software company helps organizations, including hotels, track every aspect of its workforce and use that data to improve operations.  The company has worked with large hotel management companies as well as individual properties across the U.S. to help revolutionize how hotel look at workforce data.   But far from being an abstract productivity tool, the leadership team at the company is focused on offering benefits to everyone involved in the employment cycle, including both employers and employees.

hospitality works

Bill Dougherty, Client Service Executive for Hospitality

Bob Stegall, President

HSS is a certified WorkRecords vendor and helps hotels integrate WR and utilize it on an ongoing basis to trace worker activity at individual properties and also more widely across multiple properties. HSS sat down with Bob Stegall, President of WorkRecords as well as Bill Dougherty, the company’s Client Service Executive for Hospitality to talk about how they are working with hotels today and what trends they see in the future for staffing within the hotel industry.

What are some trends in hospitality that are driving the use of your software?

Bob Stegall:
You see the same trend in hospitality as you saw in manufacturing a few years back which is where we got started.  And that’s toward efficiency and the data
required to manage a multiple employer workforce.  Quality is, more or less, a given in everything from cars to appliances to hotels. We expect quality from standard hotels up to luxury brands.  Labor cost has always been the largest share of a hotels expenses.  With increasing labor costs chipping away at profits, efficiency becomes the next big driver.   Hotels are looking for any edge they can find to help run their property more efficiently. Increasingly, their finding the answers they need in data.

Bill Dougherty:  We see this thirst for information from hotels because they are driving toward greater efficiency.  They want to see an accurate picture of their labor costs on a daily basis and sometimes even an hourly basis.  And so we see hotels either struggling to provide that information through very cumbersome, time consuming processes or just giving up and lumping everything into one monthly line item that really doesn’t tell them much.

Is this thirst for data coinciding with other trends in hospitality?

Bill Dougherty:  Hotels operations are becoming more complex.  More properties are offering spas, restaurants, golf, and other amenities that were once concentrated in only very upscale properties.  Being able to track employees across all venues can be incredibly helpful to everything from tracing pay, limiting overtime, and better deploying a workforce.  In addition, we’re seeing the increased use of contract staffing throughout hospitality. Our software not only helps document contract labor, we actually help hotels and staffing companies work together to better utilize hotel staff.  So it’s not just about tracking hours; it’s about creating a more effective workforce.

What is the relationship between you and Staffing companies?

Bill Dougherty:  We began a certification program with staffing firms because the relationship is so important.  For example, HSS was certified last year and
has been a great partner in working with many hotels and management companies to implement the software.  Hotels often
don’t know it, but staffing firms like HSS are very interested in utilizing workers in the most efficient way possible as well.  In the past, a hotel might call a staffing
company around the corner when they were in a pinch.  Today, contract labor can be a partnership that can help increase quality and help better allocate budget.  A staffing firm that’s proficient in leveraging
data can be a great asset for a hotel or management company.

How is WorkRecords typically implemented at a hotel?

Bob Stegall:
We knew early on that, to be successful, we had to offer benefits to everyone in the employment cycle.  So there couldn’t be winners and loser anywhere in the cycle of employer ,employee, staffing company, corporate – they all had to realize some benefit of using our software.

What are some of those benefits in the hotel industry?

Bill Dougherty: For employees, the use of our tool can mean a faster paycheck.  We’ve seen the pay cycle in hotels reduce dramatically from biweekly to weekly – we’ve been working with some partners to get to a daily cycle.  We can help the individual hotel property save time in accounting and HR by producing reports that used to take hours down to a matter of minutes.    It can also mean a smarter workday by reducing the number of trips between buildings or hotel floors.  These are small examples but can have a big impact on someone’s day to day work.

Bob Stegall:
It’s important to point out that, in today’s tight labor market, any
advantage you can offer employees is key.
Streamlining hourly tracking and accurate, timely pay is vitally
important to workers and can help with employee retention.

