The managers of small hotels and restaurants should take into consideration the following issues about recruiting their staff:

• to recruit and employ staff transparently, aiming to create a diversified workforce in terms of gender, ethnicity, age and disability[1]; the positions should be very clearly described, so that all staff categories understand well their roles and the needs of the employer.

• to set targets for increasing the number of local people employed and the percentage of wage bill going to local residents (e.g. 50% of the wage bill going to people living within 30 km of his enterprise, with a 5% increase in a year);

• to provide appropriate training programs for staff;

• to pay reasonable wages (not just minimum wages) for the targeted area and link wages to positions and experience;

• to motivate staff with incentives and bonuses linked to their performance or service levels;

• to inspire staff regarding “green policies”, to let them know and apply the rules in their work or personal life.

After the recruiting process, the HORECA managers should make the employees aware of the importance of respecting the environment and of providing the clients with the best services they can.

All of this can be achieved by specific trainings for employees, of course, taking into consideration the position held in the hotel / restaurant; this will help them to understand better all internal and external regulations related to the job.

∗ Research proved that a diverse workforce can provide tangible benefits to a company besides just fulfilling legal compliance and good faith efforts. In fact, as markets expand globally being able to understand and reach out to the individual needs of people from other cultures and regions will be paramount. A multicultural, talented and trained employee base gives companies that key advantage