You hear it everywhere: there is a huge labour shortage, especially in the hospitality industry. The number of vacancies is growing rapidly, making it increasingly difficult for hospitality companies to bring in good people. In some cases, this even leads to the need for restaurants or hotels to (temporarily) close. So how do you ensure that you appeal to the ideal candidate? And more importantly, how do you ensure that the ideal candidate actually applies? Here are five valuable tips.
IS THE TITLE AND TEXT OPTIMAL?
Start with a critical look at the job title and the job description. The ideal candidate isn’t easily convinced. LinkedIn analyses show that job descriptions should be short and concise, especially since they are increasingly being read on smartphones. Avoid generic and meaningless language like “hands-on team player without a 9-to-5 mentality.” Be specific, unique, and personal to attract the ideal candidate. Clearly state what you have to offer, including a salary indication. Pay attention to the tone of voice in the job posting: not too formal, but not too informal either.
ARE YOU UTILIZING YOUR OWN NETWORK?
One of the most successful ways to recruit staff is by leveraging your own network. Post the job opening on LinkedIn and ask your employees to share it. More and more companies are also building a database of email addresses of potential applicants. The ideal candidate may not be actively looking for a job, so take the initiative to actively seek out potential candidates.
ARE YOU AS AN EMPLOYER STANDING OUT IN THE MARKET?
When writing the job description, ask yourself: why would an applicant choose my company? In this time of labor scarcity, it’s crucial to clearly communicate what your company has to offer. Think of legendary Friday afternoon drinks, various training opportunities, or extra vacation days. Delve deep into your target audience to understand what will convince them to choose you.
HOW PERSONAL IS YOUR RECRUITMENT?
Recruiting staff is becoming increasingly personal. Consider organizing a recruitment day where potential employees can get an impression of the hotel. This also gives you, as the employer, a chance to assess whether the person is a good fit for the company. Recruitment days are time-saving because you can meet many different candidates in one day, and the costs are generally low. After the recruitment day, you can offer the talents a suitable proposal for a career within your hotel.
IS THE JOB POSTED ON THE RIGHT JOB SITE?
Job sites are the most popular medium for finding a new job. Make sure your job posting is placed on a job site if you want it to be easily found. An example of a specialized job site for the hospitality industry is Hotelprofessionals. Jobs posted on Hotelprofessionals are automatically reposted on other job sites like Indeed. The more potential candidates see your job posting, the greater the chance that the ideal candidate is among them. For more advice and assistance in finding the right candidate, you can turn to MJ People. We are happy to help and advise you in the search for that one needle in the haystack.