Bill Dougherty:  That’s a great point.  I think that another benefit gets back to the
relationship between hotels and staffing companies. We hear all the time from
hotels that work with HSS that the data going into the system is clean.  It reminds me of seeing a smoothly operating
back of house.  When you have well-lit
hallways, organized linens, and everyone working systematically, great quality
follows.  Hotels are finding that
partnership with staffing firms like HSS just as important on the data
side.  When the numbers are clear and the
data is clean, you’re not putting out fires but able to fine tune an operation
and concentrate on the core value your customers demand.

What are some other trends that you see
looking ahead in 2019?

Bob Stegall:
We’ve heard more and more about the adoption of network platforms that span many areas of our lives.  Operation on the cloud, platforms like WorkRecords, take on the role of many disparate systems and link hotels to all their worker sources.  So instead of having a lot of non-networked systems, you have one networked solution for everyone that addresses many different needs of the workplace..  This fits into where we are headed with our customers. We’re offering a way to connect all of the processes that they currently do with regard to tracking work in their operation and all the tools they need to analyze that data.

Bill Dougherty: For hotels, the need to bring together information from operation is vital.  For example, a hotel with multiple-properties might have the same HR director overseeing two hotels, a golf course, multiple restaurants, spas and other
recreation facilities.  You might have cleaning staff that crosses between departments.  Using a networked platform is vital to see
that run smoothly.  Even in smaller properties, networking employment data can help improve efficiency.  Everything from the time it takes to turn over
a room to the time it takes to process payroll. These are very real factors in improving a property’s overall performance..  That’s why labor suppliers
like HSS play an important role in the process. They help ensure a smooth implementation of us into  their process have the team to help properties correctly input information so that it can be tracked and used with confidence.

Hospitality Staffing Solutions is a WorkRecords Certified
Supplier. To achieve this, HSS personnel passed a rigorous training and exam
process on WR core product and can offer clients a full working
knowledge of the platform by leveraging its powerful capabilities. As a
WR Certified supplier, HSS can help its clients more efficiently reach
their objectives of security and financial control through more in depth
knowledge of the software platform’s full features. WR is a widely
used tool for data collection and reporting used to connect workplaces,
suppliers, workers, and employers.  Learn
more about HSS and WR visit:

Bob Stegall
is the President of WorkRecords – a multi-sided labor platform company
connecting workplaces, suppliers, employers and workers. Stegall joined
the company after successfully serving as President/COO of Pro Staff a 300+
million-dollar staffing firm with hundreds of branches, focused primarily on
large, multinational corporations using contract labor. His work experience includes
enterprise hardware and software sales for IBM and managing a large Multiple
Employee Workforce for a division of LSI Industries. He has an extensive
background in sales, strategy, marketing, and operations with deep domain
experience around labor + technology. He is a graduate of Southern Methodist

Dougherty is WorkRecords Client Services Executive for Hospitality responsible
for opening new geographic markets and gaining the adoption of WorkRecords’ rapidly growing
network of labor-buyers and staffing suppliers, educating clients on labor
trends, smart staffing strategies and the full use of the robust data available
from the company.  Dougherty’s extensive hospitality background includes hotel management, asset management and development
of new hotel properties.  He holds degrees from Southern Illinois University Carbondale and Florida State University.

Strategies for Rising Hospitality Wages

Strategies for Rising Hospitality Wages

Rising Payrates Lead to Effective Strategy from Hospitality Staffing Solutions


Michelle Sims, VP of Hospitality Staffing Solutions Southwestern Division, speaks about her team’s strategy for responding to rising wages in Denver and Beyond


Michelle Sims is the VP of Hospitality Staffing Solutions’ Southwestern Division.  Sims’ team has worked with hotels, resorts and casinos in Denver for the last two years to smoothly navigate through minimum wage hikes that began to take effect in 2016.   

With the passage of Amendment 70, effective January 1, 2017, Colorado’s minimum wage increased to $9.30 per hour and will increase annually by $0.90 each January 1 until it reaches $12 per hour effective January 2020.

Sims shares her insights into how the market reacted and outlines some strategies that can be implemented anywhere to prepare for increases imminent throughout the U.S.

Minimum wage was first raised to $9.30 an hour effective on January 1, 2017.  What was the market reaction in Colorado?

