Strategies for Competitive Hiring

Renee Petitjean, Recruiting Manager, Marriott International

Renee Petitjean’s love for hospitality took root at 14, setting the stage for her future in the industry. Initially pursuing nursing, she realized her true calling was in hospitality after gaining experience in restaurants during college, where she developed a deep appreciation for the industry.

After earning her B.S. from California State University, Long Beach, Renee joined Marriott International’s Voyage program. This manager-in-training initiative placed her in a leadership role within food and beverage operations. Over time, she built on her expertise in restaurant management, gaining experience across 16 different food and beverage concepts and excelling in structured operations and leadership advancement within the hotel industry.

Her leadership responsibilities grew as she advanced into director-level roles, managing large teams, including 180 associates and multiple managers. This experience deepened her understanding of policy and procedure and the importance of fairness and consistency in leadership. This expertise naturally led her into the talent acquisition and HR space.

Currently based in Chicago, Renee is a Talent Acquisition & Recruiting Manager specializing in early career programs. Drawing on her extensive industry experience, she plays a key role in attracting and developing top hospitality talent and shaping the industry's future leaders.

In an interview with HR Tech Outlook, Renee Petitjean shared her insights on the growing role of technology in recruitment while reaffirming that strong interpersonal connections remain essential for attracting top talent in a competitive market.

What Are The Most Effective Strategies For Sourcing Top Talent In Today’s Competitive Job Market? How Do You Adapt Your Approach To Meet The Evolving Needs Of The Hospitality Industry?

A recruiter once told me they’re like life coaches—I laughed at first, but it's true. The job market is competitive, and while having a strong product matters, culture is key. People can be taught the skills, but genuine care and engagement cannot be instilled.

“People Can Be Taught The Skills, But Genuine Care And Engagement Cannot Be Instilled”

I take a people-first approach by prioritizing interpersonal connections through one-on-one meetings and open office hours. This strategy is essential since I work in a less desirable market with a smaller candidate pool. Building strong relationships with universities and stakeholders fosters trust, leading to high-quality referrals. Candidates appreciate transparency, which makes the hiring process smoother and more effective. For example, one successful hire led to five additional applicants simply because she had a positive experience and recommended the opportunity to her peers.

How Do You Balance Cultural Fit With Hiring Candidates Who Possess The Specialized Skills Required, Particularly When These Priorities Appear To Be In Conflict? How Do You Ensure Alignment With Company Culture While Meeting Technical Requirements?

Our application process includes an assessment, a key tool for identifying strong candidates. While not all companies use assessments, it remains essential for us.

Hands-on experience is crucial, so I encourage earlycareer candidates to seek internships. For soon-to-be graduates, resume evaluation is key to matching them with the right property, considering factors like size and guest demographics.

I assess experience depth in interviews, focusing on volume and skill application in fast-paced settings. STARbased behavioral interviews provide deeper insights, ensuring cultural fit and technical readiness.

What Common Mistakes Hold Candidates Back In Applications And Interviews, And How Can They Stand Out? How Should Professionals Adapt To Market Shifts While Advancing Their Careers?

One of the biggest resume mistakes is failing to tell a clear story. If switching fields, tailor your resume to highlight transferable skills. Creating multiple versions is highly recommended.

An objective statement can provide context for varied job histories. Keep resumes concise—one page for early careers and two at most for experienced professionals. Focus on impact, using quantifiable achievements.

Avoid generic skills like “detail-oriented” and opt for technical proficiencies. Ditch overused templates and personalize fonts, layout, or colors to stand out in a competitive market.

What Key Recruitment Trends Do You Anticipate In The Next 3–5 Years, And How Are You Preparing For Them?

This is a hot topic we're discussing right now. Postpandemic, prerecorded video interviews have become more common, streamlining the process and reducing the need for secondary interviews. I expect this trend to continue. While my company avoids using AI for resume screening or evaluating prerecorded interviews, many others are adopting AI tools, like HireVue, for these tasks.

AI-driven resume reading and applicant screening are on the rise, especially in industries like tech, where hard skills and certifications are prioritized. To avoid disqualification, candidates should optimize their resumes for AI systems, as formatting issues can cause them to be misread.

Also, AI-powered scheduling and chatbots are becoming more prevalent. Many large companies, like Marriott, now use chatbots to help candidates apply and schedule interviews, speeding up the hiring process. Given the growing role of automation, maintaining a consistent phone number will likely become more important.

Ultimately, recruitment is becoming more automated, with AI streamlining processes to improve hiring efficiency while balancing the human touch.

What Key Advice Would You Offer To Seasoned And Aspiring Professionals For Success In Talent Acquisition?

In my industry, particularly in recruitment and talent acquisition, experience in the roles you're hiring for adds credibility—especially with Gen Z professionals who appreciate recruiters who understand the job firsthand. However, even if you haven't worked in the role, asking the right questions is crucial. Engaging with employees to understand the necessary skills, ideal candidates and operational challenges ensures alignment between hiring strategies and workplace needs. Being humble, listening and actively seeking feedback from frontline employees can significantly improve recruitment processes and talent acquisition strategies.

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