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Navigating the Talent Shortage: Strategies for Hiring in a Competitive Market

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In today’s dynamic hospitality landscape, one of the most pressing challenges faced by organizations is the shortage of qualified talent. Industries across the board are grappling with a scarcity of skilled professionals, making the hiring process more competitive than ever. By understanding the challenges faced by businesses in attracting qualified talent and implementing creative recruitment strategies, organizations can not only survive but thrive in a competitive market. In this post, we delve into the intricacies of navigating the shortage and explore effective strategies for hiring in a fiercely competitive market. In the face of the talent shortage, adaptability and strategic thinking will be the driving forces behind successful recruitment efforts.

The Talent Shortage Dilemma

The talent shortage is a multifaceted problem arising from factors such as rapid technological advancements, evolving skill requirements, and demographic shifts. Businesses, particularly in industries with specialized skill sets, find themselves in a constant battle to attract and retain qualified individuals. This shortage poses a threat not only to immediate recruitment needs but also to long-term growth and sustainability.  Here are the top three challenges in attracting qualified talent:

1. Skill Mismatch: As industries evolve, the demand for specific skills rises. However, the education system and workforce often struggle to keep pace, leading to a significant skill mismatch.

2. Changing Workforce Dynamics: The preferences and expectations of the workforce are changing. Millennials and Generation Z, for example, prioritize factors like work-life balance, career development, and a sense of purpose in their professional lives.

3. Increased Competition: With businesses expanding globally and embracing remote work, the pool of talent has become more accessible. Simultaneously, it has intensified competition as organizations vie for the same skilled individuals.

6 Effective Recruitment Strategies

1. Embrace Remote Work: In a world where remote work has become the norm, offering flexible work arrangements can significantly broaden the talent pool. Highlighting a commitment to work-life balance can make your organization more attractive to potential candidates.

2. Invest in Training and Development: Instead of solely relying on external talent, consider investing in training and upskilling programs for existing employees. This not only addresses the skill shortage but also fosters loyalty among the workforce.

3. Utilize Social Media and Employer Branding: Leverage the power of social media platforms to showcase your company culture, values, and success stories. A strong employer brand can set your organization apart, making it more appealing to prospective employees.

4. Streamline the Application Process: Simplify and expedite the application and interview process. Lengthy and complicated procedures can deter qualified candidates from pursuing opportunities with your organization.

5. Offer Competitive Compensation and Benefits: While it may seem obvious, ensuring that your compensation packages are competitive is crucial. Additionally, consider non-traditional benefits such as flexible schedules, wellness programs, and professional development opportunities.

6. Cultivate a Diverse and Inclusive Workplace: A diverse and inclusive workplace not only attracts a broader range of talent but also contributes to a more innovative and dynamic work environment. Highlight your commitment to diversity and inclusion in your recruitment efforts.

How to Attract and Retain Top Talent in the Hospitality Industry

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Setting table at a restaurant

Excellent customer service and a high standard of professionalism are requirements in the fast-paced, dynamic hospitality sector. Although it can be difficult to find and keep excellent personnel in the hospitality sector, doing so is crucial for any company to succeed. Here are six excellent guidelines to remember when looking to hire.

1. Develop a deep understanding of the hospitality industry 

To be successful in hospitality recruitment, it is essential to have a deep understanding of the industry, its trends, and its unique challenges. Invest in ongoing training and development to stay up-to-date on the latest industry developments.

2. Build a strong network

Building a strong network of industry contacts is essential for hospitality recruitment firms. Attend industry conferences and events, participate in online forums, and cultivate relationships with industry professionals.

3. Use data to drive decision-making

Data can be a powerful tool for hospitality recruitment firms. Use data to track industry trends, identify skill gaps, and measure the effectiveness of recruitment strategies.

4. Emphasize quality over quantity

In hospitality recruitment, it is essential to emphasize quality over quantity. Focus on finding the right candidates who have the skills, experience, and cultural fit needed to succeed in the industry.

5. Provide exceptional customer service

Customer service is key in hospitality recruitment. Provide exceptional service to both clients and candidates, and build a reputation as a trusted partner in the industry.

6. Leverage technology

Technology can be a powerful tool for attracting and retaining top talent in the hospitality industry. Use technology to streamline recruitment and hiring processes. Consider offering online training and development opportunities, and always provide real-time feedback and recognition.

The Time Between an Accepted Job Offer & the First Day: A Guide to Success

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What does your pre-employment onboarding process look like these days?  You desire your new employees to acquire the necessary knowledge, skills, and behaviors in order to become effective organizational members and insiders.  But how effective are your current practices? 

As the competition continues to heat up for employers, pre-employment onboarding is more important than ever.  Niki Jorgensen, a Forbes Councils Member, says “The time period between an accepted employment offer and the first day on the job is not only critical to extending the company culture, but also in helping to ensure new hires remain with the company for the formal onboarding process and beyond.” 

