The hospitality industry is a cornerstone of Alberta’s economy, offering rewarding careers in a dynamic, people-focused environment. However, many potential employees face barriers to entry when pursuing hotel jobs. These obstacles—ranging from transportation challenges to bias in hiring—can shrink the candidate pool and limit workforce diversity. Here, we explore common barriers and actionable solutions, all while aligning with Alberta’s employment standards and human rights legislation.
Barrier 1: Limited Awareness of Experience Requirements for Hotel Employment
The AHLA has learned that many job seekers are not familiar with what previous experience or certifications they require in order to work in a hotel. Some candidates may also be deterred from applying to a job posting when they see that certain certifications are required they do not currently have.
Solution: If your job role does not require previous hotel experience, be sure to highlight this in your job posting. Specify in your job posting if you offer successful candidates on-the-job training programs and employer-sponsored certifications (like Alberta’s ProServe for serving alcohol).
The AHLA offers a large suite of industry specific training through TourismWorks to meet all your employee training needs. Contact Training@tourismworks.ca to learn more.
Barrier 2: Transportation and Housing Challenges
Hotels in remote areas or on city outskirts can be hard to reach without reliable transportation, and high housing costs near resorts deter potential candidates.
Solution: Provide shuttle services, reimburse public transit costs, or arrange carpools. For rural or resort hotels, consider building staff accommodations or partnering with local housing providers.
Barrier 3: Work Authorization and Legal Requirements
Non-residents or newcomers to Alberta may struggle with work permits, while extensive background checks can discourage candidates. In addition the recent changes to Canada’s Temporary Foreign Worker Program will also impact foreign candidates working in Alberta hotels.
Solution: Leverage programs like the Destination Canada Mobility Forum. This annual forum held in France is part of the Francophone Mobility program, no LMIA’s are required, and the workers should be here before summer 2025. The AHLA has sent a representative to France to screen qualified, bi-lingual applicants who wish to work in Alberta hotels. If you are interested in hiring candidates out of this program, please contact Alison at alison@bcha.com. If you want to learn more about leveraging programs like this one, please click HERE.
Barrier 4: Bias in Recruitment
Unconscious bias can unintentionally exclude candidates based on gender, ethnicity, or age, violating the Alberta Human Rights Act.
Solution: Train hiring managers on inclusive practices and implement blind hiring techniques, such as anonymizing resumes. Partnering with community organizations can help reach underrepresented groups. Contact the AHLA for referrals to community organizations in your area.
Barrier 5: Irregular Hours and Training Demands
Shift work and unpaid training periods can be obstacles for those with caregiving responsibilities or tight schedules.
Solution: Offer flexible scheduling and ensure compliance with Alberta’s Employment Standards Code, which requires paying employees for training time.
Barrier 6: Cost of Certifications and Uniforms
Some positions require certifications or uniforms that can burden low-income candidates.
Solution: Provide free or subsidized uniforms and cover certification costs, such as Food Safety training, to attract a wider candidate pool.
Barrier 7: Digital and Economic Barriers
Complex online applications or lack of internet access can deter job seekers. Additionally, low starting wages may make roles less appealing.
Solution: Simplify application processes and offer alternative options, like in-person applications. Highlight non-monetary perks, such as free meals, discounts, or health benefits, to enhance the overall compensation package.
Final Thoughts
Creating a fair and inclusive recruitment process is essential for Alberta’s hotels to attract and retain top talent. By addressing these barriers and ensuring compliance with Alberta’s employment laws, hotels can build a stronger, more diverse workforce that reflects the guests they serve.
Looking to refine your hiring practices? Contact us today for tailored HR solutions that work for Alberta’s unique hospitality landscape or download our FREE Inclusive Recruitment Checklist.