Post-9/11 Recruiting

Letter to the Editor, We Must Keep Doors Open For Those Out of Work

Letter to the Editor, Trying to Help By Doing What We Know Best

Letter to the Editor, following the terrorist attacks on September 11, 2001

Can you keep a secret?

Still Time to Take Action

NKO'ing Kooky Candidates

Knowing When to Say 'No'

Focus on Recruiting, Part Two

Defending Recruiting, Part One

Hiring: Seeing the Potential

 Anyone who has read my articles in the past or talked with me in person over the years, knows that I'm passionate about travel industry companies hiring travel industry-trained people whenever possible.
  I saw the pitfalls of ignoring this strategy over and over during my 20 years of employment within the travel industry, and it has been reinforced many times during the past 18 years while running my own consulting and search/recruiting company.
  How does this apply, however, to entry-level positions where people with no previous travel experience are the appropriate (and perhaps only) option?
  Well, in my experience, these are extremely critical "hires" too, and it's a company that doesn't have any plan for long-term growth, a focus on customer satisfaction or an overall consideration for its employees that also doesn't acknowledge the importance of hiring appropriate people during this process.
  There are many talented, motivated, and not-yet industry-trained candidates out there, and a human resource process that includes taking steps to catch the attention of these potential employees and then providing the opportunity for growth of these individuals, is a necessity for today's successful travel industry company.
  I started out drawing lines on a chart for TWA with each of these lines (with my agent number underneath) indicating a seat sold on a particular flight for a specific date.
  I ended my employment career as a vice president and chief information officer of an airline/tour operator/travel agency.
  A member of my family (my "little" brother) started out as a mail boy for an airline, pushing a cart around its headquarters and handing out correspondence and computer output. He also ended up a vice president and chief information officer of a major airline.
  We both accomplished this because we had a sincere interest in being involved with the travel industry, and were willing to start out in any capacity and work hard to achieve our goals.
  We were also fortunate enough to work for employers that gave us the training and tools (and the opportunity) to learn and grow with the company.
  We repaid their trust and support with many years of devoted service.
  So keep in mind, the reservations agent, mail room worker or clerical staff member you hire today just might be your director, vice president, chief information officer or chief executive officer one day, with the future of your company in his or her hands.
  Hire wisely at all levels.

Karen Rothe Osband is the founder and owner of SYSTEMETHODS, a travel industry consulting and executive search firm located in Littleton, CO. She can be reached at (303) 948-8084 or (877) 802-5584,
and email KROsband@SYSTEMETHODS.com.

Filling a Job: Experience Counts