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Taskforce contractors are an important component of the hospitality industry. When full-time staff is overwhelmed due to understaffed departments for various reasons, short-term contractors can help support daily hotel functions until the hotel is fully staffed again. Still, that doesn’t mean just anyone fits the bill. The best contractors come with certain characteristics, including the following:

Experience and Qualifications

Taskforce contractors should know the inner hotel workings of their respective department like the back of their hand. They’re educated in the practices that are applicable to their roles and have enough experience to handle even the most difficult situations. They can jump from task to task with ease and shouldn’t need much in the way of guidance before hitting the ground running.  

The Ability to Hit the Ground Running

Stepping into a hotel taskforce role requires someone who has worked in many different circumstances and situations that have enabled them to be resilient, adaptable and flexible.  If you’re hiring a contractor, you’re already short-staffed and you need someone who can hit the ground running and do their job with minimal supervision. After all, hiring someone who needs to be trained and micromanaged kind of defeats the purpose of hiring extra help in the first place. 

Systems Knowledge

Many hotels and positions come with systems knowledge requirements. This varies by hotel chain and property, role, and department, but it’s important, nonetheless. If your hotel relies on a specific system, it’s important to tell the taskforce company from the start so they can find a contractor who meets your needs. There are times when identifying available contractors with specific system knowledge is limited, so we highly recommend you interview those who have some experience with your system but feel comfortable they will pick it back up quickly.  A very adaptable and skilled contractor can prove to be more beneficial than an average one who simply knows your system well.

Dependability

Among the most important qualities in a taskforce contractor is dependability. Hotels often hire outside help during especially hectic times when not only is the hotel busy, but it’s understaffed while searching for full-time employees (which can take anywhere from several weeks to several months to fill). This means a commitment and flexibility for extensions from the contractor is highly important. Having to find temporary help for your temporary help only ends in frustration. 

The Right Fit

Be sure to have a phone or video interview with potential contractors to get a feel for their personality and rapport with your team. At the end of the day, there’s a lot to be said for chemistry. Someone can look great on paper and know your system, but may simply not be the best fit for your particular team at that time. Always work with a taskforce company that understands this and will work with you to place the right person (and possibly replace them if needed). 

Hiring a taskforce contractor can be a game-changer when your workload increases or your staff burns out. But not all contractors provide the same level of satisfaction. This list is a great foundation to help you find the perfect person for the short-term job. 

Hospitality Taskforce provides hotels and hotel management companies with a network of the highest quality, most experienced professionals in the areas of sales, catering, general and culinary management, and operations on a temporary basis. Contact us to learn how we can help your business grow.

As people seek work-life balance and pursue their passions, the number of independent contractors has skyrocketed (in the hospitality industry and everywhere else). While independent contractors aren’t required to form LLCs, there are many advantages to doing so. LLCs are easy and affordable and can save you money in the long run. Here’s what you need to know:

What is an LLC?

A limited liability company (LLC) is a type of business structure that essentially keeps your business separate from your personal life. As the name implies, it limits your liability by protecting you from personal responsibility when it comes to business debt and consequences. 

LLCs aren’t quite corporations, partnerships, or sole proprietorships; rather, they’re a mix of all three.

How do you form an LLC?

To start an LLC, you need to first choose a name (which must include some version of the “LLC” term) and name a registered agent (your LLC’s point of contact). You must then register your LLC with the secretary of state and get an employee identification number (EIN), which is required to open a bank account, file taxes, and hire workers. You should file an operating agreement, as well, although this may or may not be required depending on where you live. 

If you don’t want to form an LLC on your own, there are several online services that can do the work for you. 

Reasons to form an LLC

As mentioned above, the biggest reason to form an LLC comes down to personal protection. If you run a sole proprietorship or are part of a partnership, you and your business are legally viewed as one and the same. In other words, your personal debts merge with your business debts. If you’re sued by a customer or employee, your personal assets will be at risk, as well.

An LLC takes care of this problem by separating you (and your personal assets and personal finances) from the company you run. With an LLC, your home or personal checking account can’t be used to collect debts or pay lawsuits.

Corporations offer this sort of protection, as well, but with more requirements. For example, they must follow rigid rules, pay annual fees, host shareholder meetings, file yearly reports, and abide by strict record-keeping requirements. The rules for LLCs tend to be much more lenient.

LLCs are also privy to several tax advantages, including “pass-through” taxation,  which can lower a company’s tax burden and keep money in their pockets rather than Uncle Sam’s. 

