The OHLA Education & Training Fund (ETF) is designed to help finance the continuing education of hospitality industry employees who wish to further themselves in the performance of their duties. The OHLA ETF will offer to support 50% of the class cost in a matching program with your property or other source (up to $500 per F/T employee, per year). Newly added benefit for P/T employees with a minimum of 20 hrs/wk, up to $250 per year.These programs can be college or technical school hospitality related courses/seminars. Other sources will be considered as long as the program will benefit the employee in their job. Exclusions: General Managers, Owners and Independent Contractors.

Applications are reviewed quarterly before OHLA Board of Trustees Meetings.

To apply for a scholarship please complete fillable form and submit. Ask your GM to send their approval online. 

You may also  print and return a completed OHLA Scholarship Application, and a General Managers written recommendation to the Education and Training Fund Committee, Ohio Hotel & Lodging Association, 175 S. Third St. Suite 170, Columbus OH 43215.

Download the OHLA Education & Training Fund Application and Eligibility Guidelines.

Donate to the OHLA Education & Training Fund

The opportunity for you to make a difference in someone's education and training awaits you on this website.

Resources in Education

Download Hospitality Industry Brochure

Guest Service Gold® is a comprehensive program designed to accomplish the goal of creating guest service-oriented line-level employees who know how to engage with their guests in order to provide memorable guest service.

Core components include training, employee certification and property certification. Guest Service Gold® features a choice between TWO separate courses, Guest Service Gold®: Making Connections and the NEW Guest Service Gold®: Golden Opportunities. Each option features seven different guest service elements presented through real stories that are designed to motivate and inspire your staff to ‘Go for the Gold’ when it comes to providing service that goes above and beyond what is expected.

 Ask OHLA about Student Rates!

TIPS is the global leader in education and training for the responsible service, sale, and consumption of alcohol. Proven effective by third-party studies, TIPS is a skills-based training program that is designed to prevent intoxication, underage drinking, and drunk driving.

OHLA Members receive a $5 discount on the eTIPS course, an online certification course and exam. (The standard rate is $40.)

OHLA Members receive a $50 discount on the TIPS Train-the-Trainer Workshops which includes the student video, instructor's guide and access to an online tool that allows trainers to track all of their TIPS activity.  To become a TIPS Trainer, you must successfully complete a two-day, train-the-trainer workshop.  We offer 30 workshops across the country each month.  To locate and register for a workshop in your region, members can go to http://www.gettips.com/TIPS-trainer-workshops.html.  (The standard fee is $499 per person)

To access the OHLA member discount, please click here: TIPS. 

The Ohio Hotel & Lodging Association held the first education & workforce summit for Hoteliers, Educators, Students and Hospitality Partners in September 2022. The Education & Workforce Development Committee began working on this idea after the 2021 annual conference.

How the Summit was born:

• NOVEMBER 2021 Let’s Talk Labor: Attracting Top Talent to our Industry 2021 This Top Session created a buzz
• DECEMBER 2021 Gretchen sent email and a draft of her ideas,

within a week the Committee was creating Survey Questions

• Mid-January 2022 survey questions completed
• Early-February to Mid -March surveys sent to Hoteliers, Tourism Partners, Educators
• Presented to the Board of Trustees the initial concept and preliminary budget February 24, 2022
• Date set for 9/22/2022
• April 6, at the OHLA offices, First In-Person Meeting! We reviewed the survey responses placing them into focus groups; secured the location at Columbus State Community College
• May-August -Gathering ideas; suggestions; input; research; defining topics; asking the best presenters for our topics; many call and in-person meetings

How the Summit succeeded:

The Future of Lodging Summit succeeded in its goal with an attendance of 120 interested attendees in the hospitality industry’s education & workforce issues of our current times and looking to the future of the industry. A mix of sessions, panels and presenters, including several HANDS-ON Activities helped the audience say what was needed by each sector of attendees

Where will it Go?

The Education & Workforce Development Committee has created an ACTION PLAN of ideas that you can immediately adopt at your property, no matter what size, no matter what day. The results were presented at OHLA's 2022 Annual Conference & Gala.

Click here for the full summary & action steps.

The Future of Lodging Summit 2023 is in the works! Stay tuned.

Wages - 

1. Be transparent on pay upfront 
2. Show the pros/cons of working here vs. Amazon (not focus on wage only)
3. Pay increases and sign on bonuses based on length of employment and performance

Benefits - 

1. 401k plans, health insurance plans
2. Pay increases after a specific time period
3. Promotion opportunities based on performance, training etc. 

