Strategic Hospitality Search How Do You Know What To Look For In A Candidate

How Do You Know What To Look For In A Candidate?


Strategic Hospitality Search 45 PERCENT OF WORKERS WOULD BE OPEN TO TALKING TO A REPORTERIf 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.


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.


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.


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.


Strategic Hospitality Search Three components of happiness for candidates


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 …

            Challenge: If your position is high-profile and high-pressure, can they handle it? Would overcoming demands satisfy their competitive nature?             Location: Is proximity to home and family at the top of their list?             Advancement: Are they looking to take a next step in title and responsibilities? Have they proven they can handle a step up?             Compensation and Benefits: Is a higher salary the only reason they’d be interested? (That’s not a good enough reason for us.)             People and Culture: Do they value environment, leadership, and work styles above other factors? Are they mission focused?             Stability: Are they wary of risky new ventures, or do they have a “hero” personality? Would they be energized or fearful of a different role, venue, organization style, or concept?             Growth: Would they make a lateral move to an organization with more potential for future career opportunity?


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…

            70% Better quality of hires from organizations with strong candidate experience.1             38% More likely to accept a job offer if satisfied with their candidate process.2             4 out of 5 Interview difficulty rating that leads to highest employee satisfaction.3             90%+ Our accepted offer ratio because we constantly evaluate candidates’ motivations.


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.

>> Want More Resources Like This One? Request The PDF Download Of “How Quickly Can You Hire Me Someone”. <<

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

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.


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