3 Untraditional Hiring Tips For Hospitality
Consider using three untraditional recruitment strategies.
Top-notch talent can be difficult to acquire in any industry, including hospitality. Hotels, resorts, restaurants, and food service companies of all sizes are continually competing against each other to hire the best sales managers, executive housekeepers, front desk associates, sous chefs, lead cooks, servers, and other key professionals. While successful recruiting can be a challenging process, an out of the box approach may be all it takes to give you an edge. Consider these untraditional hiring tips the next time you need to fill a hospitality job.
1. Narrow your focus immediately.
Active job seekers are plentiful these days. According to the U.S. Bureau of Labor Statistics, national unemployment is still hovering around 6.2 percent. As a result, postings for hotel and restaurant jobs may draw in hundreds of applications—and it’s unlikely you have time to review them all in detail. Fortunately, focusing in on the best candidates—those who are really interested in the opportunity—is fairly easy. Just add a group event to your recruiting process. For example, host an invitation only Open House and invite the professionals who submitted resumes. Then reduce your list of eligible candidates to those who take the time to attend.
2. Try speed dating.
Give your management team and coworkers an opportunity to interact with the hotel or restaurant job seekers by conducting a round of speed dating style interviews during your Open House. Engaging in these brief encounters is an excellent way to form an initial impression of each candidate’s interests, career aspirations, and communication skills. You can learn even more about your job seekers’ hospitality industry knowledge and skills by including other interactive activities—such as a trivia game or role-playing—as well. Once you’ve had a chance to discuss your experiences with the team, invite the candidates who impressed everyone the most to schedule one-on-one interviews with the hiring manager.
3. Hire for personality.
The best hospitality candidates will have the background and skills necessary to do the job at hand. You may identify several who appear equally suited to the task. When this happens, hire for personality first. After your Open House and one-on-one interviews, you should have a good feel for the job seekers with personalities that best fit your company culture—be it inventive, creative, conventional, or family-oriented. Numerous studies have shown that cultural fit impacts employee retention and performance, reducing turnover, and improving productivity. Make the most of it with every new hire and your hotel or restaurant will benefit.