10 Steps to Effectively Manage High-Volume Recruiting

By Rebecca Barnes-Hogg Founder, YOLO Insights | March 04, 2018

High-volume recruiting is a struggle that is real and if you haven't already noticed, it's a buyer's market for candidates. The competition for talented people with high demand skills is fierce and you have to be proactive about your recruiting process. You have to be fast and agile.

But there is good news! High volume recruiting can be managed quickly and effectively with the right systems and team in place. There are some tricks you can use to speed things up without sacrificing quality. Here are ten steps to ensure your high-volume recruiting is successful.

1. Start with a Plan.

Planning requires some thoughtful consideration of your current situation and your desired outcomes. Much like programming your GPS when you start out on a trip, you need a starting and ending point before you can map your route. Do an audit of your recruiting process and look for ways to be more efficient. For example, limit approvals or use electronic approvals, begin preliminary sourcing while the job requisitions are in progress, and work with hiring managers to eliminate or work around job specifications that severely limit your candidate pool. Also, consider how you might divide and conquer steps in your process ¬such as assigning dedicated staff to source candidates or pre-screen resumes. Wherever possible, automate routine tasks like scheduling and reminders.
So, let's start mapping your route to successful hiring.

2. Know Your Employer Brand

An employer brand is who you are as a company. Start by having conversations with your current employees to find out why they work there, what they are passionate about, and what keeps them working for you. Ask your new hires why they picked your hotel instead of another hotel or other offers they may have received.

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Guest Service: A Culture of YES

In a recent global consumers report, 97% of the participants said that customer service is a major factor in their loyalty to a brand, and 76% said they view customer service as the true test of how much a company values them. And since there is no industry more reliant on customer satisfaction than the hotel industry, managers must be unrelenting in their determination to hire, train and empower the very best people, and to create a culture of exceptional customer service within their organization. Of course, this begins with hiring the right people. There are people who are naturally service-oriented; people who are warm, empathetic, enthusiastic, pleasant, thoughtful and optimistic; people who take pride in their ability to solve problems for the hotel guests they are serving. Then, those same employees must be empowered to solve problems using their own judgment, without having to track down a manager to do it. This is how seamless problem solving and conflict resolution are achieved in guest service. This willingness to empower employees is part of creating a Culture of Yes within an organization.  The goal is to create an environment in which everyone is striving to say “Yes”, rather than figuring out ways to say, “No”. It is essential that this attitude be instilled in all frontline, customer-facing, employees. Finally, in order to ensure that the hotel can generate a consistent level of performance across a wide variety of situations, management must also put in place well-defined systems and standards, and then educate their employees about them. Every employee must be aware of and responsible for every standard that applies in their department. The April issue of the Hotel Business Review will document what some leading hotels are doing to cultivate and manage guest satisfaction in their operations.