In 2017, we saw that employers throughout many sectors including food service, hospitality, and retail, were raising their payrates beyond the minimum wage.  And they were doing this prior to the wage increases were mandated to go up.  I think that took many hotels off guard.  They were looking at a new minimum wage as a cost increase which was predictable and more or less an accounting issue.  Instead it turned out to be a disruptive influence on the marketplace causing people to look at other places of work or across different industries.   Many businesses took advantage of this pool of workers suddenly looking around at their options and were using higher

Michelle Sims is VP for the Southwestern Division of Hospitality Staffing Solutions wages to attract new employees.

Why do you think that the hike in minimum wage caused people to look for work?

I think it’s one of the unintended consequences of this kind of legislation.  Pay is suddenly being discussed in a public way and it’s natural for people look around for opportunities to get ahead.  With this legislation, Individuals seeking work have more options to increase their income and feel a sense of empowerment to ‘shop’ around and consider their options in an already tight labor market.

How have you worked with your clients to use this knowledge for future hikes?

We work with our clients throughout the year to prepare for the next year’s minimum wage increases.  Getting ahead of those rates and beginning to offer valued employees an increase in pay mid-year heads off the large scale movement of workers at the beginning of the year.  We provide them with details on pay trends in the market and work out plans for raising payrates while we also work out scheduling, volume of workers needed and employee retention activities.

Do you think this exercise is unique to the Denver market?

There are many places throughout the U.S. that are experiencing similar stepped increase to the minimum wage and many more are considering similar legislation.  With unemployment low virtually everywhere in the U.S., it’s hard to imagine a market that is not experiencing some competition for employees.  When a market raises its minimum wage, it intensifies that competition but it’s always there.  Wages are increasing as employers compete for a shrinking pool of qualified employees.  A minimum wage hike due to legislation just makes that increase more clear-cut.

What lessons can you share from your experience in Denver?

First, you have to get ahead of the curve when it comes to raising your rates.  Do it in advance of the deadline and consider raising rates above the minimum.  When the deadline hits, you’ll have a lot more employers flooding the market looking to fill open position and a lot more employers offering higher wages to fill much needed positions to run their business.   Timing is everything and I would say that it’s never too soon to start mapping out a strategy.

Also, employers should look at their total package when it comes to what they offer employees.  There are many things that workers value beyond a larger paycheck.  But don’t lose sight that in the Denver market, the pay rate is the foundation for recruiting and the additional benefits and the environment, along with their pay rate, is the foundation for employee retention.

What are some of the actions employers can take to retain and attract employees?

Flexibility in scheduling and time off can have a huge influence on whether an employee stays or not.  When it comes to coordinating child care or the care of an elderly adult, which is on the rise, that scheduling is often worth more than more money in a pay check.  Also, predictability when it comes to scheduling is another major factor.

Why do you think that’s so important?

In an on-demand culture, we forget that other obligations in life are not on-demand.  For example, it is easier for an employee to plan their personal obligations around a predictable work schedule that remains consistent month after month, or at minimum, each week.  On-demand is fine where it’s appropriate, but it comes at a cost which is often reflected in the hourly wage.

What are some other factors that HSS works with its clients on?

HSS very much keeps the fair and ethical treatment of employees’ front and center.  We have very thorough and stringent policies regarding pay, fair treatment, and safety.  We believe these are factors in reducing turnover because employees know they are treated well by HSS.  But we also work with our customers to further enhance the employee experience.  Our employees need to feel that they are part of the team.  HSS helps by contributing to and participating in team building activities at the property and attending regular weekly department meetings.

Staffing agencies doesn’t always have the best reputation when it comes to employee satisfaction.  At HSS we strive to not only find talented and reliable employees, but work with our employees to keep them on assignment at a hotel or resort.  Anything that might result in higher turnover is a red flag for us.  Often times this has to do with wages, scheduling, other incentives, but sometimes there are issues with the treatment or inclusion of contract employees.  In these cases, we have to be very careful but have frank conversations with employers about suggested changes to mitigate and reduce turnover.

What advice do you have for hotels across the country about the future of wages increases?

