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Retention and a detailed job description Retention is the word on the mind of every talent acquisition or hiring manager these days. One often underestimated tool stands out – the job description. A well-written job description sets the stage for attracting top-tier candidates and, more importantly, retaining them. By crafting a clear and comprehensive job description, companies can communicate their expectations, responsibilities, and company culture concisely, aligning candidate expectations with the reality of the role.   A detailed job description not only outlines the duties and requirements of a position but, showcases the organizational ethos and what is important to their culture. When candidates have a solid understanding of what's expected of them, they're better prepared to evaluate their fit within the company. This ‘culture fit’ which is talked about so often at the initial stage of the hiring process, lays a solid foundation for employee satisfaction and engagement, leading to higher retention rates. Informed managers and employees will better resonate with the company's values and goals.   Moreover, a well-defined job description serves as a clear path for both employees and employers throughout the employment journey. By clearly articulating the key performance indicators, growth opportunities, and career progression pathways, organizations can empower staff to set clear goals and milestones. The job description provides a sense of direction and increases their commitment to the organization, reducing turnover, resulting in a more stable workforce.   Creating the job description involves an investment of time and effort and should be reviewed by people in different layers of the organization to see if it aligns with upper management and line management values. When employees’ roles are well-defined and their contributions are recognized, they're more likely to be motivated and engaged in their work. This intrinsic motivation, ultimately leads to increased job satisfaction, higher productivity levels, and enhanced loyalty towards the organization. #hiring #jobs #hospitality #pennsylvania #resort #club #help #community #headhunter #recruiter #restaurantmanager #readytowork #restaurant #geckohospitality #pennsylvaniarestaurants #coloradorestaurants #iowarestaurants #nebraskarestaurants #delawarerestaurants #restaurant #idahorestaurants #restaurantcareers #chefs #arkansasrestaurants #food 

The Restaurant / Multi-Unit Recruitment Trends for 2024 We all know Restaurant / Multi-Unit companies have been dealing with an ever-evolving number of recruitment challenges for some time. That is why I wrote a white paper on How to Find Hidden Talent - get it here > https://bit.ly/49DonLF Diving into recruitment trends for 2024 in order to hire elite talent and future proof your organization you must be aware of the trends and how to best navigate. I will be discussing trends and how to best navigate in upcoming posts. Trends to keep in mind include: - Cost of living which continues to rise coupled with economic uncertainty. As a result, 72% of the working population are considering making a move to pursue a career in a more "inclusive" environment. - 77% of employers report difficulty filling roles – the highest number in 17 years. - By year 2030, reports suggest 85 million jobs could go unfilled due to a lack of skilled candidates. - AI is beginning to influence how companies’ source, validate and examine candidates. As a leader in your company, it's crucial to understand how the shifts in the labor market will influence how you hire this year. In upcoming posts I will discuss strategies to help navigate the ever evolving hiring landscape with excerpts from my guide. If you can't wait for the upcoming posts, you can read the entire article here > https://bit.ly/49ZftaU #hringtrends #restaurant #leadership #management

Unleashing Potential: The Smart Switch to Skills-Based Hiring Cutting Costs with Precision: Playing the hiring game smartly can save your business a fortune. Imagine avoiding the financial pitfall of a bad hire, which can guzzle down anywhere from five to a whopping 27 times an employee’s salary. That’s where skills-based hiring swoops in, armed with a laser-focused approach that significantly slashes the risk of welcoming a mismatch aboard. A Kaleidoscope of Talent: By prioritizing prowess over paper qualifications, businesses unlock the door to a vibrant spectrum of talent. This isn’t just about filling seats; it’s about enriching your team with individuals whose diverse skills and creative flair breathe fresh life into your operations. The Quest for Quality: In the realm of recruitment, quality trumps quantity every time. Skills-based hiring is like having a secret weapon that zeroes in on candidates of the highest caliber, ensuring that your team is not just competent but exceptional. Retention Revolution: When you match a role with the right skills, you’re not just filling a vacancy; you’re fostering a future. Skilled hires are more likely to feel valued and understood, translating to longer tenures, solid loyalty, and a dramatic dip in turnover turmoil. By turning the spotlight on skills, businesses aren’t just staying competitive; they’re setting the stage for unparalleled innovation, efficiency, and workplace harmony. #NorthDakota #SDjobs #SouthDakota #MTjobs #Montana #WYjobs #Wyoming #GeckoHospitality #WereHiring #LetGoAndLetGecko #GrowYourBusiness #Business #RecruitmentAgency #NowHiring #restaurant #foodservice #opportunity #hoteliers #hotelmanagement

