Practical Tips for Hotel Owners to Streamline Their Hiring

Time plays an essential role during the hiring process. An able and top candidate is off the market within ten days. In the ever-growing hospitality industry in booming economies, employers cannot afford to lose time while hiring suitable candidates. The time lags during the hiring process are, more often than not, created due to inefficiency in streamlining the process. A disorganised hiring process not only makes the organisation lose on hiring the best candidates but also results in financial losses with incapability to deliver the best while under-staffed. 
The lengthy stretches between interviews make the candidates lose interest. Since a job seeker applies to multiple postings, it becomes essential to keep the candidate engaged with your organisation. An organised and streamlined recruitment process helps in cutting down the wait time, thereby keeping the candidates interested, engaged, and motivated. 

How to Streamline the Hiring Process?

The hiring process begins from the moment an organisation dishes out a job posting. Everything from the job description to the candidate’s skill sets needs to be meticulously thought and defined. Especially in the hospitality industry, where hotels and restaurants are hiring for multiple roles with very specific job requirements, having a streamlined hiring process helps in hiring the right talent.
Here are some tips for the hotel and restaurant owners – 

Define Clear Job Roles / Job Description

The first step in the recruiting process is to clearly define and state the job description. Hotel owners need to bear in mind the importance of a specific and well-defined job description/role. A well-defined job description helps in inviting nearly accurate candidates for the posting, which, in turn, reduces the screening time. 

A well-defined job role is the one that clearly states the job title while outlining the mandatory requirements like qualifications, experience and skill set of the candidate. It should also clearly specify the roles and responsibilities of the open position. Doing so helps the candidates in understanding what the organisation is expecting from them. A marked out expectations help in curbing future conflicts.

Candidate Sourcing

An essential step in recruiting is sourcing the right candidates. In today’s world of internet, online listings have become the go-to source for hiring the perfect candidate. Online job portals are one of the best sources to look out for potential candidates. However, instead of listing your open positions on generic job portals, look for apps like InstaHire, which specifically address the hiring needs of the hospitality industry. Quickly post the job and start receiving the resumes almost instantly. 

Apart from these, organisations can also conduct hiring drives through their social media as well. Digital hiring has taken over the traditional, and it has made it easier for organisations to screen candidates by posting listings that invite application only from the candidates that are suitable for the post.

Pre-screening of Applications

The pre-screening process plays a crucial part in piping down the time invested in hiring a candidate. This is where many organisations find themselves at the back-burner. When you have hundreds of resumes to scan through, human errors are bound to happen. This also results in wastage of time. Therefore, it is important to get only relevant resumes. Industry-focused apps like InstaHire help you ensure that you get resumes from candidates with the right skills and experience.  

Interview Process

After screening and shortlisting the candidates, organisations need to focus on streamlining the interview process. Every organisation has its unique requirements, and the interviews are planned to match those requirements. However, interviewing several candidates and assessing them based upon the interview can be a tedious task.
Having a pre-defined and set interview template helps in assessing the candidates on the same parameters. The template generates a unified scorecard promoting the fair assessment of the candidates. Once the pre-screening is done through such interviews, you need to, of course, evaluate the candidates from the perspective of cultural fitment. 

Candidate Selection

After the interview, ensure that you communicate your decision to the candidates as soon as possible. If you have selected anyone, roll out the offer letter and get them to accept the same. Discuss about the joining date and other such formalities with the candidate. Keep the selected candidate engaged through regular communication between the time of offer roll out and joining. 
Implementing these tips can help in minimising the number of resources invested in hiring, thereby improving the selection of candidate. 

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