Candidates Are Becoming More Selective When Choosing Jobs
Let’s face it, management candidates in the hospitality industry are turning down offers left and right and the talent pool is getting slim. To add insult to injury, candidates who are accepting counter offers from their current employer is on the increase and at Gecko Hospitality, our recruiting professionals are right here beside our clients trying to close the deal with the best human capital available. Here are some tips we wanted to share to help “close the deal” with that superstar.
1. Today’s Candidate Is Gone Tomorrow!
- As hiring managers, having a sense of urgency during the next 36 months as experts suggest should be your first priority. They indicate that the demand will continue to grow while the supply for quality people will continue to diminish. Remember, management candidates within the hospitality industry have on average three other opportunities knocking at their door. We are living in a candidate driven market where millennials dominate the market and we want to help you make that first great impression as soon as a potential candidate crosses your path.
2. People Don’t Quit Companies, They Quit PEOPLE:
- The courtship between employee and employer starts with the interview process.
3. “Are You Kidding Me?!” The Dreaded Counter Offer:
There’s nothing more devastating in the life of a recruiter knowing the candidate who has accepted your offer with overwhelming excitement several days ago and then decides to stay with their current employer just before their start date. Let’s discuss a few tips on how you can help reduce the chance of counter offers.
- Exceed the candidate’s current salary without hesitation!
- Know the salary expectations of the candidate right away and if your company can’t exceed the amount by 3% or more, the result will be the “itch” for more money will be back with the candidate and you’ll end up looking for their replacement.
4. Multi-Task the Interview Process and move up the timeline:
- The first interview should be within 24 – 48 hours of receiving the resume. Consider scheduling a standard time for interviews each week. Organization during the process is valuable.
- Have packets of on-boarding information set-up and ready to go.
- Have the necessary paperwork and authorization forms filled out by the candidate at the initial interview so you’re not hunting people down for approvals later.
- If possible, schedule your interviews and modify your approach to hiring with having the decision makers at the table, or in the office, during the first round. Also, have printed material or website links for the candidate to take home and review. This approach puts the ball in the court of the candidate and keeps them engaged.
- Schedule the next appointment at the first interview. Get the decision makers schedule of availability to help you move the process forward.
- Lastly, get to the closing table as quickly as possible and lock down a start date! We suggest getting the offer extended within 10-12 days! One of the biggest frustrations a candidate encounters is waiting for an answer. If your interview process involves background or drug testing, let the candidate know up front how long an answer may take but never be afraid to make the candidate an offer pending the satisfactory results of such tests.
5. Onboarding On Steroids:
- Be creative after the candidate has “verbally” committed to join your organization. A personal letter, telephone call from management, or even cookies sent to the home can show how much they’re appreciated. Bottom line, your creativity is limitless to the impact these simple onboarding practices will have on your future human capital. A detailed offer letter and a personal welcome to the team is always a winning move