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When the Seminole Tribe of Florida acquired the Hard Rock International brand of music-themed cafes, hotels, and casinos, it began a period of expansion that would eventually include 75 countries around the globe.
To staff new locations, Hard Rock needed to hire an additional 25,000 employees in Europe, Asia, and the Americas.
That’s why Hard Rock partnered with iCIMS to implement a single, end-to-end recruiting platform capable of managing efficient, high-volume recruiting.
Hard Rock’s mission is to “create authentic experiences that rock.” That doesn’t just mean guests. Job seekers are treated with the same excellent service and attention to detail as visitors receive at Hard Rock’s cafes and casinos.
It’s a simple philosophy: Skills are important, but culture and personality matter most. Recruiters set the example for the expected quality of service. They look for candidates willing to meet this expectation.
“Beyond technical skills and qualifications, it’s critical to identify the right cultural fit for our company,” says Hard Rock’s Senior Talent Acquisition Manager. “We’re looking for attributes like integrity, accountability, passion, dedication, respect, and a great personality. We’re in the hospitality industry; we need people who like people.”
Hiring tens of thousands of people across multiple continents and under a deadline doesn’t leave room for inefficiency. That’s why Hard Rock uses iCIMS’ partner ecosystem to integrate its recruiting platform with its existing HCM, and an assortment of best-in-class job postings, assessments, background screenings, and I-9/E-Verify providers.
Seamless integrations create a global flow of data and reporting for all job types and hiring locations. This allows Hard Rock’s team to make data-driven decisions that result in added efficiencies and optimizations. It also eliminated the need for administrative busywork, freeing recruiters to focus their time on sourcing and engaging quality candidates.
To attract a greater number of applicants, Hard Rock makes it easy for job seekers to apply using their mobile device and communicate with recruiters via text. This increased Hard Rock’s response rate to 75%, up from 50% with email and phone.
Recruiters have the option of sending a series of prewritten messages to groups of candidates or communicating directly one-on-one. The team also uses texting to invite candidates to hiring events and uses the volume of responses to predict turnout.
A great candidate experience extends through onboarding. Once an offer is accepted, new employees complete the required paperwork in their new hire portal. Each portal is customized by role and provides new hires with organizational need-to-knows, including HR policies and details about the specific property where they’ll be working.
New hire information is then transferred from iCIMS into Hard Rock’s HRIS suite. If a change occurs post-hire, that information is updated within iCIMS as well.
Beyond technical skills and qualifications, it's critical to identify the right cultural fit for our company, with attributes like integrity, accountability, passion, dedication, respect, and a great personality. We are in the hospitality industry; we need people who like people.
Senior Talent Acquisition Manager, Hard Rock
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