Ways to fix our hiring process!

The hospitality industry historically was considered a glamorous industry known for its commitment to customer satisfaction, luxurious experiences, and exquisite service. However, the industry is grappling with a series of challenges that are making it hard for roles to be filled and livelihoods to be restored. For context, in the July Employment report (www.bls.gov), the unemployment rate is 5.8%, which is again the highest of any Industry reported. The odd thing is that we see a lot of jobs posted for Hospitality professionals, at last check there were almost 2 million open roles in the sector. Let’s face it-the hiring process is busted, and it disappoints me. In this article, we'll discuss two critical issues: professional snobbery, and the overly time-consuming interview process. We'll also explore innovative solutions from both hiring managers and candidates' perspectives to transform this sector's hiring landscape.

1. Look for skills not titles:

One of the most pervasive issues in the hospitality industry's hiring process is the prevalence of professional snobbery. It shows up in different ways. For the hiring manager: it show up as a bias towards candidates from established hospitality backgrounds or those with prestigious degrees, often sidelining talented individuals who could bring fresh perspectives and creativity to the industry. This attitude stifles diversity, limits innovation, and perpetuates a stagnate workforce. For the candidate, it shows up as being title driven and not being open to working in a role unless the title is equivalent to a step up in progression. Careers are like life, not a linear progression and some candidates cannot see that.

**Solution - Hiring Manager Perspective**: Hiring managers should actively seek to diversify their candidate pool by partnering with local community organizations, culinary schools, and other non-traditional sources. Focus on transferable skills, attitude, and potential rather than a rigid adherence to prior experience.

**Solution - Candidate Perspective**: Aspiring hospitality professionals should leverage their unique skills and experiences from other industries, highlighting their adaptability and eagerness to learn. Networking and showcasing passion through internships or part-time roles can also help break down the barriers of professional snobbery.

2. Streamlining the Process

Research shows that 67% of candidates expect to be interviewed within 3 days of applying and they will move on to another opportunity if that timeline is not met. In my role, I have waited weeks to hear back from clients on roles that they deem “urgent”. Candidates do not want to wait to hear if they will be considered for a role. It seems the more layers in an organization the muddy the waters get too. One of my friends said that they lose qualified candidates because of the broken nature of their hiring process, where it can take months for a candidate to go through the process. Imagine waiting months only to hear that you are not being considered, I would be pissed too!?Candidates, you are not free on this one. In my current role, I schedule 10-15 interviews a week, if half the candidates show up for interviews, I consider that a good week. The ones that don’t show up in many cases I never hear from again, some reschedule then do not show up. Yes candidates, we keep track of who shows up and who does not.

**Solution - Hiring Manager Perspective**: Implement an efficient and transparent communication strategy. Think of perspective employees like perspective clients and treat them as such. Acknowledge receipt of applications, provide realistic timelines for the selection process (and stick to it). Utilize technology, such as automated response systems, to ensure candidates are informed at every stage. However, do not use technology for candidate selection-that is good old fashioned Human Resources work.

**Solution - Candidate Perspective**: Prioritize opportunities that demonstrate respect for your time. Research companies known for their prompt and respectful hiring practices. If you are no longer interested in a role, be upfront and honest in your reasons for removing yourself from consideration. Constructive feedback and open communication during the interview process are signs of a respect for the process.

The hospitality industry's hiring process is currently broken, but it is not beyond hope. By addressing the issues above, we can get people back to work and have fully staffed properties (let’s not forget what short, staffed teams does to our current employees) and get the hospitality industry back on its feet again filled with team’s that thrive and deliver the promise of Hospitality to guests!?