BIG QUESTIONS SERIES: ANSWERING THE MOST COMMON AGENCY QUESTIONS
When searching for talent, most of the focus is put on candidates. Finding a skilled and experienced candidate. Getting a candidate to accept an offer. Onboarding, training, and keeping a candidate.
But in a successful placement, the company doing the hiring is just as important. That’s why the team at SHS team spends so much time with each client: getting to know them deeply before a search; maintaining continuous conversation during a search; and regularly communicating after a hire.
While some sourcing methods depend on job descriptions, resume analysis, or “gut” feelings, our team won’t leave something so important up to chance or emotion. We need go deeper than the basics to find and hire the best talent.
The more we know about you, the closer we can get to the perfect hire.
JOB BOARDS CAN’T GET DEEP OR PERSONAL.
While a large majority of talent searches use online job posting websites, their reputation for being inexpensive, easy, and effective is unfounded. We’ve previously uncovered the hidden time and monetary costs of using job boards… but they also just don’t work.
Job boards rely on the job poster to know exactly what they’re looking for and to include a thorough job description to compare against applicants. It can’t ask you follow-up questions or dig into the nuances of a role. It can’t ask about the history of the position or why you’re looking to fill it. Often seen as its biggest selling point, the ease of posting and applying to job board listings can be its biggest weakness. It means that anyone can apply. An inexperienced line cook can go for a five-star executive chef role. That newly promoted manager can apply for a vice president position.
As applications roll in, the real work begins. Around 59% of employers don’t have the proper manpower to sort through job board submissions. To help weed out these candidates, job boards increasingly depend on artificial intelligence to compare resumes to requirements. And while this technology can provide some crucial assistance, in pales in comparison to the strength of human recruiters who have invested the time to deeply understand the position, requirements, culture, and career potential unique to your enterprise.
RECRUITING SKILLS THAT JOB BOARDS AND ARTIFICIAL INTELLIGENCE CAN’T REPLACE
TRADITIONAL JOB DESCRIPTIONS AND INTERVIEWS COME UP SHORT.
Around 63% of job openings are newly created positions – from a company reorganization, shift in strategy, or new venture. Even the most experienced manager can struggle to communicate job requirements in these cases, putting added pressure on search and interviews to uncover skills and traits they didn’t know they were looking for.
Even when refilling an existing role, job descriptions often fail to adequately detail the complexities of a position beyond everyday tasks. Without in-depth exploration into the potential needs for work style, managerial requirements, personal motivations, and unique talents, the average job search can’t identify the best candidates. Paired with weak job descriptions, traditional interviews can miss important nuances of a position. A recent study showed 63% of corporate recruiters think “interviews fail at assessing candidate soft skills.” And 57% say they aren’t best at understanding the weaknesses of candidates. Even in the hands of the most skilled recruiters, vague or incomplete job descriptions can doom a search at each step.
At SHS, we conduct in-depth interviews and ask challenging, probing questions of every candidate. We don’t just ask their career highlights and past work experience. We dive deep into major responsibilities, achievements and failures, ideal experiences, and critical competencies of each role and match it to the short and long term goals of each candidate.
CULTURE IS HARD TO DESCRIBE.
One of the most important factors to finding, hiring, and keeping talent is something most companies find difficult to describe: its culture. An organization’s culture is defined by structure, ways of working, methods of collaboration, and beliefs and values. And while many companies have mission or value statements, all rely on their people to live out their culture – written or not.
Even though 60% of recruiters believe cultural fit is the most important factor when making a hiring decision, fewer than 12% of companies believe they truly understand their culture. If you can’t define your culture, how can you possibly find people who fit it?
To get to know your cultural DNA, we often visit client operations. We like to experience your company culture first-hand, to see why people succeed there and what traits fit best. Even seemingly little things like reporting relationships, physical environments, levels of stress, and expectations for excellence can influence our strategy for the people we do and don’t recruit.
“Technical proficiencies are table stakes – ‘must have’s’ in order to do a job. But our clients are not hiring robots! In a hospitality business, culture fit is everything because it takes a team effort to consistently deliver superior quality.”
– Joe D”Alessandro, SHS Founder
OTHER QUESTIONS WE EXPLORE:
What are typical problems this hire will have to solve?
What KPI’s govern services in this role? What behavioral traits are preferred for compatibility with this manager?
What companies do you like to fall in a candidate’s background?
What is uniquely special about your company?
Why would a candidate want to work for you?
As we zero in on your culture, we can build the profile of the best hire for your organization and the open role.
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. After the initial six months, SHS provides recruiting support at reduced rates.
When you work with a recruiting agency, you have a confidant and partner. Trusted experts who can give you answers and advice. Don’t go it alone, with no Plan B, spending valuable time trying to find qualified candidates. As with many other top-rated hospitality operations, SHS can be your recruiting secret weapon WHEN TALENT MATTERS MOST.
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.
‡ Workit, “5 Reasons Job Boards Aren’t As Effective Anymore,” https://www.workitdaily.com/job-boards-arent-effective-anymore/
ˆ Top Echelon, “2018 State of the Recruitment Industry Report,” https://secure.topechelon.com/te-forms/TE_state_of_the_industry_report_2018.pdf
* Aberdeen Group, “Challenges in Sourcing Six-Figure Talent”
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.