In the current recruiting environment, finding top talent can be a major challenge. However, it’s important to recognize that the methods we’ve been using may no longer be effective. It’s time to get creative and revamp how we find candidates. In this article, we will explore some ways you can change things up in our tight labor market.

Improving Your Online Candidate Screening Process

According to the Society for Human Resource Management (SHRM), your online candidate process might be broken. Research shows that about 60 percent of candidates drop the application process due to a frustrating online experience. To avoid losing potential candidates, it’s crucial to have a user-friendly and mobile-responsive online application process. Here are some stats that highlight the importance of mobile recruitment:

– 90 percent of job candidates use their phones to search for their next job.

– 89 percent of job candidates say their smartphones are crucial tools for job hunting.

– 45 percent use their phones to look at jobs almost every day.

To revamp your candidate search process, consider checking the crossover between your careers page and how it interacts with digital devices. Improving this interaction can greatly enhance your candidate search.

Looking Beyond the Resume

The resume is a limited tool for assessing candidate potential. Instead of solely relying on resumes, consider looking beyond them to understand employee skills. For example, older employees who may be deemed “too qualified” could bring a wealth of experience and knowledge to your organization. Similarly, recent college graduates without the specified years of experience could have transferable skills that make them valuable assets. By considering these candidates for their potential rather than their current qualifications, you may find the perfect fit for your team.

Increasing Perks to Attract Top Talent

In order to stand out from the competition, it’s important to offer perks beyond the salary. Think about what additional incentives could entice candidates to choose your organization. Here are some non-financial add-ons that can make a difference:

– Offer to pay for training classes to help candidates advance in their careers.

– Allow employees to have flexible work arrangements, such as additional paid time off, flexible work hours, or occasional work-from-home options.

– Improve your company culture by sponsoring employee giveback days where teams volunteer for a cause, or by holding quarterly staff fun days where good work is rewarded.

Working With a Hospitality Recruiter

Partnering with a recruitment agency like Gecko Hospitality can greatly enhance your efforts in finding more candidates. They have extensive experience in the hospitality industry and can provide you with a wide pool of qualified candidates.

In this tight labor market, it’s crucial for hospitality management professionals to revamp their candidate search process. By improving your online application process, looking beyond resumes, and offering enticing perks, you can attract top talent to your organization. Additionally, partnering with a reputable recruitment agency can double your efforts in finding the best candidates.