Finding hotel staff has become one of the key challenges in day-to-day operations for many businesses in Switzerland and across the German-speaking world. Vacancies at reception, in service, housekeeping or the kitchen have a direct impact on operations, guest satisfaction and financial stability. At the same time, simply advertising vacancies is no longer enough. Anyone looking to recruit hotel staff needs a process that integrates selection, language, integration and practical support. This is precisely where a new partnership between talents4.eu and IMConsulting from Brunnen in Switzerland comes in. Together, the partners offer a structured model for recruiting staff for hotels and catering businesses, initially with a focus on Switzerland.
Why finding hotel staff is becoming increasingly difficult
The pressure on the hospitality industry is very real. According to DEHOGA, in November 2025 there were around 1,097,200 employees subject to social insurance contributions working in the hospitality sector in Germany. At the same time, 17,667 vacancies were still reported to the Federal Employment Agency in January 2026. This shows that the sector remains labour-intensive, and the demand for suitable staff remains high. (dehoga-bundesverband.de)
Furthermore, the bottleneck lies not only in the number of applications, but above all in the fit. In its skilled labour shortage analysis, the Federal Employment Agency describes how there are professions in which it is relatively difficult to fill advertised vacancies. For hotels, this means in practice that not every application matches the job profile, and not every hire proves stable in the long term. Anyone looking to recruit hotel staff must therefore place greater emphasis on the quality of selection, clarity of expectations and support. (Statistics from the Federal Employment Agency)
Hotel staff for Switzerland: recruitment doesn’t end with the offer
In Switzerland in particular, there is an additional factor at play. HotellerieSuisse points out that the lack of staff accommodation in tourist communities further exacerbates the shortage of skilled workers. Even if hotels find suitable candidates, the appointment may fail because no suitable accommodation is available locally. Recruitment must therefore be thought through further: not just up to the employment contract, but right through to the candidate’s actual arrival at the workplace and in their new environment. (Hotellerie Suisse) This is precisely where the new partnership between talents4.eu and IMConsulting comes in. The service offering encompasses not only the recruitment of staff for hotels and catering establishments, but a comprehensive, modular process. This includes clarifying requirements, targeted marketing, screening and pre-selection, selection procedures, language and integration courses, help with finding accommodation, support with bureaucratic matters, and guidance for both employees and employers. Interpreters are available at every stage of the project.
How hotels can find hotel staff more effectively with a structured process
For hotel businesses, this approach is particularly relevant because it combines operational relief with improved planning. The first step is to clarify requirements precisely: which position needs filling, what qualifications are required, and what working conditions does the business offer? Only once these questions have been clearly answered can recruitment truly function in a targeted manner. It is precisely this logic that underpins the concept of talents4.eu and IMConsulting.
Building on this, suitable candidates are approached in a targeted manner, followed by a structured pre-selection process. From comparable recruitment projects by talents4.eu, we know that the process relies on systematic screening, assessing motivation, interviews, the use of interpreters and accompanying language preparation. This is particularly important for hotels, as misunderstandings during recruitment often lead to candidates dropping out, dissatisfaction or high staff turnover later on.
Another key advantage lies in integration support. Anyone wishing to find and retain hotel staff in the long term must actively support new employees as they settle in. This includes language support, organisational assistance and practical help with issues such as accommodation, documents or everyday matters. It is precisely these elements that are an explicit part of the service offered by swiss-hospitality-recruiting. This sets the model apart from traditional recruitment agencies, which often conclude their involvement once the contract has been signed.
The concrete benefits for hotels
For decision-makers in hotels, such a recruitment approach brings several direct benefits. Firstly, internal workload is reduced because the job profile, candidate search, shortlisting and support are bundled into a coordinated process. Secondly, the likelihood of a good fit increases because requirements and expectations are communicated more clearly from the outset. Thirdly, the chances of team stability improve because onboarding is not left to chance. This is a significant difference, particularly in times of skills shortages. This is particularly relevant for hotels in Switzerland, as staff recruitment today is not merely a matter of recruitment but a strategic management task. Anyone seeking to find hotel staff needs reach, selection expertise and integration support. When additional factors such as staff accommodation or language barriers come into play, it becomes clear why a modular process is significantly more robust than a purely individual placement. (Hotellerie Suisse)
Finding hotel staff rather than just filling vacancies
The new partnership between talents4.eu and IMConsulting is therefore more than just another recruitment service. It responds to the reality of an industry in which hotels need to fill vacancies not only more quickly, but above all more sustainably. Anyone looking to find hotel staff today needs a clear process, from assessing requirements through selection to linguistic and practical integration. It is precisely this synergy that makes the new model attractive for hotels in Switzerland.
