Skip to main content

The Art of Curiosity

The Fall Career Fair at Syracuse University took place at the Carrier Dome yesterday. I met with several hospitality recruiters in the Dome and asked them about their recruiting experience with different schools in the Northeastern region. They did not compare the calibers of students from different hospitality schools, but they indicated that they prefer those schools where students are curious about what their companies are doing and ask a lot of questions. I have found it very interesting that recruiters’ impression of a good hospitality program is not built upon how many students sign up for an interview, how many graduates they hire, or even how well the graduates perform at work after they are hired. Instead, they value the students’ curiosity.  

When making a presentation on campus, recruiters can tell whether students have interest in their companies and the hospitality industry in general by observing students’ behaviors and listening to their questions. If students are quiet or playing with their cell phones (that is actually very rude), recruiters know that these students have no passion about the industry --- “if they have passion for the industry and their major, they would LOVE to know what we are doing as compared to others even if they do not want to work for us,” a recruiter said.  

Earlier this year, I published a qualitative study and another quantitative-focused study about hospitality recruiters’ selection criteria in college recruiting. According to the research findings, it is very important that students ask engaging and intellectual questions during the recruiting-selection process if they want to get a job offer. If students are interested in a topic, they will pay attention. For those who are curious enough to pay attention, they must also know the subject very well before they can come up with engaging and intellectual questions. I completely understand why recruiters will judge candidates or even the quality of a hospitality program based on the curiosity shown by the students.

Curiosity also works in both ways. If a job candidate does not feel that a recruiter is “curious” about her/his education and previous work experience, s/he may probably feel disappointed for the recruiter and the company.

Besides what is discussed above, what else can you tell based on a person’s curiosity?

References:
The picture was downloaded from the Center for Career Services at Syracuse University. 

Comments

Popular posts from this blog

Yammer: A Social Networking Site Exclusively for the Workplace

Effective internal communications among employees are related to some desirable organizational outcomes, such as robust morale, a clear vision, low turnover, and high employee engagement. The question is what platform can serve the purpose. This ABC News video introduces “ Yammer ,” an exclusive internal communication tool for companies. A user must use a valid company e-mail address to sign up for an account. Once an account is validated, the user will be led to the company page that is pretty much like a Facebook page. The difference is that only the users whose e-mail addresses share the same domain can see the wall and communicate with each other. I have no question about whether Yammer could be a useful internal communication tool for companies, but I just wonder: how many social networking sites do people need for communication? Why people have to “create” so many platforms or channels for “effective communications”? To many people, Facebook is only for “friends,” whe

The 7 Ps marketing mix of home-sharing services: Insights from over one million Airbnb reviews

The 7 Ps marketing mix framework is a widely used managerial tool that helps businesses identify the principal components of a service product. The 7 P elements include Product, Promotion, Price, Place, Participant, Physical Evidence, and Process.   The 7 Ps framework can assist marketers in making decisions regarding segmentation, positioning, and differentiation. Even for the same type of products with different brands, marketers can still drive higher sales through the improvement of a product’s marketing mix.     The empirical study about 7 Ps of home-sharing services   Building upon the 7 Ps marketing mix framework, I led a research team in a big-data, supervised machine learning analysis of over 1.14 million English reviews of 37,092 Airbnb listings in San Francisco (SFO) and New York City (NYC). We aimed to discover new meaningful business intelligence through the analysis of an immense quantity of online review information that is created by consumers in the cyber marketplace

Can leisure and work-from-home demand stimulate extended-stay hotel growth beyond COVID-19?

The lodging industry is   struggling   to fill the empty rooms in 2020. For months, U.S. hotels are running at an occupancy of 50% or lower.     Not every segment   suffers the same impact from the pandemic, however. Demand for   home-sharing  facilities had already bounced back over the summer. Airbnb reported a higher booking than last year. Marriott’s home-sharing arm is also doing well, seeing a sevenfold increase in booking over last summer.     Similar to what a residential rental or home-sharing facility   offers , guestrooms in extended-stay hotels also feature a full-size kitchen or a kitchenette. Extended-stay hotels are designed for travelers who want to stay at a “home” when away from home. A guestroom at the Residence Inn Miami Sunny Isles Beach   Extended-stay hotels vs. home-sharing facilities     Because COVID-19 is primarily transmitted through direct or indirect human contacts, people are highly encouraged to avoid unnecessary human interactions, leading to more   con