How can you ensure that you hire the most qualified hospitality candidates?

Where to start: • with who someone is now not where they’ve been • find personal connection so you can decipher who is an honest hard worker • show them THEIR value and what it means and adds to what the overall goal is.

Be specific about the minimal requirements of the role and name the top three responsibilities in the day to day. Most important, give the candidates insights of the work environment. What will they contribute to, who will they work with.

🏅As a recruiter, ensure your goals and objectives are well defined enough to hire the most qualified candidates. In as much as companies hire, prospective candidates look out for companies with vision and clear goals. 🏅Ensure you are offer excellence and commitment to employees growth 🏅Exude Integrity. Make sure you stand for what you are offering

What we look for: - Experience in a customer-service facing positions typically found in retail, hospitality, food & service, volunteerism, school clubs, non-profit, etc. - Friendly, eager to learn team player looking for a chance to prove themselves with a growth-oriented mindset. - Good time management skills, a sense of urgency, and a desire to brighten up someone's day.

1. Assess Soft Skills: Customer Service Orientation: Evaluate candidates' ability to provide excellent customer service. Communication Skills: Assess verbal and written communication skills, essential in hospitality roles. 2. Evaluate Cultural Fit: Company Values: Ensure candidates align with the values and culture of your hospitality establishment. Team Dynamics: Consider how well candidates will fit into your existing team. 3. Check References: Professional References: Contact previous employers to verify the candidate's work history, skills, and reliability.

Networking with related organizations can also be a source of candidates. This way, the community is helped out and similarly, the company is able to establish stronger ties with the community. It becomes a word of mouth and facilitates the sourcing process.

Think about your target group and where to find them. Are they online? Are they offline? Are they maybe even your guests and customers? Use job boards and your company website as well as social media channels and your business facilities to advertise your job. Create a referral program for your employees or even for your guest/customers. Key is an on point job advertisement that communicates clearly what you’re looking for and that gets candidates excited to apply. Always be honest, don’t create false expectations. That won’t get you anywhere.

Nothing can over-value human connection, person to person. In the world of AI that is extremely helpful, in the end, human connection is what matters most.

Sourcing channels: - Indeed is the best job board for high-volume recruiting as the #1 online career board. - Word of mouth/referrals: Your star team members are a great resource to find similar levels of talent. Expand your search by reaching out to your network! - Career fairs/job fairs: Great to resolve immediate hiring needs and bring brand awareness to your organization.

For leadership roles, it is ideal to: - Use a virtual video program to conduct a virtual interview to view the candidate's body language, expressions, and how they present themselves. - Phone interviews can also be effective for a higher-show up rate, but typically results in lower quality candidates. - Use a mix of behavioral and situational questions to analyze their experience and their mindset.

Ask behavior based interview (BBI) question. BBI questions are situational questions. You ask the candidate to tell you about a situation (something that’s related to the day to day of the role) that happened in the past, what the candidate did, and the outcome of it. The candidate is more likely to tell the truth and not to trailer the answer to what you would like to hear.

Listening carefully to the candidate is an important component of the interview. Make sure you give the proper amount of time for the candidate to respond to each question. Focus on their response, and also note their expressions and tone.

As someone who didn’t know I was dyslexic until I was in college, I believe on the job temporary opportunities that have a hard deadline for direct hire are the best way to find out who someone is. Skills can’t be judged by letters, words, and test on a screen.

In hospitality, it's all about personality, right? I’m a proponent of PI, it digs deep into crucial interpersonal traits. Using data and analytics is great matchmaking for your team, and this is important because you want newbies from hospitality to blend in just right. That way, you get the right fit from the start! Within hospitality, don’t just stop at PI. Add in role playing to see them in action. (That’s my other secret weapon and it works wonders)

Sometimes a working interview is a great way to assess how a candidate will work in their natural environments. This is a great trial for both parties to see if the opportunity is a mutual fit, and allows the candidate to see what a day in the life of working with the employer would be like. You can really see a candidate's personality shine in their natural habitats!

Another way to ensure that you hire the most qualified hospitality candidates is to incorporate assessments and simulations into your hiring process. Assessments and simulations are tools that allow you to measure the candidates' abilities, performance, and potential in a realistic and objective way. You can use various types of assessments and simulations, such as aptitude tests, personality tests, skills tests, or role plays, depending on the criteria and competencies that you want to evaluate. You should choose assessments and simulations that are valid, reliable, and relevant for your hospitality roles, and that comply with the legal and ethical standards of your industry and location

Skill Competences to look out for: 🏅Business intelligence (understands the vision, goals and objectives of the business and KPI target) 🏅 Customer service oriented 🏅Exceptional emotional intelligence (One who can connect, understand and manage the logical, psychological and emotional pain point of other people) 🏅Easily adaptable and willing to learn 🏅Interpersonal relationship 🏅Integrity

Check multiple references thoroughly focusing both on technical competence, hospitality service attitude and demeanor. Take note of the consistency of feedback, it will give you an insight of the personality and character of the candidate

Checking references is no longer the only way to learn about previous performances of a candidate, which in any case can be biased and not accurate, respecting privacy. I recommend using the existing technology by analyzying the candidate' social media to better learn their profile, interest and much important, the way they interact with others and their attitude.

In one of my experiences, I encountered my first overbooked situation in the hotel. Instead of feeling nervous about the situation, I gathered ideas for resolving the issue in a complaint-free result.

The hiring of a new person is always going to be in some ways a game of chance. The endless variables of why or why not a new person work will work out. One overlooked factor is often the 'real' day to day company culture. Do you think they will feel comfortable, will the rest of the team, will they add something, will their personality fit with or enhance others? When you sit with the candidate what does your gut tell you? If they have the right qualifications and experience and good, positive energy then even if that exact job is not a fit, later they can be found a better post within the company.