LLCs offer ownership flexibility, too, without restrictions on the number or types of owners allowed, and no formal structure dictating management. Furthermore, LLCs enjoy flexibility when it comes to profit distributions. For example, if three people have equal ownership in an LLC, the profits can be distributed in whichever way the owners agree. 

Overall, there are numerous reasons to form an LLC as an independent contractor. At Hospitality Taskforce, we typically recommend that our independent consultants set up some sort of entity to better protect themselves. We advise you to consult with your CPA first, as we are not tax consultants or experts.

Hospitality Taskforce provides hotels and hotel management companies with a network of the highest quality, most experienced professionals in the areas of sales, catering, general and culinary management, and operations on a temporary basis. Contact us to learn how we can help your business grow.

The last few years have been a rollercoaster for the hospitality industry with the pandemic putting the kibosh on trips to Kaui and canceling Caribbean getaways. But with the world on the rebound, a lot of exciting things are coming down the pike in 2023, including the following:

Full Recovery for the Lodging Market 

The lodging market is expected to recover fully next year, which means it’s time to staff up! The CBRE forecast predicts an increase in demand and revenue per available room (RevPAR) in 2023. This optimism is due to slowed construction activity, a high employment rate, and robust economic growth. 

Hotel Prices and Airfare Expected to Rise

As many travelers have already experienced, airfare prices have skyrocketed due, in part, to the cost of fuel. But a return to travel, a pilot shortage, and flight cancellations have all increased demand, increasing ticket prices in the process. On the lodging front, hotel prices will increase as well, although this will differ based on the destination. 

Of course, this won’t be limited to those traveling for pleasure; business travelers are expected to see airfares rise by 8.4%, hotel rates by 8.2%, and car rentals by 6.8%. 

Meeting and Groups Set to Make Up for Lost Time 

In 2022, the cost-per-attendee for meetings and events was around 25% higher than in 2019. In 2023, the cost is expected to increase by another 7%. Part of the increase is due to pandemic-canceled meetings picking back up and events rescheduled from years earlier taking place. All of this will lead to shorter lead times and the need for quicker responses from management.

With these projections, the hospitality industry will be in greater need of staff members, managers, and other personnel than ever before. And we can help! Hospitality Taskforce provides hotels and hotel management companies with a network of the highest quality, most experienced professionals in the areas of sales, catering, general and culinary management and operations on a temporary basis. Contact us to learn how we can help your business grow.

 Photo by Vojtech Bruzek on Unsplash

Things have changed over the last two years. Most of us will never again go to a movie, get on an elevator, or travel by plane without images of COVID germs swirling around us.  Work-related travel has yet to find its normal post-2020. As corporate travel settles into a cadence, a few trends have emerged. Here’s a look at them and what they mean for business travelers in 2023 and beyond. 

Leaner Corporate Travel Budgets

As in-person correspondence became a cause for worry, companies canceled sales meetings, conferences, and other events. Business travel was down to emergencies only. And now that in-person meetings are making a comeback, conference-goers happily return to the public arena, and company travel budgets have yet to catch up to a renewed desire for travel. Travel budget cuts were so dramatic, a Deloitte Insights survey revealed, that most US companies decreased their travel expenses by 90% in 2020. Budgets are rebounding at a snail’s pace as corporate offices slowly reopen. A large percentage of business travelers are still hesitant to book that flight.

Remote Work Has Changed Everything 

As employees traded business suits and computer bags for slippers and home office desks, remote work evolved from a temporary necessity into a fresh perspective on workforce productivity. The technology that allows employees to work from home also provides an alternative to in-person sales meetings. Business travel evolving with technological options is another factor influencing corporate budgets and the need to book that business trip. 

Increase In Blended Travel 

Bleisure, referring to mixing business with leisure, isn’t new. Also called blended travel, travelers often extend a business trip to enjoy personal time off (PTO). Interestingly, post-2020, the number of bleisure or blended travelers is on the rise. The reasoning behind the trend points to flying out for business and adding a few days to make up for that canceled vacation in 2020; a few days on the beach justify taking the risk of flying somewhere for a meeting. Crowne Plaza Hotels & Resorts released the results of a survey that highlighted the bleisure mindset. Close to 36% of travelers would extend a future business trip an average of two or three more leisure days; they felt more comfortable combining a holiday with a business trip. 

Work trips are slowly returning to normal. How long it takes and whether business travel will ever be the same is still being determined. Remote work has changed the corporate landscape and business trips along with it. Companies will need to increase their travel budgets, and travelers will need to find that pre-2020 enthusiasm for business trips, changing their slippers for something more business-like. The hospitality industry is watching hotel stay patterns to stay abreast of the trends. Contact Hospitality Taskforce if your hospitality staffing needs are changing.

