The Hospitality Hiring Headache: Why Blind Hiring could be the Cure
By Nick Holroyd-Doveton
The hospitality industry thrives on people. Passionate, happy, friendly and immensely skilled people are the backbone of every successful pub, restaurant and bar. Yet, finding and keeping those talented individuals is becoming increasingly difficult. As co-founder of Candid Hospitality, we've spent the past five months immersed in the world of hospitality hiring, conducting over 60 interviews with both companies and candidates. What we uncovered was a resounding cry for change.
Traditional hiring practices are failing. CVs, while seemingly objective, are riddled with unconscious bias. Did you know that women are 30% less likely to be invited to an interview, and those of childbearing age fall by another 12%? Shockingly, identical CVs with non-English sounding names are invited to 48% fewer interviews than those with English-sounding names. Ageism is also rife, with candidates over 50 being 25 times less likely to be invited to an interview. These statistics paint a bleak picture, highlighting the urgent need for a fairer, more inclusive approach.
Our research also revealed a deep-seated fear amongst candidates. 82% expressed concern about their current employer discovering their job search. This fear stifles ambition and prevents talented individuals from exploring new opportunities. Furthermore, both candidates and employers are frustrated by the time-consuming and inefficient nature of traditional hiring processes. Companies are swamped with unqualified applicants, while candidates wade through irrelevant job matches and grapple with a lack of transparency around salary and company culture.
So, what's the solution? We believe it lies in blind hiring.
100% of candidates interviewed stated a preference to remain anonymous until being invited to interview. Blind hiring ditches the CV and focuses on skills. By hiding a candidate's identity, operators can finally select the absolute best person for the job, regardless of gender, ethnicity, age, or appearance. This approach has already proven successful in other fields. When orchestras introduced blind auditions, selecting on talent only, the percentage of seats filled by females more than tripled.
These findings paint a concerning picture of the current hiring landscape in hospitality. But it's not all doom and gloom. By understanding these challenges, we can take proactive steps to address them and create a more equitable and effective recruitment process. I always think it’s best to take a challenge, and turn it into an opportunity, so, how can People teams in hospitality potentially improve their recruitment practices, based on feedback we received? Here are some key takeaways:
1. Prioritise Skills and Culture: Move beyond CVs and focus on assessing candidates' competencies and cultural fit. Implement tools and techniques that allow for a more holistic evaluation, such as skills-based assessments, personality tests, and values-driven interviews.
2. Embrace Anonymity: Consider incorporating blind hiring practices to mitigate unconscious bias. Remove identifying information from applications initially, allowing you to focus on skills and experience first and foremost.
3. Promote Transparency: Be upfront about salary ranges and company culture. Provide candidates with clear and comprehensive information about the role and the organisation, fostering trust and managing expectations.
4. Streamline Processes: Simplify applications, automate tasks, and enhance communication. Make the hiring process as efficient and candidate-friendly as possible, reducing drop-off rates and improving the overall experience.
5. Champion Diversity and Inclusion: Actively seek out diverse talent pools and create an inclusive environment where everyone feels welcome and valued. Promote a culture of inclusion, where differences are celebrated and everyone has the opportunity to thrive.
By adopting these principles, hospitality businesses can transform their recruitment strategies, attracting and retaining top talent while building a more diverse and inclusive workforce. It's time to move beyond outdated practices and embrace a people-first approach that prioritises skills, culture, and transparency. The future of hospitality depends on it.
And if you’re reading this, and wondering “What small change can we make?” why don’t you start by reviewing your current job descriptions and application forms. Are they truly inclusive and focused on skills? Even small changes can make a big difference in attracting and retaining top talent.