Editorial Board   Guest Author

Ms. Horwell

Vanessa Horwell

Founder & Chief Visibility Officer, ThinkInk & TravelInk'd

Vanessa Horwell is the founder and Chief Visibility Officer of ThinkInk & TravelInk’d, a public relations and visibility firm that shuns press releases in favor of storytelling. She has spent the past 18 years working with companies in the US, UK and Europe, developing successful campaigns and strategies for their brands. She founded ThinkInk in 2004, after being fed up with PR agencies that offered mediocre results for big fees. Today, Ms. Horwell is a senior level strategist who works with companies in North America, EMEA and Asia-Pac in developing winning media campaigns, building relationships with influencers, and improving visibility through a unique style of public relations. She also has an entrepreneurial spirit that comes from having raised capital for start-ups, and having grown her own businesses. Ms. Horwell is also recognized in the field of mobile marketing through her ongoing column in the mobile industry resource, Mobile Marketer, the Director of PR for the Heartland Mobile Council (HMC) in North America, and being named to the Mobile Women to Watch 2010 for her contributions to mobile advertising, marketing and media in 2010. Whether she works in mobile, travel or technology, Ms. Horwell’s purpose is to help build reputations and relationships for the company’s clients - with media, potential customers and partners; to tell her clients’ stories to the world, and to make them visible where it counts most. She uses her almost two decades of industry insight to create PR campaigns with a purpose, creating awareness, instilling beliefs, changing behaviors and motivating actions that translate into support for ThinkInk’s clients.

Ms. Horwell can be contacted at 305-749-5342 or vanessa@thinkinkpr.com

Coming up in March 2019...

Human Resources: An Era of Transition

Traditionally, the human resource department administers five key areas within a hotel operation - compliance, compensation and benefits, organizational dynamics, selection and retention, and training and development. However, HR professionals are also presently involved in culture-building activities, as well as implementing new employee on-boarding practices and engagement initiatives. As a result, HR professionals have been elevated to senior leadership status, creating value and profit within their organization. Still, they continue to face some intractable issues, including a shrinking talent pool and the need to recruit top-notch employees who are empowered to provide outstanding customer service. In order to attract top-tier talent, one option is to take advantage of recruitment opportunities offered through colleges and universities, especially if they have a hospitality major. This pool of prospective employees is likely to be better educated and more enthusiastic than walk-in hires. Also, once hired, there could be additional training and development opportunities that stem from an association with a college or university. Continuing education courses, business conferences, seminars and online instruction - all can be a valuable source of employee development opportunities. In addition to meeting recruitment demands in the present, HR professionals must also be forward-thinking, anticipating the skills that will be needed in the future to meet guest expectations. One such skill that is becoming increasingly valued is “resilience”, the ability to “go with the flow” and not become overwhelmed by the disruptive influences  of change and reinvention. In an era of transition—new technologies, expanding markets, consolidation of brands and businesses, and modifications in people's values and lifestyles - the capacity to remain flexible, nimble and resilient is a valuable skill to possess. The March Hotel Business Review will examine some of the strategies that HR professionals are employing to ensure that their hotel operations continue to thrive.