How to Turn Your Hiring Managers Into Talent Magnets
By Roberta Chinsky Matuson President, Matuson Consulting | March 01, 2015
The U.S. labor market in October reached its longest stretch of job creation since at least World War II. U.S. employers, which added 214,000 jobs to payrolls last month, are on track to post the best yearly gain in employment since 1999. The steady job growth has pushed the nation's unemployment rate down to 5.8%, which is great news for job seekers and not so great news for anyone in search of talent.
Some businesses can survive with a few less employees. This certainly isn't the case for those in the hospitality industry where every hire counts. The key to winning guests for life is having the right people on board who are consistently delivering high levels of service. Anything less will damage the reputation you've worked so hard to earn.
The recession has had a huge impact on the staffing of HR departments in the hospitality industry, especially recruiting departments. They've been cut back to the core, which means those who are left are spread thin. There are no signs on the horizon indicating this is will change anytime soon. A simple search on a hotel website will reveal a slew of job postings, yet few of these postings are for talent acquisition personnel. Fewer HR personnel means less resources are available to sort, seek and pull in prime candidates at a time when more are certainly needed. So what's a hotel executive to do when there are significantly more job openings than their HR department can realistically handle?
Stop stressing out your HR organization with unrealistic demands and instead work with them to transform your hiring managers into talent magnets. Here's where to begin:
1. Empower Your Hiring Managers
Turn your recruitment department upside down by - The traditional model of hiring begins with a member of the HR team sourcing and screening candidates for those in need of new hires, while hiring managers passively wait for candidates to walk in their door. It seems that lately, days have been turning to weeks and weeks into months, as job openings remain unfilled. In the mean time, managers are asking their employees to work overtime to ensure all shifts are covered. Tempers are rising while positive guest reviews are declining.
Now imagine how differently this scenario might play out if you turned things around and you empowered hiring managers to bring their own candidates forward. Here's an example of what I mean by this. A hiring manager encounters great service while dining out with his family. So much so, that the waiter has managed to upsell him a three course meal when all he really wanted was an appetizer. The manager immediately recognizes this person would be a terrific addition to his sales team. Upon paying his check he hands the waiter his business card and tells him to give him a call to discuss a great career opportunity. The waiter calls, immediately receives an interview with the manager and is then passed on to the recruiter for reference checking. Within a week, the waiter has an offer letter in hand and is scheduled for orientation. This could and should be happening in your organization.