Retail and Restaurant leaders, in the spirit of Halloween let's talk about the "ghost applicant" phenomenon. 👻 You know, those candidates who seem interested at first, start an application, and then poof – vanish without a trace. This isn't just about abandoned applications; it reflects a broken candidate experience. Think about it: • Lengthy applications: No one wants to spend 30 minutes on their phone filling out forms. • Clunky mobile interfaces: Is your application process mobile-friendly? Or are you losing candidates to frustration? • Lack of communication: Do applicants receive updates, or are they left in the dark? A seamless, engaging candidate experience is crucial, especially in today's competitive hiring market. Let's discuss how to ditch the "ghost applicant" problem and create a hiring process that attracts and converts top talent. #restauranthiring #candidateexperience #HRTech #recruiting #retailhiring #retailjobs

"Ava Cado" *groan* is a new AI hiring platform that Chipotle says will cut hiring time by 75%. The system can collect job applications, answer candidates' questions, set up meetings and send offers--all without human intervention. As I touched on in my recent report for Capterra (https://lnkd.in/gsTwtHbm), this isn't just a Chipotle trend. With Gartner predicting that 80% of recruiting technology vendors will have AI capabilities embedded in their offerings by 2027, employers of all shapes and sizes will have their own "Ava Cado" soon enough. The benefits of AI to recruiting are too big to ignore at this point. Recruiting use cases for AI, such as chatbots, candidate matching, and career site optimization, represent likely wins combining high feasibility and business value. And the cherry on top is that job seekers by and large don't seem to mind AI making its way into recruiting and hiring processes. We found that 62% of job seekers believe they have a BETTER chance of being hired if AI is used in recruiting and hiring processes, and 70% believe AI is generally LESS biased than humans when evaluating job candidates. So if you're thinking about dipping your toes in the recruiting AI waters, this is a great time to do it.

4 Key Takeaways from Chipotle Mexican Grill's New Hiring Platform with AI Chipotle Mexican Grill recently launched "Ava Cado," an innovative AI hiring platform developed in partnership with Paradox. This system streamlines the hiring process across more than 3,500 locations, showcasing how AI can transform recruitment. Here are four key insights from this initiative: 1️⃣ Automation for Efficiency and Cost Savings Chipotle aims to reduce hiring time by up to 75% with Ava Cado. The platform automates tasks like interacting with candidates, scheduling interviews, and sending offers, allowing managers to focus on operations and guest service. This increased efficiency also reduces advertising costs, offering a cost-effective solution for high-turnover industries. 2️⃣ Multilingual Support for Expanding Global Recruitment Ava Cado supports four languages—English, Spanish, French, and German—enabling Chipotle to engage with diverse candidates across North America and Europe. Multilingual capabilities broaden the talent pool, enhancing accessibility and inclusivity. 3️⃣ Enhancing Candidate Experience: A Frictionless Recruitment Process Ava Cado provides a seamless hiring experience by simplifying interview scheduling and answering candidate questions. For companies with high-volume hiring needs, like Chipotle, this quick and straightforward process benefits both managers and applicants, strengthening brand perception. 4️⃣ Strategic Recruitment for Long-Term Growth and Bias Management Chipotle’s AI adoption is part of a broader strategy to reach 7,000 locations, aligning recruitment with its growth goals. However, AI in recruitment requires careful bias management. New York City mandates regular "bias audits" for companies using AI to ensure fairness and transparency, crucial for maintaining trust in AI-driven hiring. Elevate Recruitment with AI ✨ AI is transforming recruitment by making it faster, more efficient, and inclusive. CosBE’s AI solutions automate candidate screening, helping businesses quickly find the right talent while reducing costs and supporting growth. With multilingual support, our systems bridge cultural and language barriers, enabling global recruitment and promoting diversity. Designed to prioritize candidate experience, our AI ensures a seamless and user-friendly process that enhances brand perception. We also emphasize fairness and transparency, conducting regular audits to help companies recruit confidently and ethically. Ready to transform your recruitment with AI? Contact us today! ✨ #AIRecruitment #TalentAcquisition #RecruitmentTech #Chipotle #AIHiring #CosBE #TeamCosBE

