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Xanterra Travel Collection is the largest concessions management company in the U.S., operating venues in and around some of the country’s most iconic national parks, including Yellowstone, Glacier and Grand Canyon.
Staffing its portfolio of lodges, restaurants and concessions is no easy task. Xanterra’s properties are as rugged and remote as they are beautiful – places that lack modern conveniences, like ever-present Wi-Fi. Successful employees must be able to create memorable customer experiences for guests while enjoying personal time built around shared living spaces and outdoor life.
Xanterra’s employer brand is summed up with the tagline “Live. Work. Explore.” With work opportunities situated in some of the nation’s most beautiful landscapes, the company doesn’t lack applicants.
But for Xanterra, recruiting isn’t just about numbers. The company is highly selective, seeking candidates with the right temperament to thrive in unique working conditions.
For this reason, Xanterra doesn’t rush the interview process, balancing an efficient process with taking the time to get to know candidates well. “We slow down interviews to focus on quality,” says Linda Houser, Director of Field Talent Acquisition at Xanterra. “iCIMS gives us the process control to do that without losing efficiency.”
Quality of hire is our north star. iCIMS helps us capture the right data so we can evaluate who thrives in our communities — not just who fills a role.
Linda Houser
Director of Field Talent Acquisition, Xanterra
Xanterra’s career site goes a long way toward attracting the right candidates and driving smarter, more strategic hiring choices.
The company gives prospective applicants a straightforward and detailed look at what it means to live and work at a national park. On-site accommodation is mostly dormitory style. Meals are provided, cell reception limited. “This experience is best for those who want to disconnect and enjoy the great outdoors!” declares Xanterra’s career site.
The employee experience varies from park to park. Each is unique, with specific details provided about food options, transportation, housing costs and more. Employee stories describe a strong sense of camaraderie and once-in-a-lifetime experiences. Videos are featured prominently on each location’s career page. Job seekers get the full picture of what life at Xanterra is like before they decide whether to apply.
“Our career site really took our talent brand to the next level. It elevated who we are as an employer and helped us reach the right candidates,” says Stacy Hiller, Senior Director of Talent Acquisition and Engagement at Xanterra. “We’ve seen steady growth in unique applications since launching it. We’re bringing in new audiences in addition to our returning applicants.”
While some frontline employees work for Xanterra year round, most employment opportunities are seasonal. At the end of each season, Xanterra evaluates employees with a quality of hire assessment. This serves three primary functions. First, Xanterra’s talent acquisition team this assessment as a benchmark of how well they’re doing.
Second, current and past employees are given the first opportunity to apply for next season’s roles, with priority consideration given to those great returning employees. Often, Xanterra’s team receives enough strong internal candidates for the winter off season that they do not need to post jobs externally.
Third, Xanterra’s talent acquisition team uses top employees as a model for what to look for in external candidates. Those with similar skills and temperaments are seen as more likely to be high performers themselves.
iCIMS is the backbone that holds our hiring strategy together — it supports the way we want to recruit, not the other way around.
Linda Houser
Director of Field Talent Acquisition, Xanterra
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