How to create a pre-opening hiring plan for a Saudi hotel

Creating a pre-opening hiring plan for a new hotel in Saudi Arabia involves a structured approach to identifying leadership, recruiting local talent, and scheduling departmental hires. This plan ensures you build a capable team ready for the hotel's opening. General managers and HR directors should begin by outlining the essential leadership positions and their recruitment timelines, then develop a clear strategy for attracting Saudi nationals, and finally, phase in the remaining staff while planning for comprehensive onboarding and training before the doors open.

Identifying Key Leadership and Their Timelines

The first step is to identify the critical leadership roles that will form the backbone of your hotel's operations. These typically include the General Manager, Director of Human Resources, Director of Finance, Director of Sales and Marketing, Executive Chef, and Heads of Departments (Front Office Manager, Housekeeping Manager, Food and Beverage Manager, Chief Engineer). These positions should be filled well in advance of the hotel's opening, often 9 to 12 months prior. This allows these leaders sufficient time to contribute to the hotel's setup, establish operational procedures, and, importantly, participate in the hiring of their own teams. For example, the General Manager should be on board earliest to oversee the entire pre-opening process, followed closely by HR and Finance to set up essential systems and budgets. The Food and Beverage Manager, Front Office Manager, and Executive Chef are also important to secure early, as they will define the service standards and operational flows for their respective departments.

Recruiting Saudi Talent and Phased Hiring

Developing a recruitment strategy for local Saudi talent is a regulatory requirement and an opportunity to build a team that understands the local culture and guest expectations. You should establish partnerships with local universities, vocational training institutes, and government employment agencies. Participate in career fairs and create specific programmes, such as internships or management traineeships, tailored for Saudi nationals. Highlight career progression paths and training opportunities to attract and retain local talent. Ensure your job descriptions are clear and accessible, and consider conducting information sessions to explain hospitality careers. For all departments, a phased hiring schedule is effective. After the leadership team is in place, focus on hiring supervisory roles approximately 4 to 6 months before opening. This allows supervisors to be trained and to assist in the hiring of their line-level staff. Line-level employees should be brought in closer to the opening date, typically 6 to 8 weeks prior, to minimise payroll costs during the non-revenue-generating phase while ensuring enough time for comprehensive training. Departments like Security and IT may need earlier hires to set up systems and ensure compliance.

Onboarding and Initial Training

Planning for onboarding and initial training before the hotel opens is essential for ensuring a smooth start. Develop a detailed pre-opening training schedule that covers hotel orientation, brand standards, health and safety protocols, emergency procedures, and specific departmental operational training. This should include both theoretical learning and practical, hands-on sessions. For example, the Food and Beverage team will need extensive training on menus, service sequences, and POS systems, while the Front Office team will require training on property management systems, check-in/check-out procedures, and guest service scenarios. Consider dry runs or mock operations to simulate real guest interactions and identify any operational gaps. This early investment in training helps to build a cohesive team, instil confidence, and ensure that all staff are proficient in their roles from day one. It also fosters a positive team culture and prepares staff for the unique demands of a new hotel environment.

Allocating Resources for Recruitment and Assessment

Allocating sufficient resources for recruitment and candidate assessment is important for attracting and securing the best talent. This includes budgeting for recruitment advertising, participation in job fairs, background checks, and potentially external recruitment agencies for specialised or senior roles. Your HR department will need adequate staff and tools to manage the volume of applications, conduct interviews, and streamline the hiring process. Implement a structured assessment process that includes standard interviews, skills tests, personality assessments, and practical simulations where appropriate. For example, culinary roles might require a practical cooking test, while front office roles could involve role-playing guest interactions. Clear communication channels should be established to keep candidates informed throughout the hiring process. This careful resource allocation ensures that you can effectively identify, attract, and onboard a high-calibre team, setting your new Saudi hotel up for success.

To further enhance your team's capabilities, consider DolceVita staff training. This service provides training at your hotel, one person at a time, during service or online, from €275 per person. Alternatively, for the whole team, the DolceVita Online Academy offers twelve months of library access for the entire hotel for €1,250 a year for up to 25 people, €2,500 for up to 75, or €5,000 for up to 150.

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