NOVEMEBR 2025HR TECH OUTLOOK19into our talent strategy ensures we move forward with clarity and precision, crafting solutions that resonate with today's dynamic workforce while keeping the vital human connection at the heart of everything we do.Cutting Outdated Job RequirementsJob descriptions often begin with rigid qualifications such as years of experience and formal degrees. This approach can screen out passionate candidates who bring the learning agility and cultural alignment we value. We should focus on core competencies, soft skills and growth potential rather than fixed timelines.A strong academic record does not always translate into practical ability. Real-world proficiency emerges through hands-on projects, professional certifications and curated portfolios. Therefore, hiring managers must evaluate candidates on demonstrated capabilities and adaptability in real contexts instead of relying solely on paper credentials. By prioritizing skills over degrees, we expand our talent pool to include individuals who can learn, evolve and contribute meaningfully to our organization's success.Building Hiring RelationshipsIf I led a global masterclass for hiring managers, my first lesson would be fostering trust through relationship building. Processes, systems and scorecards are important, but without genuine connections, they fall flat. This approach builds trust and cultivates empathy and a shared understanding of each role's unique demands. It accelerates decision-making and delivers a consistent, compelling experience to every applicant. When hiring leaders and recruiters stand united, candidates instantly feel our brand promise of collaboration, excellence and guest-focused service.Guiding Future Talent LeadersThere are several qualities we look for in successful talent acquisition professionals. Agility and creativity are essential, as is the ability to represent the company convincingly and negotiate compensation confidently. Equally important is building strong relationships with internal peers since this collaborative spirit carries over when engaging candidates.A deep understanding of the business, paired with emotional intelligence, allows recruiters to step into a candidate's shoes and appreciate what the role truly means for that person. Talent acquisition is not about checking a box or simply filling a seat, it is about finding the right people who will drive innovation, enhance company culture and contribute meaningfully to business success. Professionals who recognize this human impact and maintain the self-awareness to understand their influence make the greatest difference.Guided by that philosophy, our goal is to build a people-centric talent ecosystem at Fontainebleau Las Vegas, combining data-driven analytics with human empathy, to attract diverse, high-potential candidates, foster inclusive growth and empower employees to thrive, innovate and shape elevated guest experiences. Talent acquisition is not about checking a box or filling a seat, it's about finding the right people who will drive innovation, enhance company culture and contribute meaningfully to business success. Recognizing this human impact is essential for our organization's success, as it fosters engagement and builds a workforce that's not just skilled but motivated and invested in the organization's vision.This article is based on an interview between HR Tech Outlook and Sara Piper.
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