We’re at a unique time in history when you have low unemployment combined with legislation from state to state and city to city about wage increases.  It’s important to get ahead of that conversation and find out where wages are moving organically in your region.

HSS has payrate research that we share with our clients.  This research looks at a comprehensive snap shot of a region to see what the entire spectrum of employment looks like for lower wage hourly workers.  We’ve found that clients that are not moving their payrates are seeing the market move around them and they are missing a competitive edge.  So what was an attractive wage a year or two ago is now in the bottom 10th percentile of pay and our pay rate reports show our clients the raw data to assist in decision making.  Without reacting positively, the result is higher turnover, lower quality and an overall less efficiency.

How can payrate impact efficiency?

Time and money is spent on recruiting and training.  If you’re in the lower percentiles of pay rates, you are probably going to have increased turnover.  That means more time and money spent on recruiting and training and probably increased overtime.  You’re also putting additional stress on your current employees which might lead to increased turnover for them.   Looking at pay rates as a competitive strategy long-term is the best approach.  While Denver provides an example of what happens in one market with new legislation, the rules apply across the entire country.  We’re encouraging our clients to look, in many cases, 6 months ahead.  This forward looking strategy helps them compete more effectively for a pool of workers and ultimately sets up a hotel for success in staffing and really, its entire business.  With the competition in the hospitality industry overall, and the decreasing supply of talent, we believe our clients can’t afford not to engage in pay rate discussions and react in advance.

Are you looking for a staffing agency that is looking out for you?  HSS works with its clients to determine competitive payrates and recruit the qualified candidates you need to build business.  Click here to contact us for more information.



hospitality wages

Hotels Hiring Puerto Rican Refugees: A Good Thing, But Stay The Course

Hotels Hiring Puerto Rican Refugees: A Good Thing, But Stay The Course

Hotels Hiring Puerto Rican Refugees Should Maintain Their Overall Hiring Strategies

Finding qualified workers is tough.  That’s stating the obvious. With low unemployment, finding housekeeping, maintenance, kitchen staff, and servers is almost impossible in some areas.  In fact, finding any employee today is a challenge in most industries.   But hotels generally need specific skills and experience, making the problem even worse. Many hotel general managers, housekeeping directors, directors of rooms, and janitorial managers are looking at new pools of talent.  For example, the recent migration of people from Puerto Rico has gained headlines.   This group is seen as an influx of workers that can broaden the pool of available workers.   Here is advice for hotels hiring Puerto Rican refugees at some of the job fairs popping up across the country.


Need Hospitality Staff? We Can Help

Follow the Playbook

First, it’s important that hotel managers look at these hiring opportunities with caution.  Hiring teams should stick to an overall strategy before engaging in a frenzy of hiring.  For example, hotels often use temp staffing in order to hedge against the regular highs and lows of business coupled with unexpected events.  As 2017 taught us, the hotel industry is very vulnerable to extreme weather so planning for downturns is important.  Advice to hotels hiring Puerto Rican refugees is basically to follow the same playbook that you follow for any other pool of new hires. It’s also important to note that there is still a cost to on-boarding from various hiring events.

Keep An Eye on Costs

Hotels hiring Puerto Rican refugees at various job fairs taking place in the U.S. may not be weighing all of the costs.  These costs can range of background and drug screenings to simply interviewing for skills and communicating to candidates in Spanish.  A staffing firm can help overcome these challenges.

Ongoing Costs to Employ

Finally, the ongoing cost of employment is another key factor.  A windfall of talent may sound like a great problem to have.  However, unemployment, payroll taxes, workers comp claims, and other ancillary costs to employment can’t be ignored.

HSS has an active recruiting campaign to work with people from Puerto Rico looking for jobs in the mainland U.S.  This program has been successful in finding candidates both ready to travel to the US to find jobs and those already here.  We’re looking forward to continuing our work with clients to fully align client needs with what this pool of talent is looking for. Avoid possible hiring pitfalls by staying the course of hiring even when you’re presented with new hiring opportunities.  This can help avoid short and long terms problems ahead.

Need Hospitality Staff? We Can Help