Market research suggests that AI in the hospitality industry will grow by 10% over the next four years. This is on par with AI as a whole. Regardless of the industry, betting on artificial intelligence is a smart move. 

But what exactly does this look like? Automated room reservations? Robot bellhops? Self-making beds? An ice machine that can recommend the best restaurants in town?

Maybe. When it comes to AI, the possibilities are nearly limitless. That’s why the team at Hospitality Taskforce is staying ahead of all the latest technology before it makes its way to our industry. AI may be most likely to make an impact in the following areas:

Robotic Room Service

If you like a little machine with your Denver omelet, you might be in luck: robotic room service is a thing! Companies, such as Savioke, already sell service robots while continuing to update and perfect their product. And some hotels, such as the Residence Inn Marriott at LAX, already use them. 

Chatbots

Chatbots are fairly common and have increased in popularity dramatically since the COVID pandemic. While they can frustrate users with complicated questions, they’re largely helpful for those who don’t want to wait in a queue for a human, who have straightforward concerns, and who have questions during non-business hours. 

Analytics

When it comes to business (and anything else), knowledge is power. Analytics allow companies access to important data that empowers them with insight into present and future customers. AI has been used to help hotels sort through customer surveys and online reviews to show them where they thrive and where they need to improve. 

In-Room Perks

AI technology can give guests the opportunity to change rooms if they’re unsatisfied. It can also allow them to follow maintenance and house cleaning schedules, control room temperature, request shuttles or concierge services, and use a smart mirror to brush up on the news while they’re brushing their teeth. 

Virtual Reality

A picture might paint a thousand words, but virtual reality paints even more, which makes it an important marketing tool for any company trying to show customers exactly what they can offer. For places like hotels, VR systems allow potential visitors to experience what the rooms look like, explore the perks, and get a feel for the pool, gym, restaurant, and more. 

We might not be on par with The Jetsons just yet, but the future is coming, in more ways than one. AI integration in the hospitality industry offers convenience for customers while saving employees more time to focus on client relationships. It helps assure an enjoyable experience, giving people a reason to come back for more. 

Hospitality Taskforce provides hotels and hotel management companies with a network of the highest quality, most experienced professionals in the areas of sales, catering, general management, and operations on a temporary basis. Contact us to learn how we can help your business grow.

If you’re a contract worker seeking your next project, being prepared for your interview is vital, especially if it’s over the phone. Hotels are experiencing an unprecedented shortage of labor, and temporary hotel staffing positions are becoming a mainstay in the industry. Even amid short-staffing challenges, top-tier properties require talented contractors to meet customer expectations. When interviewing with a property for a potential assignment, preparation goes a long way. If you’d like to boost your chances of impressing during your conversation, as well as gleaning necessary information you need to make the right decision, peruse our tips for making a great impression over the phone: 

Do Your Homework 

Even as a seasoned professional in your field, it’s crucial to research the position you’re applying for, as well as the unique details about the property. When you work with Hospitality Taskforce, we’ll provide as many details as possible to help you put your best foot forward, but it’s important to familiarize yourself with the hotel, as well. While it will vary by position, important information to be aware of may include the number of rooms, amount of meeting space, and an overview of the hotel brand you hope to work for. 

Ask the Right Questions

You’ve probably heard that interviewers take note of candidates who ask thought-provoking questions, and we’ve found that this often holds true (plus, learning more information prepares you for life on the job). When your goal is to gain a clear picture of the job assignment, determine if it’s the best fit for you and the hotel and present yourself as the best candidate, we recommend thinking of a few questions that you’d genuinely like to know the answers to. In need of inspiration? Here are a few examples: 

• What challenges are being faced by the hotel right now? 
• What challenges might I expect in this role specifically? 
• What type of person or personality traits would excel in this position? 
• Will I be responsible for supervising anyone? 
• Can you please describe what a typical day or week at this property looks like for someone in this role? 

Depending upon the role you’re applying for, it may be beneficial to ask a few additional questions. If you’re applying for a sales and catering assignment, it’s helpful to determine how much (if any) soliciting, selling, and management you’ll be doing. During your phone interview, ask whether you’ll be seeking new business or fulfilling existing business. If the property is trying to find new business, be sure to find out which verticals or industries they hope to target. 

For executive chef, sous chef, or banquet chef positions, learning more about the current challenges the kitchen is facing (and also what’s working well) will help you come prepared on day one. If possible, determine whether the kitchen simply needs someone in a supportive role or an outside expert to make changes. Similarly, if you’re applying for a general manager position, it’s important to identify whether you’ll need to interact with guests or take more of a behind-the-scenes role. 

