Talent Magnet: Beyond Job Postings

Where you go is often because of someone

The Beginning

After 30 years in hospitality, I still remember starting my career with Hyatt Hotels and being hired as a corporate sales trainee by the director of sales and marketing who took a chance on me. As a non-producing manager position dedicated to a six-month training program, it was a significant investment by the hotel to identify and develop future managers and leaders.

That opportunity launched a 10-year career with Hyatt Hotels in sales and marketing leadership roles across the Midwest, including Chicago. After Hyatt, I worked for Starwood Hotels, additional worldwide hotel brands and for destination sales and marketing.

I learned early on that we all start somewhere, but where we go is usually because of someone.

Still True Today

That has not changed. If you ask someone with a career in hospitality, or another industry, how they got their start, the answer usually includes an educator, a referral from a friend or family member, a business relationship, or a recruiter.

Across industries, referrals typically make up under 10% of applications, yet they consistently account for somewhere between 30% and 50% of all hires. (Source: Zippia, “25 Incredible Employee Referral Statistics”)

Direct, personal connections continue to outperform the open application pool, so a hiring strategy has to go further than incoming applications. It requires personal outreach to prospective candidates who aren’t actively searching for job postings, who may not check every box on the job description, or who could transition over from another industry.

These candidates may already have a record of success or show strong promise. With the right approach, they could become your next standout manager or leader.

Someone who performs at a high level and naturally attracts other strong candidates.

This person is a Talent Magnet.

Talent Magnet

A Talent Magnet can be a person or organization naturally inspired by the hospitality industry, actively engaged with company culture, and genuinely excited to share that passion with others. Without one, the hiring funnel may bring in fewer qualified candidates. Placements take longer, conversion gets harder, and the current team carries more of the workload.

A talent magnet is a company or leader that repeatedly attracts, converts, engages, and retains skilled employees, building a high-performing, committed workforce over time. (Source: Stories Incorporated)

Over time, an effective talent magnet can generate interest from qualified candidates before positions are available. That builds a deeper bench for future roles, shorter time-to-fill openings, stronger employee engagement, and a culture that keeps delivering results.

The Perfect Match

In addition to attracting great hospitality candidates, the talent magnet and the hiring team need to understand the specific job expectations and work requirements well enough to evaluate a solid match between candidate and organization.

Successful placement is a shared responsibility. It depends on transparency and trust from both directions, and a talent magnet can guide both sides throughout the process.

Unlike organizations that lean on perks or flexible schedules to compete, the strongest talent magnets lead with growth opportunity, clear expectations, and real accountability. Those are the things that make top performers feel challenged and valued. (Source: LinkedIn / 120VC)

A perfect match is possible through internships, training programs, industry association support, active networking, or recruiting services. It should be the expectation, not the exception. Countless successful careers have flourished because someone connected a great candidate to a meaningful opportunity.

Who is your Talent Magnet?