Case Study: How a 5-Star Country Hotel in Norway Used Our Talent Pool Approach to Build Its Core Restaurant Team

The Hiring Challenge

A 4-star hotel in rural Norway was gearing up for a busy summer season and needed to fill six key front-of-house positions—primarily waiters. However, like many hospitality businesses in remote locations, they struggled with a limited local talent pool and difficulty reaching passive candidates who might consider relocating.

They had already tried traditional job ads but weren’t getting enough qualified applicants. With time running out before peak season, they needed a faster, more targeted hiring solution.

The Approach

Rather than focusing on a single hiring push, we introduced them to our Talent Pool approach, which allowed them to attract a broader range of candidates while keeping hiring flexible.

Over four weeks, we ran a targeted recruitment campaign using:

✔ Industry networks & social media (including TikTok) to reach both active and passive candidates.

✔ Continuous job ad reposting & redistribution to keep visibility high.

✔ Pre-screening candidates before presenting them to the hotel, ensuring they met the skill and visa requirements.

✔ Exploring alternative candidate sourcing channels, such as reaching out to local colleges and universities. We investigated whether they had notice boards, internal platforms, or online communities that could help us tap into potential candidates. This approach allowed us to engage with a talent pool that many recruiters wouldn’t think to explore, ensuring we left no stone unturned in our search for the right fit.

Another Recruitment Campaign

The Results

📌 23 applications received during the campaign.

📌 6 applications disqualified due to visa restrictions.

📌 8 candidates passed the screening and were presented to the hotel.

📌 4 out of 6 roles successfully filled within three weeks.

While the primary focus was waiters, the campaign also attracted applications from bartenders and housekeepers. Although they didn’t hire for these roles at the time, the hotel kept a few strong CVs on file in case additional hires were needed closer to peak season.

Key Takeaways

✅ Talent Pooling leads to better long-term hiring – Instead of scrambling to fill one-off vacancies, businesses can build a pipeline of ready-to-hire candidates.

✅ Visibility is key in hospitality recruitment – A one-time job post isn’t enough. Regularly reposting and redistributing ads helps reach passive talent.

✅ Exploring alternative sourcing channels gives a competitive edge – Many recruiters rely solely on traditional job boards. Taking the extra step to research and leverage local community networks can yield excellent results.

✅ Filtering matters more than quantity – While no recruitment method can guarantee a set number of hires, what makes the difference is having the right candidates make it through the process.

Applying This Approach Beyond Hospitality

This case reinforced that a structured, targeted recruitment campaign works not just in hospitality but also in industries with frequent hiring needs. In fact, we’re now working with tech startups to adapt this method for their hiring challenges.

Need to Build Your Team?

If you’re looking for cost-effective, scalable recruitment for hospitality roles, our Talent Pool Service is the perfect solution. For just €500, we’ll source, screen, and deliver top candidates—you just decide who to hire.

📩 Let’s talk! Email us at info@needatalent.com | tech@needatalent.com or book a quick call today.