Be Mindful of the Circumstances

When you’re in the running for a short-term position, be mindful of interview strategies for the circumstances. Whether you’re stepping in for a leave of absence or to assist while the full-time position is filled, it’s wise to highlight your track record of adaptability and background with this type of role. 

As the need for temporary hotel staffing grows, so does the need for highly qualified and motivated individuals. Although interviewing for short-term positions can be tricky, the interview considerations mentioned here may help you shine during your first interaction with the hiring manager. If you’re a leader in your area of expertise and would like to find your next assignment, our team at Hospitality Taskforce would love to hear from you. We place elite contractors with top-tier properties and are always interested in forging new connections with experts in the hospitality industry. Ready to learn more about what’s available? Please contact us. 

Tony DiRaimondo, a member of our leadership team, founded Hospitality Taskforce, Inc., in 2003.  At the time, it was the only Taskforce company in the industry. He has extensive knowledge of the hospitality business, which is why we conducted a Q&A with him. Our hope is that this interview will be enlightening for others in the industry – those who are just embarking on their career path, as well as folks who are seasoned professionals. 

Why did you first start Hospitality Taskforce in 2003?  

About 20 years ago, I saw a need in our industry that wasn’t being met: the need for temporary replacements for medical and maternity leaves, as well as the gap between the time a position became vacant and the time that the replacement came on board.  At Interstate Hotels, they had a process in place to bring people in who could fill the roles in Sales and Catering.  I used that model to provide a service to hotels and resorts to fill the gaps for relatively short periods of time (1-3 months).

How did hotels respond to this concept and how did you where did you go to find people to fill the positions?  

Hotels liked the concept, but this was unheard of in the industry at the time.  No one had ever done this as a business.  We focused on management positions only, and, because I came from a Sales and Catering background, I offered the service in those disciplines exclusively.  

I got our initial contractors primarily from people who had recently retired and discovered that they didn’t really want to be retired; they wanted to work at their discretion.  There were plenty of good, solid sales and catering people who were eager to do Taskforce.  The other source of contractors was people who were between jobs.  That was a bit scary because I only wanted to present people who were 100% solid.  As much as you can ask all the right questions about a person’s background, you can never know with absolute certainty if the person you send is going to be a super-star.

How did the first few years go?  

It was tough, very tough.  There were times when we had no business and times when we had more requests for contractors and couldn’t get enough to satisfy the demand.  There were more times of no business than the latter.  I now call the early years (from 2003 to 2009) as the “dark days.”  I recall the day in 2005 when a dear friend called me to say that she needed a DOSM in Santa Barbara.  I told her that I had several DOSM contractors and would send her resumes to review.  But she threw me a curve.  She said: “No, I want you to take this assignment.”  I told her that I had a company to run and couldn’t possibly do that.  The compromise was that I would take the assignment for one month, two at the absolute most.  Well, the assignment lasted about 18 months (they loved me, I loved them) so I put the company “on hold.”  That almost ended the dream and the company because the next assignment took a similar path but that one lasted two years.  Fortunately, my burning desire to operate this company and not work for anyone else won out, and in 2009 we re-started and it’s been a success ever since.

What do you feel differentiates HT from other Taskforce companies?

The fact is, Taskforce companies don’t really interface and talk with each other and tell each other how we do things, so I can’t say with certainty what makes us different from the others. However, I do believe we require a deeper level of experience than other firms. No one on our roster is junior, and the average HT contractor has 20+ years’ experience. We want to ensure the person can quickly and easily step into a temporary position without needing much guidance, so a minimum of 10 years is required for most positions. We know our clients have come to us because they are short-staffed, so they can’t afford to spend much time teaching someone. When you bring on contractors who have been doing this a long time, you know they can handle themselves in the best way possible to get the job done. 

I can also say that the contractors that we use tell us they prefer us over the others because we demonstrate our sincere commitment to them, their needs, and our promises: To pay them well, to pay them on time, to make sure they are treated well by the hotels/resorts we send them to, and to get the best possible assignments for them.  If we make a mistake, we make sure that the impact on our contractors is minimal.  We own the mistake; we eat the cost of fixing something that we screwed up on.  We treat our clients the same way.  Simply said:  we “do the right thing, always.”  I care that we do the right thing and that we honor our commitment to the people we are doing business with.  If you operate that way all the time, success happens.

How do you approach vetting Independent Contractors to ensure you get the best of the best? 

