When there’s an open executive role within any industry, leaders are hard-pressed to find talent with the skills, qualifications, and expertise necessary to fill the vacancies from in-house.
Many hiring managers in industries like hospitality are overwrought with activities just in their day-to-day, disallowing the opportunity to headhunt for the sort of talent required for top-level positions. These recruitment activities take careful consideration and forethought and are time-intensive.
The executive staff has a specific skill set that needs to be exhibited, arrives with years in the hospitality industry, and a reputation that follows them along with the leadership capacity.
They are a high-demand population meaning it’s challenging to find them readily available for hire. That means the standard hiring practices won’t be effective. Instead, employers must turn to hospitality executive recruitment agenciesfor these premium hospitality roles. What is it, and why is it crucial in assuring the hire of top talent? Let’s learn.
The standard hiring process for most industries is to create a post offering a brief job description, place these on various boards and then wait to be inundated with responses. That’s generally relatively effective for entry-level roles, albeit there’s still a need to week through the countless resumes to get to the individuals that suit the position.
That’s ten-fold when searching for an ideal executive role candidate. These talents are in exceptional demand leaving few available for hire. A post on a job board or a hiring manager with limited time won’t suffice in searching for someone with hospitality expertise of this level.
Instead, the industry leaders in this field will look to an “executive search firm” or “executive recruiting service.” Learn the differences between “executive search” and “recruitment agency” at https://www.inc.com/rhett-power/how-executive-search-firms-work.html. What is this? Let’s look at what they can instead do as an effective executive staffing agent for your hospitality positions.
Usually, neither a business leader nor their hiring manager can effectively focus on seeking the sort of candidates needed for the roles available within the hospitality industry.
These require exceptional skill sets and expertise that will require exhaustive search efforts that are time-intensive, resourceful, and expensive. Without adequate experience, these efforts can be fruitless unless the resources are used to bring in the services of an executive recruiter.
This team or individuals focus exclusively on premium talent, working to match them with businesses in need of a specific skill set and level of expertise, ready to get to work upon arrival.
The screening and assessment with executive searches are exceptionally comprehensive, more so than merely reviewing a posted profile or perusing a resume before setting up the formal resume. The executive recruiter doesn’t wait for an applicant to “apply” for the position.
They actively seek talent and entice them to join the company based on their reputation, qualifications, and years in the hospitality industry, regardless of whether they’re working with a competitor in the industry.
The recruitment team gathers substantial research on each potential candidate before reaching out regarding the possible role availability and the possibility of an interview process.
The executive search firm or recruiter is often referred to as a “headhunter” because they work individually or for a recruiting team. This recruiter carries more expertise than the standard hiring manager and is more involved than the typical recruiter in varied industries. Visit here for details on why you should hire an executive recruitment team.
Finding the ideal talent for top-level hospitality roles is a labor-intensive, challenging, costly, and time-absorbing process. Most hiring managers would exhaust standard resources in their effort to fill the positions and would still likely be less than successful in this attempt.
These candidates need to possess specific qualifications and expertise that are difficult for leaders and managers to articulate, making it difficult to ensure the respondents possess these traits.
These are the reasons business leaders turn to executive recruiters. While you might be passing the task of seeking your most prominent positions to an executive recruitment firm that will engage in the searching and determination of who is selected for the interviewing process, the effort is still deemed collaborative. Always ensure you’re on the same page and vying for the same goal.