When Does Investing in a Hospitality Recruiter Make Sense for an Employer?
By Nerissa Persaud Managing Director & Co-Owner, Thrive Hospitality | December 16, 2012
When does investing in a hospitality recruiter make sense for an employer? When an employer receives optimum benefit from beginning to end coupled with future assurance making it worth the while. Yes, recruitment firms can become very expensive very quickly, but are they worth it? Yes, absolutely and with the correct flags to look for employers can ensure they are getting the cream of the crop without having additional costs or at least reducing the risks.
The ideology on whether or not to make the investment in a hospitality recruiter can be long. However, one common view the smaller business and larger corporation do share in this circle is the cost involved.
The ubiquitous term 'time is money' is never far from the truth. Recruitment companies without a doubt can become very expensive very rapidly if an Employer is not getting the most out of their hospitality investment.
- And note, by hospitality investment I mean the quality of people you get from the first five profiles, the time frame you are communicated with, the replacement periods in contractual agreements, the advertising portals used if any at all, the discretion in maintaining a company's reputation and name and the experience working with corporate relations.
Many larger corporations including names like Intercontinental, Fairmont, Hilton and Starwood carry their own recruitment divisions to source the correct talent they require using a set of methodologies they desire with limited use on recruiting partners. In return many third party operators then focus more on job portals which benefit these particular establishments much more than having a private recruiter would.
However, while these potentially benefit the company by increasing transmissions of talent within the company and avoiding recruiter's fees, there are still those costs which are inevitable: