If your recruitment strategy lacks direction and focus, sourcing and appointing chefs and other key staff can be time-consuming and expensive. Even in the most successful hotels and restaurants, a degree of staff turnover is unavoidable. However, you’re unlikely to appoint the best candidates if you only pursue a reactive approach to recruitment.
Reactive recruitment means searching for a replacement after a colleague resigns. More often than not, you’re left sifting through the chaff rather than the wheat because the most talented candidates have already been snapped up elsewhere.
The most forward-thinking hospitality businesses seek new recruits before posts even become vacant, avoiding the rush, and securing a higher calibre of applicants. A recruitment plan is often at the heart of their strategy.
All well-run businesses, irrespective of their size, have a solid recruitment plan in place. If you understand how quickly your business is growing, you’ll be able to forecast when you’ll need to hire and what prerequisites the successful candidate will need to display.
Hopefully, you’ll retain your staff for as long as possible but, when vacancies do arise, you’ll be well-prepared to quickly appoint the highest calibre of staff instead of making poorly informed, expensive decisions.
By planning for your future recruitment needs properly, you can become more proactive in recruitment, securing the best applicants for upcoming vacancies and reducing your overall costs.
When creating your hospitality recruitment plan, make sure you carry out these steps:
As one of the leading hospitality recruitment agencies, SpaYse Recruitment can help you to appoint the best people for your business, so get in touch for more information about our services.
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