Fries expands: “We are spending a lot of time and effort to really identify the best possible strategy to grow quite fast by not losing our identity and making sure what we deliver is really true to the Fairmont brand.
We’re looking internally and externally as well, I like to think this is a great differentiator for us, we have a great selection process in place in terms of how we’re screening our colleagues to make sure we’re hiring talent and individuals that are brand ambassadors to drive our business forward.
The company itself has invested a significant amount in a project that has just gone live in our region which is an automated talent acquisition system which makes the whole process of hiring so much more efficient and so much more effective.
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I think it’s quite unique to the industry. It automates the entire process from the start — from the first time you’ve made contact or how you’ve made access to sending your CV, and how you’re then being serviced from that point onwards, it records everything.
“It keeps your details on file, then you have just very simple online questionnaires which you have to complete in the first stage, only then will you be getting into the personal contact.
It’s a fabulous tool for us as hotels especially when we start ramping up in the hiring process of multiple hundreds, to have something in place that really supports us.
It keeps track of alumni, individuals that have for whatever reason decided to leave the brand but are re-hirable and it keeps in touch with them,” says Fries, adding that where other databases only record information, this system actually uses the data stored.
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