Clinging to 'the way its always been done' will stagnate your business

Think carefully about how you recruit your staff

Focusing on good recruitment during a difficult job market is one of the smartest things a hospitality professional can do to protect their business.

The current economic turmoil is exposing a weakness in many of the businesses we deal with. In their desperation to ensure they have enough staff to operate with, many are short–cutting thorough recruitment processes and grabbing warm bodies, without consideration for the medium and long term consequences of gradually diluting the skill levels of their team.

Part of the problem is the way many traditionally run businesses advertise for staff. Old style ‘Head Chef wanted’ or ‘Restaurant Manager wanted’ ads are an expensive waste of time and money and are likely to attract a depressing bunch of misfits and hopefuls. I am aware of businesses that have spent thousands of dollars on advertising with Seek and MyCareer without reasonable result. It’s not that these web sites don’t yield a result, it’s more that the message they place on them doesn’t strike a chord with the few superstars who are out there looking for a new job.

Be careful dealing with the unemployed

Fishing among the unemployed is always going to be a problematic process. Are these people on the job market because they have been pushed-out of other businesses? In difficult times you don’t get rid of your good staff. Are they jobless because their previous employer has gone broke, and what inappropriate, ingrained behaviors do they bring from their previous dysfunctional business? I have found that it’s best to fish from the currently employed, but how do you
do that?

Put yourself in the mind of a skilled, experienced hospitality professional. Smart people tend to carefully move from one job to another according to some sort of 

You are fishing in a polluted pond when you target the unemployed.

career plan. Smart people don’t tend to quit a job until they have another position lined-up. Smart people tend to scan the employment ads asking themselves ‘What’s in this for me?’ They are preoccupied with meeting their own needs at this time and not yours.

Your needs are secondary to their needs

A person looking for a job is concerned with their needs, not yours.

You might want a Head Chef, but at this point they aren’t concerned at all with what you want, they are concerned with what they want. They might have a young family and be concerned with work/life balance; they might be seeking career development that leads them to their own business; they might want to work with exotic ingredients; they might want to work with new food concepts, etc. They will tend to keep scanning employment ads until something jumps out at them as a better deal than that which is commonly offered.

Effective employment advertising is focused on ‘what’s in it for you’, and contains only a small amount of ‘what we are looking for’ — enough that is sufficient to weed out the job seekers who are really wide of the mark. The idea is to maximize the number of quality applicants, so you have a chance to find a superstar.

Learn to interview and do proper reference checks

A good interview is based around a sound understanding of what you want the successful applicant to be able to do. This is normally achieved by the use of a well thought-out job description which is, in effect, a blueprint for all aspects of the job you want done. The absence of a job description often leads to the employment of a person without important skills, like computer literacy or inability to work with numbers and percentages, because the recruiter didn’t consider this.

A good interviewer will also recognise that resumes are like real estate brochures – they are ‘sales’ aids, often designed to present a problematic 

Interviewing is a complex skill that you will not learn easily by trial and error.

person in the best possible light by omitting short term jobs, listing job titles never achieved, education never completed, etc. A good interviewer is very careful and cross checks carefully, and they always check references carefully.

You are only as good as the people you have gathered around you

Stepping back, you are only as good as the people you gather around you. I have come to the belief that good recruiting is the most important skill you can gain as a business owner or manager. When the job market is difficult — as it is now — it is folly to short cut the recruitment process, it’s quite the opposite. Now is the time to focus and put in the time and effort. It will save you time, money and angst in the long run.

To learn more about the topics discussed in this article please consider the following courses,

For documentation to support the management systems discussed in this article, please visit our resources website.

If you are not sure where to start, contact us now to speak with a consultant.

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