Most of us would agree that the hospitality industry is a fun and exciting sector to work in. The industry is growing with the need for great staff ever important in today’s highly competitive market. Yet, recruitment processes are seemingly becoming more elongated and complicated.
As the hospitality sector is currently a candidate-driven market, your business needs to have efficient processes in place if you want to recruit the right people. Like a marketing strategy, your recruitment strategy should reflect your business strengths, as well as your mission, vision and values. The candidates you choose should fit seamlessly into your company culture. But if there are needless delays at the recruiting stage, you may end up missing out on talented people, as they give up and go elsewhere – to your competitors!
A slow recruitment process comes at a high cost for your business, due to wasted time, money and resources. Mitigating risk is understandable but you must weigh this up with the risk of the time and money lost both in the recruitment process itself and the potential loss of not hiring the best candidate. Candidates want to be respected and appreciated, like we all do! A prolonged interview process and the inability to make final decisions can indicate to a candidate that you have some internal issues or aren’t truly happy with them.
Every step of the process needs to be watertight if you want to avoid any delays at the interview stage. Always check that you have the right people involved in your recruitment process. Don’t forget it is a two way process and you also need to be able to sell your company’s virtues to any new employees.
It’s also worth bearing in mind that the longer it takes you to hire someone, the more time a competitor will have to swoop in and make attractive offers to your candidates. If you’re a hospitality business, you need a good reputation and a tight recruitment process if you want to attract and retain high-quality people.
At Worldy People, we believe that a 2-step interview process is sufficient for almost every role in the hospitality sector. There are occasions where you may need a longer interview process – for example, C level and above roles – but if you are struggling to make a decision on the second interview, then something may not be quite right.
For further advice on how to create an effective recruitment process and support in finding the best possible talent please speak to our team – call 0203 637 9840 or email: firstname.lastname@example.org