Building and maintaining your successful company begins with effective recruitment practices.  Avoid being ghosted by a top candidate and consider revamping these four areas of your pre-onboarding process: support of key personnel, the welcome, communication, and expectations.

Start by looking into your support of key personnel.  This is where the onboarding process actually begins.  Who are the people that play an integral role in remaining connected to new hires before the formal program begins?  For you, this might be a hiring manager, recruiter, or even direct supervisor.  Consider providing your key personnel with communication templates that can be personalized.  This will result in consistent messaging that supports the culture and strengthens your brand.

Second, make a fantastic first impression and offer a friendly welcome.  You can establish an inviting environment for your new employees which sets the tone for positive company culture.  Consider creating a personalized welcome video that will make new hires feel appreciated and part of the team.  If possible, feature future co-workers in onboarding videos.  This will help new hires put faces with names before day one.  

Next, identify and implement a process for ongoing communication to remain in contact with new hires.  If you can continue communication with a candidate after a job is accepted, this will help to alleviate any doubts and enable them to feel a more immediate connection to the company.  Try a brief weekly phone call or e-mail.  You can share new information as well as ask additional questions.

Finally, set and communicate expectations.  Let your new hire know exactly what to expect the first week.  Consider sharing a clear, written agenda, including introductions to key personnel and team members, required training sessions, completion of online forms, etc. This may all seem routine for you.  However, you can use your knowledge to set your new hire up for success.  Providing an organized schedule of events in advance not only helps new employees, but also results in more engaged new hires.  And that will lead to less employee turnover.

Feedback or Failback?

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A young man giving a thumbs up with both thumbs

Feedback is fundamental to your job hunting success.  Sometimes it can be uncomfortable to ask for advice or constructive criticism about your interview.  But, if you’re doing tons of interviews and not landing the job, maybe it’s time to ask for feedback.  And here’s how to ask for It.

Asking for feedback is key

The best time to ask for feedback is when the interviewer tells you the company isn’t interested.  Timing is key here.  Whether you receive a phone call or an e-mail, use the opportunity to ask how you could improve or what your weak spots were during the interview.  You could also ask if the interviewer has any specific advice for you.  The goal is not to argue, share your frustrations or anger.  Even though you desire to know exactly why you weren’t offered the job, your goal is to get a critique of your performance and move ahead.  Ultimately it is up to the hiring manager whether they respond.  But if you put your best foot forward during the interview, you’ve already increased your odds.

Navigating feedback for a productive result

What if you are unable to ask for feedback directly from the hiring company?  There are still several key things you can do to figure out where you are going astray.  It starts with a solid foundation.  Make sure you are interviewing for the right jobs.  Just because you have been selected for interviews does not mean you are a viable candidate.  Next, evaluate yourself.  Honestly reflect on your responses to the interview questions.  Finally, seek out a trusted friend to role play an interview.  Give them a specific job posting and list of questions.  Instruct them to ask the questions randomly.  This mock interview practice will provide a more real-world recruitment experience.  Ask them for their honest feedback about different facets of your performance (manners, attire, preparedness, confidence, etc.).

Conclusion

Receiving feedback from an interviewer is invaluable.  You also can determine how to improve your interview performance on your own.  Either way, it doesn’t hurt to ask.  Be open to feedback, willing to change, and ace your next interview.

Seattle – More Than a Rainy City

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Rain or shine, Seattle knows how to have a good time… do you??
Known for far more than umbrellas, Seattle is an urban city surrounded by natural beauty and a surplus of lifestyle that will entertain.
While, it is a must for tourist and residents alike to at some point experience the Space Needle, Pike Place Market, and the Seattle Great Wheel, Seattle has so many more sights to offer within the city proper and beyond.  Take a trip to Woodinville for Washington wines where you won’t be disappointed by what comes off these vines.  Or load up on the Victoria Clipper for an awe-inspiring trip to Canada because you are oh-so-close… just don’t forget your passport.
Seattle is a sightseer’s paradise and a food-lovers dream.
Throughout Seattle you can endlessly explore and gain an inside edge on the best culinary stops-whether that means beating the line for a specialty at Pike’s Place Market or sampling a neighborhood’s best banh mi sandwiches.
From beers to burgers and local fish selections to that can’t-deny-it, good dessert, there’s never too few places to try for your next night out.
Beyond the amusement of the city itself, the economy of Seattle is booming just along with its’ people’s love for the city.  As the population grows, families move in and outsiders begin to call this place home… Seattle has a lot to offer.
There’s one thing we can guarantee about Seattle, there’s no such thing as a rainy day in to get you down.
Find your opportunity by searching our latest job openings throughout Seattle.

