Establishing the Correct Hiring Team for Your Hotel
By Zoe Connolly Co-Founder & Managing Director, Hospitality Spotlight | September 01, 2019
When it's time to hire, it's time to hire. That is to say, regardless of whether an organization is growing due to scaling up operations, or backfilling a critical role (ideally where the predecessor has earned a promotion), once a company has engaged in an active search. It's possible to be overwhelmed by the sense of urgency that comes with being short-staffed.
However, as they say in old proverbs you've inevitably heard, an ounce of prevention is worth a pound of cure. In staffing, this means ensuring that each and every crucial step of strategically planning the job description, interview process and interviewers that will be utilized to properly vet, and ultimately select the right person for the job.
We've touched on writing proper job descriptions on these pages before. The most important tip is to ensure that the role being described is the role being offered. Obviously, there is a tremendous difference between, for instance, an events marketer at a hospitality-tech startup, and an events planner at a property where weddings are commonplace. However, while this not-so-subtle nuance can be lost on candidates who are in full-on spray-and-pray mode, quality candidates will usually take the time to see where their skills are the right fit.
Another critical component to JDs is connecting with the team a candidate will be joining to ensure that changes haven't been made in "real life." There's oftentimes fluidity in what a role used to be, and what it's become. If we assume quality candidates take the time to apply for jobs that match their skills, then it makes sense that hiring managers and HR teams must take the time to ensure job descriptions that truly detail the role.
Once the job description is accurate and up to date it's time to identify the gatekeepers. In other words, decide who will be interviewing candidates. When deciding who you want to include in the interview process, keep in mind that these individuals will leave a lasting impression of the company on the candidate. They need to provide a view into the company and therefore some sort of value to the candidates. They also need to provide a glimpse into the role.
For instance, having a software engineer interview a front desk employee might be a very strange pairing. However, if the engineer is building a new user interface, there's a chance it might make sense to introduce them, after all, the front desk worker might be instrumental in providing useful feedback. Again.. matching the candidates to the folks they will be interacting with is critical… even if the pairings might be strange.