BIG QUESTIONS SERIES: ANSWERING THE MOST COMMON AGENCY QUESTIONS
If only 12% of workers are actively looking for a new job, but 45% would be open to talking to a recruiter about the right opportunity, how do we know which candidates to approach? What characteristics get our attention—positively and negatively? And how can we be sure of a candidate’s fit.
BECAUSE WE’VE BEEN THERE.
We know what qualities to look for in a person, beyond their résumé.
We know which questions to ask to help us uncover those qualities. We know what answers to seek to confirm a candidate has specific skills, attributes, and behaviors needed for your position and culture. Not only because of our years of experience in hospitality recruiting, but because we’ve been in the same position you’re in right now.
OVER 150 YEARS OF EXPERIENCE
In collective hospitality and recruiting
Before we were skilled recruiters, our team served for decades in a diverse hospitality roles, including: restaurant operations, catering, corporate management, culinary leadership and education, private clubs, and event management. We’ve hired staff members in every corner of hospitality, for every position.
INSPIRED EMPLOYEES MAKE THE BEST EMPLOYEES
Average recruiters may look at résumés and applications as the key to a good hire.
We know they are just the beginning. Building strong, trusting relationships with candidates is the best way to move beyond a basic list of skills and experience. Many people can construct an exciting resume or impress during a first interview. Only through deep, meaningful personal connections can a recruiter understand what inspires someone.
Research shows there are three components of happiness or inspiration: pleasure, engagement, and meaning. In a job environment, the way to all three is by fulfilling an employee’s internal personal drives.
As we interview candidates, we look for underlying motivations for why they might be open to a move. Rather than just concentrating on if they can do the job, we need to know why they might want to.
Are they motivated by …
When we talk “fit,” we mean to match a candidate’s motivations to the needs of the role. An ambitious person might get antsy with a lateral move, even if it meant more money. Someone who is risk-averse may get burned out at a demanding new startup. You don’t get this level of depth on a LinkedIn profile.
A positive consequence of in-depth personal recruiting, aside from a better match? Studies prove that candidates want a deeper (even more difficult) interview process. They end up being more satisfied employees after they’re hired. And happy employees stay longer.
Are they motivated by…
CONFIDENCE IN OUR CANDIDATES
Let us place the best fit for your next open position – a satisfied candidate with matching motivations who will outperform her peers. Contact us today to get started.
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.
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1 Source: Brandon Hall, The True Cost of a Bad Hire, September 2015
2 IBM, The Far-Reaching Impact of Candidate Experience, 2017
3 Glassdoor Economic Research, October 2015