Hiring Hospitality: 6 steps to fill your job faster

The Restaurant industry is no stranger to the challenges of finding the right candidate in a timely manner.

As industry leaders, we have identified 6 key actions you can take to fill your role faster with the right person.

Step 1: What is Most Important

Job descriptions often state many responsibilities and requirements, but the hiring manager and others do not agree on the most essential points. Make sure that those involved in the decision-making process for new hires agree on the most important responsibilities and requirements and that there is alignment with those involved in the interview process.

Step 2: Be Concise

Reduce the job description down to one page and give visual cues by using bullets and bold text for the most important aspects of the role so they stand out. This makes the information easily digestible and provides a road map for success.

Step 3: Refine the Process

One of the most important aspects is the interview process. Ask each candidate the same questions based on the most important things and score them against each other. Insert questions highlighting the core values and culture to ensure candidates will fit in. This will allow you to differentiate the candidates and move only the best forward in the process.

Step 4: Compress the Timeline

Reduce the interview process to two to three weeks tops. If you go beyond two weeks, you run the risk of losing candidates to other companies who are more agile. It’s important to interview a candidate at least twice, as the data shows an increased risk of hiring the wrong person after one interview. Conversely, if you make candidates interview four or more times, you risk losing them and damaging your brand with interview fatigue.

Step 5: Communicate with Candidates

The only thing candidates appreciate more than a YES is a quick NO. If you feel they are a good fit and will be moving them forward in the process, let them know quickly. Communicating early and often in the process will keep them engaged with you in a highly competitive job market. If they could be transformational to your company, they can do the same for your competitors, and you don’t want to lose any along the way.

Step 6: Get an Expert Opinion

Executive and non-executive hiring in the Hospitality industry has become increasingly difficult since COVID-19. If you want to discuss your specific challenges, click on THIS CALENDAR LINK to schedule a complimentary consultation with former General Manager and Executive Chef Geoffrey Caliger, who leads the Hospitality practice at The Loring Group.

The Loring Group

505 Montgomery Street, Suite 1100 | San Francisco, CA 94111

415-941-2530 | www.tlgtalent.com