San Francisco – The Home of a Little Bit of Everything

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Why do people love San Francisco? It starts with the sights and ends with the vast array of communities to explore, dine and experience one of a kind events at.
It’s the home to a little bit of everything. Whether an afternoon on the bay or taking the trolley through the hills, this city always surprises.
San Francisco is made up of 49 square miles of long boulevards, curvy streets, hidden alleyways and lots of hills.  You’ll find zipping around the city without a car is not only easy and affordable, it’s actually more convenient 99% of the time… or at least that’s what the locals claim.
San Francisco’s restaurant scene is always hot, and 2017 is no exception. It can be a lot for even locals to keep track of.  From hearty comfort food to Michelin-starred fine dining, there are restaurants for every palate.  You just have to find your favorites!
And just because the sun doesn’t always shine on the Golden Gate Bridge, there’s plenty to keep entertained with an umbrella in hand.  Whether it’s City Hall, The Railway Museum or shopping at the Ferry Building, you won’t be left to wait for the sun to have a little fun.
Beyond the amusement of the city itself, the economy of San Fan is booming just along with its’ peoples love for the town.
Find your opportunity to live in the city that has a little bit of everything by searching our latest job openings throughout San Francisco.

KEY HIRING ESSENTIALS TO AVOIDING TURNOVER

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From what goes on the plates to who serves it, it all comes down to who you hire.  What are they like? How do they interact with the guest? What’s their reaction to conflict? One bad hire can infect and affect an entire staff and bring a line of issues for yourself and your guest.
Beyond a bad hire ruining a guest experience, the cost of a bad hire is high.  According to the Council of Hotel and Restaurant Trainers, the average cost wasted on a bad hire is $20,000 per manager and $2,225 per hourly employee. Let the numbers speak for themselves.
So before your cash goes down the drain and a bad reputation spreads from poor guest experiences, consider these 2 key hiring essentials – it might just save you both time and money!
Hire the candidates with a level of high engagement. 
What’s the employee’s engagement level? It’s a candidates market and individuals are looking for the greatest and newest opportunities consistently.  Beyond the hire that stands out on paper with the skills to perform well, who are the ones with a genuine interest in the food and beverage industry as a whole? They are the ones likely to be satisfied in your working environment and therefore a steady employee.
More than just engaged in the industry, hire the candidate with shown social engagement skills too.  When employees are socially engaged in their career, guests notice it too. So what’s “socially engaged” mean? We’re talking about the candidates who like to lend a helping hand to their fellow co-workers, find importance in celebrating accomplishments and are not out to just make a buck or two…We’re talking about the ones who speak with the guest dining and are eager to ensure their experience is the best and most welcoming possible. Whether you’re after a close knit family culture, a strong team emphasis or any other cultural work ideas, hire the candidates who have shown you the social skills to meet your goals.  Your guest and other employees will thank you for the engagement levels each new employee possesses.
Hire the candidate you have screened fully.
It’s the 21st century and that means a whole new world of opportunity to automate the age-old hiring process.
From online applications to personality test, take advantage of the tools available to help “do the legwork” for you to weed out the candidates who don’t make a qualified fit.  Find out more than just previous work history and education… discover their character and outlook on work with a variety of online questionnaire surveys.
There’s far more to screening a candidate for hire beyond a one-time face to face interview.  In fact, it’s the hires that you interview one time with just a paper application who are costing you the big bucks we call turnover.  One example to setting an automated screening process to help eliminate high turnover rates could include setting up online surveys for previous employers and references to reply with detailed information on each candidate’s performance.
There’s more to the age-old practice of hiring than ever before… what are you doing to make it not only hard for candidates to want to walk away from your company after their hire, but before even accepting the position to ensure you’ve got the right hire?

PUTTING “HOSPITALITY” BACK INTO THE RESTAURANT INDUSTRY

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Whether you own the finest dining in town or the cafe on the corner, what’s happened to hospitality in the restaurant industry?
True hospitality in a lot of cases is simply a lost art.  Not so long ago you would have been greeted at the door of anyplace, the gas station attendant would wash your windshield and the host would happily take your coat upon arrival for dinner.
For every owner, front of house host and server, we know what you see when dining out the good, bad and ugly of hospitality. So if it’s been seen, what’s the hold up to putting it in play on the job?
Perhaps the answer lies in the basics of hiring and what we do with new staff once we’ve hired them. Restaurants are very much transient employers. People come and go and, unfortunately, service is negatively affected by turnover. Unless you have figured out that regular and consistent training is the absolute foundation of your restaurant and your first priority, your guest experience will be inconsistent at best.
The key in hiring is to look for approach, attitude and true desire to serve over prior experience. If these core values are present and you take the time to develop and train your fledgling staff, your customers will notice and reward your restaurant with their business. Once you believe in and practice effective consistent training and recognize and reward your standouts, your restaurant will have a lasting powerful advantage over your competitors. This is a simple concept, yet too often overlooked with all the other important details in running restaurants.
Don’t let hospitality be a lost art in your restaurant. Develop a new game plan that begins with your staff understanding and practicing the nuances of what service really means and what your guest seeks. Train consistently, over deliver on each guest’s expectations and take pride in sustaining the magic.