In the world of hospitality and tourism – an industry built on reputation, people, and trust,  your employer brand is everything. And few things damage that brand more quietly, but more effectively, than a job that keeps reappearing in the market.

When a vacancy resurfaces time and time again, it sends a message to prospective candidates that something isn’t right.

In a close-knit industry like ours, where professionals talk and networks are strong, a reappearing job advert quickly becomes a topic of conversation. People start to ask:

• Why can’t they hold onto someone in this role?
• Is the culture toxic?
• Are expectations unrealistic?
• What’s happening behind the scenes?

Unfortunately, this kind of speculation doesn’t just stay in private circles – it spreads. And before long, your organisation’s reputation suffers, making it even harder to attract high-calibre talent you want to target.

The Impact on your Recruitment:

Top-tier candidates – especially in luxury hospitality – are looking for:

• stability,
• strong leadership,
• and a clear progression path.

If your job post keeps returning to the same job boards, month after month, those candidates are more likely to opt out. They’ll choose employers who appear consistent, structured, and who value their people.

You’re not just losing applicants – you’re losing the right applicants.

Are You Listening to Why People Leave?

If you’re re-hiring for the same role repeatedly, it’s time to look inward and ask:

• Are we conducting proper exit interviews and genuinely listening to the feedback?
• Are we taking action on recurring concerns?
• Are we investing in the right training, support, and management structures to retain talent?
• Are we setting clear expectations and living by our values?

You can’t build a stable team on an unstable foundation.

Protect Your Employer Brand:

Before you repost a role yet again, pause and be strategic. Every job advert is a piece of marketing – and if it’s the third or fourth time it’s appearing, it says something about your business.

Think about how it’s being perceived:

• What story are you telling potential employees?
• Are you positioning your company as a place of opportunity – or as a revolving door?

In a market this competitive, protecting your employer brand is critical. A bit of reflection and internal change can go a long way toward improving retention, rebuilding trust, and attracting the kind of professionals who will help your business thrive.

Need support assessing your recruitment strategy or exit process? Daly Recruitment also offer consultancy services to clients outside of our remit to help hospitality employers identify red flags early and attract the right candidates for the long term.