Hiring at Park Holidays & Park Leisure
Creating a job requisition
From your MyHub homepage, click 'Home' at the top.
Then, from the drop-down menu, select 'Recruiting'.
This will take you to the dashboard. From there, click 'Job Requisitions'.
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In the Job Requisitions section, you can view your open requisitions and create new ones. To create a new requisition, click 'Create New' in the top right corner.​
Select the job requisition template that you require.
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Permanent pipeline will require a CV.
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Seasonal pipeline isn't required to have a CV, but can still upload if they wish to.
To create a job requisition follow the directions in the workbook found here:
Managing your candidates
​Go to MyHub and click 'Home' at the top and scroll down to 'Recruiting'.
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Then click 'Job Requisitions'
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Click on the job title, then at the top click 'Candidates'
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If you click on the candidate's name, you can see all the details on their profile, or their CV if they've submitted one
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You will have to move them into 'Interview'. You can do this by clicking on the 3 lines next to the candidate's name and holding it down and dragging them to 'Interview'.
Then you can do the same and drag them to 'Verbal Offer'
Once in 'Verbal Offer' please make sure you fill out 'Offer Information' on the candidate's profile.
This MUST be completed and then saved at the top using the save button in the top right shown below:
Once saved, drag them in to Onboarding/Pending start, so People Services can initiate onboarding.
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Interview Tips
01
Get prepared
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Review applications carefully before the interview.
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Understand the role (e.g. reception, housekeeping, maintenance, entertainment.
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Be clear on the key skills needed, especially customer service and teamwork.
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Focus on customer experience
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Ask questions about delivering great service.
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Look for enthusiasm, positivity, and a 'can-do' attitude.
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Consider how they would handle busy periods or guest complaints.
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Keep it fair and consistent
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Ask the same core questions for each candidate.
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Use a simple scoring approach to compare fairly.
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Avoid making decisions based on first impressions alone.
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Encourage questions
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Give candidates time to ask about the role or park.
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Be open and transparent in your answers,
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Support a great candidate experience
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Provide timely feedback where possible.
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Ensure every candidate leaves with a positive impression of our park.
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Set a warm, welcoming tone
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Remember: Candidates are potential ambassadors for our park.
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Be friendly and approachable - reflect the experience we offer our guests.
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Clearly explain the role, shift patterns, and what it's like working on park.
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Hire for attitude as well as skills
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Skills can be trained, but attitude is key.
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Look for team players who are flexible, reliable, and willing to help others.
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Consider how they'll fit into a fast-paced, guest-focused environment.
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Showcase what makes us special
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Highlight team culture, perks, and developmental opportunities.
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Be honest about the realities of the role (weekends, peak seasons, busy days).
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Help candidates see why working here is rewarding.
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End on a positive note
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Thank them for their time.
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Explain next steps and when they'll hear back.
Areas of Concern
01
Lack of Preparation
Candidates who are unfamiliar with the company, role, or job requirements may not have taken the time to prepare. This could indicate a lack of genuine interest or commitment to the position.
03
Poor Communication Skills
Difficulty articulating ideas, interrupting, or displaying unprofessional language can indicate challenges with effective communication, which is often critical for teamwork and collaboration.
02
Vague or Inconsistent Responses
If a candidate struggles to provide clear examples of their experience or gives inconsistent answers, it may suggest they are overstating their qualifications or lack relevant experience.
04
Negative Attitude Toward Previous Employers
Speaking poorly about past employers, colleagues, or workplaces may signal a lack of professionalism or difficulty maintaining positive working relationships.
Maximising Applications
To help maximise applications for your current vacancies, we can create posters and quick apply links & QR codes for social media sites to expand our outreach across both local and digital channels.
We can create professionally designed recruitment posters to be shared with you for display in the local area. You can place these on community notice boards and in high-footfall locations such as supermarkets to increase visibility among potential candidates.
In addition, it would be great to strengthen our online presence by posting jobs on Facebook finding local jobs groups in your area. These opportunities across relevant social media platforms, make sure that each post includes a clear and accessible “click to apply” link? Optimising these posts for engagement will help drive traffic and encourage more applications.
If you need any help please raise a ticket for the recruitment team on Zendesk.
Social Media
Use your social presence to your advantage, LinkedIn is an excellent place to network and find new talent. Joining local Facebook groups and sharing out Facebook Careers page will also get you noticed. www.facebook.com/parkholidaysukcareers.
You can submit hiring videos to our team and request recruitment posters by contacting the recruitment team via Zendesk.