STRATEGIC HOSPITALITY SEARCH WHAT IS YOUR PROCESS

What Is Your Process?

BIG QUESTIONS SERIES: ANSWERING THE MOST COMMON AGENCY QUESTIONS

With unemployment rates dropping below 4%, many companies are facing an uphill battle to find qualified talent. In hospitality especially, a boost in the economy also means increased competition to hire and keep employees. At restaurants alone, Americans spent around 14% more on eating out in 2017 than they did in 2010. More restaurants mean a thinner pool of quality staff and management to run them successfully.

To attract premium talent, you not only need an exceptional company but an exceptional recruiting process. Organizations that invest in a strong candidate experience improve their quality of hires by 70%. Additionally, around 87% of talent say a positive interview experience can change their mind about a role or company.

 

Strategic Hospitality Search 70 Percent Improvement In Recruitment

 

 

This is why we have spent so much time refining our recruiting practices. Here’s a summary of how we source and place candidates. (To see a detailed outline, visit shs.jobs/placement-process.)

 

Strategic Hospitality Search 87 Percent Changed Mind Recruitment

 

STEP 1: UNDERSTANDING YOUR COMPANY AND OPEN POSITION

Before we can find and recruit great talent, it’s crucial to understand your culture and the unique needs of your open roles. Our team gets to know the hiring company intimately – often on-site, in-person, and in-depth.

While job boards and temp agencies rely on job descriptions or corporate mission statements, these tools often fall short. In fact, around 72% of hiring managers say they create clear job descriptions … but only 36% of candidates agree.

 

STRATEGIC HOSPITALITY SEARCH HIRING MANAGERS AND CANDIDATES RECRUITMENT

 

 

Even the most experienced hiring managers can struggle with accurately detailing the requirements and skills needed for an important position – especially for the 63% of job openings that are newly-created positions.

Getting to know you and your organizational DNA is foundational in connecting the coveted “culture fit.” However, fewer than 12% of companies believe they truly understand their culture. How do you find a fit if you don’t know what it looks like? The skill of our team makes the difference in helping you hire the talent that best fits your unique culture.

 

STEP 2: FIND AND VET QUALITY CANDIDATES

When we tap into our network of talent, we know exactly what to look for because of our experience (over 150 years combined in the hospitality industry) and our detailed vetting process. Beyond resume reviews, criminal screens, and reference checks, each candidate is matched to values of the hiring company and the motivations and soft skills of an ideal employee.

 

STRATEGIC HOSPITALITY SEARCH EXPERIENCE

 

Each potential hire is strenuously interviewed and asked to provide nine references from superiors, peers, and subordinates. And in the cases where an organization’s reputation could influence a candidate’s decision — or an incumbent is being replaced — we keep a hiring company’s identity confidential.

The elite level of thoroughness consistently applied by our recruiters ensures only top talent is presented to you for final evaluation.

STEP 3: HIRE AND TRANSITION

After you identify the best candidate, it’s time to make a formal job offer. Our accepted offer ratio is over 90% thanks to our tested process and because we are constantly evaluating candidates’ motivation throughout the placement process.

But a successful hire doesn’t just depend on an agreement of responsibilities and salary. An effective onboarding process is often an afterthought when thinking about retaining new hires. But studies have shown that retention starts long before Day 1 of an employee’s tenure.

STRATEGIC HOSPITALITY SEARCH BEST IN CLASS RECRUITMENT

 

STRATEGIC HOSPITALITY SEARCH MANAGEMENT RECRUITMENT

 

DO YOU HAVE A GUARANTEE ON THAT HIRE?

When you hire an applicant from an online job board, there’s no back-up plan if they don’t work out. Were they untruthful about their qualifications? You’re out of luck. Do they suddenly resign after a few weeks? You’ll have to repeat the long, costly process again.

Every SHS candidate brings a guaranteed evaluation period of six months. In rare events that a placed candidate resigns or is terminated for cause, we will present additional qualified candidates at no extra cost. And after the initial guarantee period, SHS provides recruiting support at reduced rates.

When you work with Strategic Hospitality Search, you have a confidant and partner – trusted experts who can give you answers and advice. Don’t go it alone with no Plan B, wasting valuable time that can be spent driving revenues and profits. Let us find talent, when talent matters most.

 


Strategic Hospitality Search Need Better Talent Guaranteed

The mission of Strategic Hospitality Search (SHS) is to partner with our clients throughout the US to create cultures of excellence and to enhance the careers of our candidates. SHS provides expert talent acquisition and consulting services, empowering clients to develop a more aligned work environment resulting in increased profitability and amplified innovation. To learn why hospitality leaders and entrepreneurs call on SHS When Talent Matters Most, visit our Placement Process page.


>> Want more resources like this one? Request the full “Shouldn’t All Your Hires Be Guaranteed” article as a PDF here. <<

Strategic Hospitality Search

About Strategic Hospitality Search

SHS was founded on providing transformational - not transactional - service. We invest the time to source the talent you need, often before you know you have a need. That's why we find the talent you can't find. We're relational, very process driven, and conduct our practice with integrity. We genuinely care. Our thoughtful and complete process sets us apart. You won't find what we do anywhere else - it's what makes us so different.

To discuss your search with an experienced recruiter dial
630-837-0400