First, we created a set of competencies against the role. These were skills and behaviours that that the ideal candidate would possess.
The team then spent time manually mapping out key culinary leaders in the industry not only on our database, but also searching for candidates that weren’t – not just in the UK but globally. This was not a position that would be filled by means of just placing an advert.
We then interviewed several shortlisted candidates to ensure a perfect fit. At Spayse, we don’t just screen candidates like most of our competitors, we interview potential candidates in full against a roles competency. In a competency-based interview, questions are designed to assess a candidate’s strengths and weaknesses in the key competencies required by the role.
Finally, we selected what we deemed were the best two candidates for the role and sent them to Rosewood.