Recruitment - 

1. Use social media platforms first - better response rate 
2. Keep constant communication with potential candidate and sell them on the hotel position / environment 
3. Use college groups, senior group center etc. to recruit candidates 
4. Referral programs w/ bonuses tied 
5. Videos to promote the hotel environment and testimonials from current associates 
   
   

Scheduling - 

1. Use candidly or some calendar invite platform for potential candidates to interview 
2. Conduct in person interview days on weekdays / weekends (have snacks / drinks)

1. Creative job descriptions
   • Are your job postings just sharing a copy of the job description?
     • Create and lead with Culture Statements to help build excitement around the company, brand, or workplace.
   • Are job descriptions too focused on the “what” or “how” versus the “results”?
     • Help potential employees understand what success looks like and allow them to become part of the story
   • Are your goals too selfish?
     • Proactively answer the “What’s in it for me” question from the lens of an applicant.
   • Are your job titles boring?
     • Become creative with job titles; make them fun; make them universally aligned with goals or results-driven objectives (i.e., “Director of Repeat Business”)

2. Temporary Labor
   • Consider working with Upshift as a different type of “temp labor”

3. Build an organic Video Library to share with potential candidates:
   • “Day in the Life”
   • “Thank you for your interest…”
   • “Welcome to the team…”
   • Some job platforms allow you to add media, so include these videos or pictures to make it more intriguing just like we do with our reservation sites to attract guests.
   • Use social media to welcome new team members and share your excitement to have them. Tag them in the post or encourage them to share it themselves in order to build engagement and visibility within their network (might help you find other good hires)
   • Solicit others on the team that may be more social media savvy

4. Testimonials of current employees
   • Involve team members in the interview process
   • Offer Referral Bonuses or incentives
   • Share testimonials from guests recognizing other team members to demonstrate what great behavior looks like
   • Create a mentorship program assigning more tenured team members with a recent New Hire (offer an extra incentive, if possible)
   • If possible, consider offering a “working interview” where an applicant works side-by-side with another team member as a trial to see how things fit. If it doesn’t work out, then simply offer a stipe-end for their time and avoid having to put them on payroll.  If it does work out, then include those hours on their paycheck.

5. Follow up through social media
   • Use social media to welcome new team members and share your excitement to have them. Tag them in the post or encourage them to share it themselves in order to build engagement and visibility within their network (might help you find other good hires)
   • Solicit others on the team that may be more social media savvy

6. Touchpoints after Likely the biggest challenge and creates the greatest opportunity.
   • Create a trace for timely follow-up throughout the interview and hiring process
   • Refine the communication…does it align well with your culture and the messaging that was shared during the interview stage?
   • Flip the script on follow-up…are you waiting for them to send a “thank you”? If so, remember that they are also interviewing you and have alternative options than working with you.  Consider sending the first message and thanking them.

7. Sharing the “Employee Experience”
   • Are you providing tours during all your interviews?
   • Are you including others in the interview process, especially other team members currently in the role?
   • Are you consolidating interviews to avoid multiple meetings to discuss the opportunity?
   • Are you mindful of the candidate, how they are feeling, how they are perceiving the conversation?
   • Does the experience feel warm and welcoming…and complement that type of culture you expect the team to present your guests? (i.e., offer them a drink, etc.)

8. Personal needs to be employed (transportation, childcare, schedule)
   
   
9. Personal interests (vacation spots, baseball, soccer)? buy tickets?
   • Uncover and discover any personal needs and motivation during interview
     • Would it help to offer a transportation pass? Parking? Flexible schedule?
     • Inquire about any scheduling requests that might help “seal the deal” (i.e., would it help to guarantee a certain Holiday off if they agreed to be open to all others; can you offer their Birthday off as an extra perk)
   • Have you looked at Personality Assessments to identify those that might best align with the roles being filled?
   • Use personal preference to create incentives that might not be monetary

Trends from other industries include:

• Higher Hourly Wages - $15 - $25 entry level. White Castle at $15, Fulfillment $18 - $25.
• Sign on bonus $200 - $4000 - Wendys - Hard Rock Casino
• Quarterly bonus for perfect attendance $250 - Evenflo
• Flexible shifts
• Weekly instead of B-Weekly pay
• Accelerated Hiring Processes
• Free Large Pizza for showing to the Interview - Donatos
• Childcare credits
• Clear Training Paths to generate higher Pay.
• On the job meal discounts or free meals

Other examples of incentives we are currently seeing are -

• Amazon paying for Bachelors degree program after 90 days of employment.  Employees working as few as 20 hours per week are eligible but only for 50% of paid college expenses.  Career progression is the new minimum wage.
  
  
• US Postal services –  Speed to Hire:  applicants will be offered jobs within a half-hour of applying.  Seasonal workers will receive more and larger bonuses.
  
  
• Michaels Crafts:  flexible hours, 30% discount on store products, making sure seasonal workers have an opportunity to be hired on permanently
  
  
• Walmart, Chipotle and Amazon improving tuition and training programs and include term “career advancement” in job postings
  
  
• Party City – flexible hours, increased wages and 30% discount on store products
  
  
• Many companies are working to Improve employee experience, enhancing health and well-being benefits, increasing workplace flexibility, hiring and retention bonuses, interviews and employment offers on the spot, childcare assistance, unlimited PTO
• Many companies are also broadening their criteria for suitable candidates that they can train and upskill