The Great Opportunity
Navigating talent acquisition post-covid is like peering through a kaleidoscope lens. The view is skewed and hard to navigate. However, discovery Talent Strategies can help you navigate!
The post-Covid world of hiring has been a challenge, specifically when many of the experienced leaders left the industry. Many who did stay commanded a considerable salary that didn’t fit their experience. For example, applicants with no hospitality experience ask for salaried positions or high hourly pay. I was looking for a sous chef for one of my high-end restaurants. I came across an applicant asking $65,000 a year salary, which was a little high for what we were offering. However, I wanted to learn more about him and if I could fit him into one of my other outlets that needed a chef. When I read his resume, I almost fell out of my chair. He had seven months of experience working in three different jobs in that time frame. One was a fast-food chain the other was two tiny Mom & Pop type establishments (nothing against them).
After a week of emails and calls, I finally got him on the phone for a phone screen. He immediately seemed cocky and was put off by my food knowledge and management style questions. He didn’t know how to answer these questions since he knew nothing about this industry. After sensing his evident frustration with my interviewing questions, I finally asked him, “don’t you feel you should have more experience before going for this position?” He said, “I can do the job, and if you don’t hire me, someone else will.” I eventually passed on him and wished him luck on his job search. I thought about this for some time afterward. How could he do this? What makes him think he can skip all the learning and growing pains and earn the respect you accumulate over an entire career of being a chef? Being a CIA graduate (go class of 95’!), it took me many years to climb the ranks as a chef. I went to school, got a degree, and worked several low-paying jobs as a line cook before earning a kitchen leadership position.
Times have changed, and we need to be prepared for the next generation of hiring. Covid has changed everything and has created open positions and opportunities for all. If you have an excellent work ethic, show up, and are willing to grow, the sky’s the limit these days. So, the question is, where are these applicants? If you’re lucky, one may apply.
Examples
Some examples I use to help find the top Talent are:
Talent Recruiting is the act of sourcing and qualifying candidates, using a set of job criteria, and considering the company’s culture. Whether you have one open role, have a continuous need, or have mass hirings, Talent recruiting is a process that requires attentive recruiting.
Recruitment process outsourcing. You might have short-term recruiting needs and require additional help for a while. Or maybe you’ve lost a recruiting team member and need me to fill in a gap for a bit. If you have a start-up and need us to help build your teams, maybe fill one role to get you going.
Talent Acquisition Consulting. We evaluate your current talent acquisition program and help you improve on areas that will help you bring better Talent.
The great resignation could be an excellent opportunity for the hospitality industry. But don’t let it be a great missed opportunity.
