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Tony Silva is the Talent Acquisition and Development Manager at Monarch Casino Resort Spa – Black Hawk, bringing over two decades of experience in the hospitality industry. His leadership journey spans hotel operations and talent strategy, having overseen operations across 18 properties for Marriott and Drury Hotels. Known for his people-first approach, Tony believes leadership is less about authority and more about nurturing potential. His career highlights include growing workforce capacity by 20% in challenging labor markets, revitalizing underperforming properties, and being named the “2023 Hospitality Leader of the Year.” At Monarch, he has led transformative recruitment initiatives, rebuilt Applicant Tracking Systems, and enhanced candidate experience metrics to align talent acquisition with long-term organizational goals. Tony views his role not simply as a job, but as a calling to create environments where individuals thrive and culture drives performance.
Creating Loyalty Through Culture
The hospitality industry is known for high turnover rates. Still, I firmly believe that loyalty begins with a strong culture built on a foundation of respect, recognition, transparency, and opportunity. Both frontline and salaried team members need to feel valued and heard.
I focus on building genuine personal connections with team members. Regular check-ins, team-building initiatives, and recognition programs help create a sense of belonging and reinforce that every role is crucial to the company’s success.
We also strongly emphasize career growth. Providing clear career pathways and promoting from within ensure that employees can see a future with us, helping them stay engaged and committed.
Beyond job responsibilities, we prioritize and foster a supportive and inclusive work environment that extends beyond traditional expectations and encourages deeper connection with the organization.
Embedding Inclusivity as a Business Advantage
Inclusivity is not about checking boxes but making everyone feel welcomed and valued for their unique contributions. At Monarch Casino Resort Spa, we treat everyone like diamonds.
We partner with community organizations to build diverse sourcing pipelines, ensuring broad representation in our applicant pipelines. Our hiring process includes structured yet conversational interviews and bias training is provided to reduce unconscious bias and make more balanced hiring decisions.
Technology and metrics are vital, but they must always serve the human spirit. Don’t let automation dull the warmth of connection
Ultimately, hiring the right person is about more than just skills and experience — it’s about finding someone who truly fits the team, shares the organization’s values, and promotes inclusivity. Taking the time to evaluate each applicant carefully helps ensure the best match, fostering a diverse and welcoming environment that can make a real difference in organization’s success.
Streamlining Processes: Lessons from Cutting ATS Application Times by 50%
Efficiency in talent acquisition is a balance between technology and humanity. By reimagining how we use our ATS platforms, we were able to reduce application processing time by 50%, bringing the average start date down to 17 days.
However, the more reflective lesson is philosophical. Systems and processes must serve people—not the other way around. I advocate for a mindset of simplicity: design processes as bridges, not barriers, and let feedback guide you. Technology should never replace human connection—it should amplify it.
Effective communication is also key. Keeping candidates informed and engaged from the moment they apply builds trust and turns them into advocates for our employer brand—regardless of the final outcome. We follow a 48-hour candidate contact procedure to keep momentum and demonstrate that we value their interest and time.
Emerging Technology Redefining Hospitality Hiring
The horizon of hospitality talent management is evolving rapidly with innovative tools and immersive training experiences. These advancements are more than just new technologies; they reflect our genuine desire to understand and support individuals better.
Modern platforms help us streamline resume screening, interview scheduling, and skills assessment. While these tools offer efficiency, they can sometimes leave candidates feeling disconnected, reminding us that the personal touch still matters.
VR is a valuable tool, enabling employees to practice real-world scenarios, such as responding to guest feedback or learning to manage equipment, in a controlled and immersive environment.
We see strong potential in using predictive analytics to track workforce trends. These tools could help us plan for seasonal hiring, identify potential retention issues early, and stay proactive in our staffing strategies.
Advice for Building a Strong Talent Acquisition Function in Hospitality
If I were to condense my philosophy into one piece of advice, it would be this: build from the gut outward. Let your talent acquisition function reflect your deepest values—it should mirror the culture you want to create.
Technology and metrics are vital, but they must always serve who you are and your unique voice. Don’t let automation dull the warmth of connection. Forge community partnerships—they are your lifelines. And approach recruitment as storytelling—an invitation for people to join a larger journey.
A culture-driven foundation with well-defined and practiced values, with authentic recruitment practices that embody the culture and these values. Ultimately, a robust talent acquisition function is rooted in culture, guided by strategy, and energized by people. Establish a solid foundation, remain adaptable, and ensure that every initiative aligns with the changing needs and realities of the hospitality industry.
