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Five Steps for Attracting Candidates to Your Business

Attracting candidates in today’s almost-post-Covid environment is difficult. Restaurants, hotels, movie theaters, and others in the hospitality industry are struggling to provide quality customer service due to a lack of employees. The temptation for many is to settle on anyone with a pulse.

But to conduct business as before and provide quality service to your customers, you want to have the cream of the crop—if possible. Attracting these jewels is tough. Unemployment payments coupled with other governments assistance monies makes it more difficult to compete.

Don’t give up though. There are still some ways you can find, and keep, quality employees. The key is to scrap your old way of finding candidates and adopt more creative strategies.

Here are five steps to help you get started.

  1. Show Them The Money

Most human resource professionals will attest that money is not the only reason people accept a position and stay with a company. But after the pandemic-caused shut down, furloughs and layoffs made some workers place money as their top priority. Dangling dollars to attract candidates works.

Here are three things you can do with money to attract, and hopefully keep, employees:

  • Pay more – This is not an easy thing to do, but it works. Upping the pay rate slightly above the norm will attract workers seeking employment. It may sting at first, but at least your business will be up and running again. Currently, hospitality workers received the biggest increase in wages that grew by 2.8% from the first to the second quarter. (This is according to the Bureau of Labor Statistics).
  • Offer bonuses– Giving a sign-on bonus appears to be working. A recent Society for Human Resources Management (SHRM) article reports that some hospitality industry businesses are offering employees $1,000 bonuses after they’ve worked an average of 30 hours per week in a 90-day period.
  • Pay for perks-Get creative in what you will offer to pay for. Examples include paying for employee’s cellphones, dry cleaning, child care, educational reimbursements, and reimbursements for meals for chefs who want to learn what other establishments are doing.
  1. Give Them The Time

The hospitality industry is a 24/7 workhorse. There is a need for someone at all times of the day and night, depending on your segment of the industry. However, you still may be able to accommodate employees who need to leave to pick up their child from school or go to a doctor’s appointment.

Allowing for your team members to customize their schedules for preplanned events is another way to attract candidates. Job applicants today are looking for a way to have a better work/life balance. If you can help with that, you are sure to attract plenty of good workers.

  1. Get Their Attention

People don’t know you are looking for help. You need to do all you can to get the message out. Today’s world requires you to post your job openings on social media outlets. And that’s not just the job boards like Indeed, ZipRecruiter, and Monster. It is also using Facebook, Instagram and LinkedIn to get your message out to the masses.

Additionally, find creative strategies that will work in your area. A Forbes article suggests paying for billboard advertisements to get your message out. You could also pay someone to put your ad in a wrap on an RV or multiple vehicles that drive through your area. How about a radio ad? Although a little more pricey alternative, if you make it a funny and crazy ad, you might just get the attention you seek.

  1. Utilize Technology

Clocking in and out is so yesterday for employees. There are apps available for you to use to communicate with team members, have them manage their schedules, and even deposit their paychecks. When you use these with your existing employees, the word will spread that you use the latest technology to communicate.

Some of the latest apps available include:
  • Jobvite– This is a recruiting software that uses the power of social media to find new hires. It uses your current employees’ connections. This allows you to start building a talent pool, and track applicants from resume to hire.
  • TribeHR– Facilitates productivity by focusing on worker engagement. It integrates  social features, like an interactive corporate news feed, to make employees more interested in accessing the platform.
  • ConnectTeam– An employee management software that’s designed and built especially for non-desk employees. It offers training and onboarding as well as job scheduling and read-and-sign forms.
  • Gusto– Offers scheduling, full-service payroll, training, time tracking and medical, dental and vision access.
  • Kissflow– Allows user to access training, onboarding, applications, and project management.

Like all other apps in the world, the scene is always changing. Take advantage of the apps that offer free trials to see which one is best for you. You want to have one that provides information to the applicant/employee and that is easy to use.

Whether they are generation X, Z or baby boomers, people are looking for shortcuts. They are always on their phones so take advantage of communicating the message to your current employees that you are looking for qualified applicants. Your message will travel faster than simply placing an ad in a job board.

Also, when you find a qualified applicant, use text to notify them of a job offer. Text travels faster and many of your applicants live their lives by the text. Send out your notice immediately before they go somewhere else to work.

  1. Revise Your Job Offer

Finally, take a look at your current job descriptions. It may be time to revise them. While you’re at it, revise what it is you that offer new hires.

Job applicants today value:
  • Training and development
  • Job security and stability
  • How your company deals with Covid (providing sanitation and current protocols)
  • Opportunity for remote work if possible
  • Company values that align with their values

To attract quality candidates, take every opportunity to communicate your company’s stance on the above. Be transparent about the current working conditions. Be sure to let job applicants know about how stable your company is, your company values, and what you can offer to them.

 

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