Concord Hospitality Enterprises

Patti Cameron

Hospitality Workforce Shaper

Career Foundations in Talent Acquisition

My path into talent acquisition wasn’t something I initially set out to pursue. It was something I discovered along the way.

A human resources course in college ultimately changed the trajectory of my career. What began as an academic requirement quickly became a passion. I was drawn to the opportunity to support individuals in their careers while helping organizations build strong, high-performing teams.

I began my career as an HR Manager, where I gained exposure to every aspect of human resources. Over time, I realized that connecting with people, understanding what motivated them and aligning their strengths with the right opportunities became the part of the role that energized me most. That realization led me to focus on talent acquisition.

Building Relationships That Drive Better Hiring

My approach to recruiting has evolved significantly over the years. Early in my career, it often felt structured and transactional. Today, I see recruitment as a relationship-driven process that begins with the first conversation.

Candidates perform at their best when they feel respected and comfortable. Rather than conducting rigid interviews, I focus on creating conversations where they can openly share their experiences and motivations. Building trust early helps me make better hiring decisions while ensuring candidates feel valued throughout the process.

That philosophy also reflects the culture hospitality organizations strive to create. Success depends on people who demonstrate empathy, anticipate guest needs and work collaboratively. Hiring for those qualities strengthens both employee engagement and the guest experience.

Adapting Recruitment across Industries

Every organization requires a different recruiting approach, and I adapt my strategy based on the role, culture and business needs.

At Pfizer, I learned the importance of precision while recruiting for teams manufacturing FDA-approved medications. Hiring decisions demanded accuracy, compliance and a clear understanding of the responsibility employees carried.

“Talent acquisition is not simply about filling positions. It is about building relationships and creating opportunities where individuals and organizations succeed together.”

At Revlon, I gained experience balancing high-volume recruiting with operational demands. Hospitality brought another perspective, where hiring the right people has an immediate impact on guest experiences, loyalty and long-term business performance.

Meeting Hospitality’s Talent Challenges

Hospitality continues to face significant workforce challenges. Fewer people are entering the industry with a long-term career mindset, wages remain a concern for many employees and the fastpaced nature of the work can contribute to burnout. Competition from other industries has also intensified, particularly for roles perceived as offering greater flexibility or higher pay.

Addressing those challenges requires looking beyond hiring alone. Long-term success depends on retaining employees, investing in their development and creating clear career paths. Coaching, mentoring and a strong workplace culture help people grow while strengthening the organization.

Several trends continue to shape talent acquisition. Employers are placing greater emphasis on skills and potential rather than credentials alone, while employer branding has become increasingly important as candidates seek transparency around culture, career growth and work-life balance. Artificial intelligence is improving efficiency, but it cannot replace genuine human connection.

Strong onboarding and early engagement also influence retention. Creating an environment where employees feel supported, recognized and connected remains essential in a demanding industry.

Building Lasting Careers and Organizations

Across every role and industry, one principle has remained constant. Talent acquisition is not simply about filling positions. It is about building relationships and creating opportunities where individuals and organizations succeed together.

For professionals pursuing careers in HR and talent acquisition, combining a people-first mindset with business knowledge is essential. Understanding hospitality operations, strengthening sourcing skills and developing thoughtful outreach all contribute to better hiring outcomes. Equally important is understanding why people stay, why they leave and how onboarding shapes long-term success.

At its core, talent acquisition is deeply human. The most rewarding part of my career has always been connecting with people, valuing different perspectives and helping individuals and organizations succeed together.