We vet them totally and completely. We do a deep dive into their past experiences, speak with several references – both personal and professional – to get a solid picture of the individual to determine if we will add them to our roster, as well as but also which assignments they could align well with. We do everything we can to bring in the very best people in the industry to be on our team.  We are NOTHING without contractors who satisfy the needs of our clients.

How has Taskforce changed over the last 20 years? 

 It went from: “Who are you and what are you selling?” to “This is what I need and I need it yesterday!!”  The hotel industry understands that “Temporary, short-term solutions” (what Taskforce represents) is the smarter way to go.  A vacancy in a critical position can be far more costly than the amount spent on the contractor.  As I used to say: “Can you imagine being in a group hotel and operating without a Conference Services Manager?”  What would you say to the customer who is checking in with 300 people for a 4-day meeting”?  “Oh. So sorry, our CSM is out on Maternity leave and we don’t have anyone to work your meeting?”  No, I don’t think so.  Now, the industry has Taskforce available to them. 

Another big change for us is the use of technology to help manage daily operations.  Also, we strategically leverage very targeted digital advertising and social media to drive new contractors and customers.  In earlier years, our only form of “advertising” was networking.  It’s still good, but it isn’t enough.

We remain “boutique” in our nature and size.  We never wanted to be the largest company in the Hotel Taskforce world.  But we’ve always worked to be the most desired company that contractors wanted to work with and that clients felt most comfortable calling before calling any other.  We are not shy about charging more than most others because we have the best (and very experienced) contractors. 

As a Sales & Marketing guy, how would you recommend hotels leverage Taskforce DOSM, DOS and SMs? 

As I intimated earlier, some positions are absolutely critical.  I think revenue-generating positions are one of them.  Think about your budget.  It’s based on generating a certain volume of business (and revenue) every week, every month.  If you don’t generate that revenue, that month is lost.  You can’t run 110% occupancy in a future month to make up for two months of being 5% off!  You have to keep the revenues coming in.  Keep the revenue generators working!!!  And be sure you have the best of the best in those positions.  The same is true in Catering and Conference/Convention Services.  And, don’t listen to anyone who tells you that a one month vacancy in the DOSM position will positively impact the bottom line.  That short term benefit will come back to bite you in the butt two, three, four times over when the revenues that weren’t generated by the actions of the vacant DOSM position are actualized 4, 6, 12 months later.

What predictions do you have for the next year?  

The industry will continue to come back and will get bigger than it was before.  People will still want to travel for business and pleasure.  Companies and associations will want to resume a “healthy” pace of business development.  In other words, there will still be a need for company meetings, as well as conventions and trade shows.  Will it be the very same as in pre-Covid days?  Probably not, and it may be a “new normal” that looks, feels, and operates a little differently than before.  People have always traveled and always will. 

The biggest change I see happening in the next 12-18 months is that there will be a tsunami of requests for Sales and Catering Managers and Directors. We are seeing a big need for Operations roles and know that Sales & Marketing is the next wave. 

Finally, what is your personal hotel management background?   

I started my Hotel career in 1975 with Fairmont Hotels as Sales Manager in New York City, then Chicago (both National Sales Offices), then at the Dallas Fairmont through 1980.  My first DOS position was at the Tropicana Hotel and Casino in Atlantic City.  In 1982, I was named pre-opening DOSM at the Vista International in Washington, D.C. where I stayed for three years.  I returned to Fairmont Hotels in 1985 as Regional Director of Sales in Los Angeles.  Between 1988 and 2003, I was DOSM at the Registry Hotel, Los Angeles, The Ritz Carlton, Marina del Rey, Fess Parker’s Resort in Santa Barbara, Interstate Hotels in Los Angeles and the Omni Hotel Los Angeles.

With summer quickly approaching, vacation season is already gearing up. Many guests are planning to go bigger than ever this year, so your property may require some extra assistance. If you want to ensure that your team is prepared to handle the increase in demand, it may be helpful to hire temporary hospitality staff. When your goal is to save time and avoid the frustration of hiring someone only to find out that they’re not the right fit, consider working with an experienced Taskforce company. We’re here to streamline the process of finding the ideal candidates, but we need some information from you before we begin sourcing. Interested in working with us? Here’s an overview of what we need to know so we can give you the best experience possible: 

You have a steady, full-time job, so why would you consider transitioning to Taskforce and giving up health insurance and retirement benefits? Well, the simplest answer is that life is short and you deserve more control over the time you have and the jobs you take. But if that seems too reductive, read on to discover the other advantages of Hospitality Taskforce and how the benefits to the contractor are equally beneficial to the hotels.