🚨 Don’t Wait Until January to Start Hiring for Your Food & Drink Manufacturing Business! 🍪🍻 If you’re part of Scotland’s thriving food and drink manufacturing sector, you know the importance of having the right people in place to deliver quality products on time. While many businesses think, “We’ll recruit in January,” waiting could leave you playing catch-up in 2024. Here’s why now is the perfect time to hire: 1️⃣ Avoid the January Recruitment Frenzy: Everyone will be hiring after the holidays. Beat the rush and secure top talent before the competition heats up. 2️⃣ Meet Seasonal Demand: With festive orders peaking and stock replenishment looming in January, having a full team now ensures production stays on track. 3️⃣ Future-Proof Your Operations: Hiring and training take time. Bringing in new staff before year-end means they’re ready to hit the ground running when demand ramps up in the new year. 4️⃣ Tap into Motivated Candidates: Many professionals in the industry are re-evaluating their careers and looking for a fresh start now. Don’t miss the chance to hire motivated talent while they’re actively seeking opportunities. 5️⃣ Start 2024 with Momentum: A strong team in place from day one means you can focus on scaling production, meeting targets, and driving innovation rather than firefighting staffing gaps. Scotland’s food and drink manufacturing sector is the backbone of our economy. Whether you produce world-class whisky, artisan baked goods, or premium ready meals, having the right team is critical to success. If you’re looking to build your team, let’s have a conversation. The best time to plan for growth is today. 🌟 #Scotland #FoodAndDrink #Manufacturing #Recruitment #Growth

Hello!            I am a former food service manager although I am writing to you as a Sullivan University student working on my Doctor of Philosophy in human resource leadership. I am currently constructing a research study to investigate voluntary employee turnover during the Great Resignation for the calendar year of 2022. The purpose of the research study is to explore the underlying themes associated with organizational loyalty and employee motivation in the food industry during the Great Resignation, and generate a theory explaining why individuals leave industries during a national crisis. The Covid-19 pandemic and resulting Great Resignation offers a unique example of a national crisis.  There are two goals for this study. My first goal is to add to the body of knowledge pertaining to organizational loyalty, employee motivation, and employee turnover. My second goal is to assist organizations in enhancing their employee retention strategies by offering valuable insights into the rationale behind employee turnover during times of crisis. In order to accomplish these goals, I need to analyze the experiences, beliefs, and feelings of individuals who worked in the food industry prior to the pandemic and chose to leave in 2022 for a different industry. I am looking for 4-6 working adults to participate in my research study. To participate in my study, you must be: A) You worked in the US food industry before the Covid-19 pandemic  B) You left the food industry for a different industry between January 2022 and December 2022. C) You are 18 years or older. AND D) You are willing to talk about your experiences before, during, and after the pandemic.            Participation is voluntary. If you accept my invitation I will set up a time to interview you via Microsoft Teams, unless you would prefer to meet face-to-face or have a telephonic interview, whichever is convenient for you. I will be asking you questions about your experiences, beliefs, and feelings about working during the Covid-19 pandemic, choosing to leave during the Great Resignation in 2022, and which industry you went to upon leaving the food industry in the US. All questions will be semi-structured conversations with terms and concepts explained throughout the interview. The initial interview is expected to last between 30 minutes and one hour, with the possibility of short follow-up interview for follow-up questions or clarification if needed.  Each interview will be audio recorded using a digital voice recorder, but Microsoft Teams meetings will record both audio and video recordings.  I will use a number convention to label the recordings to help ensure your privacy. All interviews are strictly confidential. This means that I will not share any provided information that directly or indirectly relates to you.            If you would like to accept my invitation please email me at: kboruf9775@my.sullivan.edu Thank you for your consideration Kim Boruff

As we step into the final quarter of 2024, the demand for skilled workers in the restaurant industry is higher than ever. Here's how restaurant owners and hiring managers can stay competitive in today's market: 𝗕𝘂𝗶𝗹𝗱 𝗮 𝗦𝘁𝗿𝗼𝗻𝗴 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗿 𝗕𝗿𝗮𝗻𝗱 Showcase your company culture, highlight employee success stories, and emphasize growth opportunities to attract and retain talent. 𝗟𝗲𝘃𝗲𝗿𝗮𝗴𝗲 𝗧𝗲𝗰𝗵𝗻𝗼𝗹𝗼𝗴𝘆 Automate your hiring with an ATS to streamline processes and use data analytics to predict staffing needs and optimize recruitment strategies. 𝗢𝗳𝗳𝗲𝗿 𝗙𝗹𝗲𝘅𝗶𝗯𝗹𝗲 𝗦𝗰𝗵𝗲𝗱𝘂𝗹𝗶𝗻𝗴 Flexibility is key! Offering flexible shifts can set you apart from competitors and appeal to today's workforce. 𝗜𝗻𝘃𝗲𝘀𝘁 𝗶𝗻 𝗧𝗿𝗮𝗶𝗻𝗶𝗻𝗴 Providing career development and training programs not only attracts talent but helps retain your top performers. Focusing on these strategies can help you navigate the challenges of hiring in the restaurant industry and build a strong team for long-term success. If you're looking for support in streamlining your hiring process, let's connect and discuss how I can help you find top talent. #patriceandassociates #recuriting #restaurantrecruiting #hiring #businessgoals #restaurantindustry