Recruitment industry around the world is facing a shortage of staffing. As much as this is a challenge, it is also an opportunity to recruit new graduates with a more innovative screening process. Here’s what hospitality recruitment agencies should look for while they are vetting young men and women for various job profiles.

1.How prepared are they?

When candidates come to attend an interview, their preparedness shows their seriousness. Their resume, their knowledge about the industry in general, the company they are applying for in particular and their understanding of the job requirement has to be tested by the recruiter to measure how diligent they are about their work.

2.Presentable personality:

Hospitality is an industry where a presentable personality weighs as high as skills. Candidates stepping out of culinary schools should know how to dress well, be presentable, display a pleasant personality and yet not look cocky. Recruiters should test their emotional skills as well as to determine how hospitable they are.

3.Shadow testing:

Mere questionnaires cannot help hospitality recruitment agencies completely assimilate the skills of a candidate. Testing them with real-life situations and shadow tests is the best ways to judge both their skills as well as the emotional maturity to handle tough situations. If someone displays great attitude and work ethics, onboard them and develop their skills.

4.Do they have a purpose?

RPOs need to assess if the candidate has a concrete idea of what he wants to do and where he wants to reach. Only those who are driven by purpose and passion will go a long way. Hospitality recruitment agencies should look beyond a candidate’s hospitality degree. Leading RPOs like GlocalRPO will try to understand how realistic, specific and determined candidates are about their career goals. Only those who have the passion will withstand the hardships of the hospitality industry.

Behavioral-based interviews that test emotional skills, passion and purpose will help hospitality recruitment agencies hire the best college graduates for their clients.

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The tips to become a Successful Recruiter (The six-step approach)

Keep an open eye:

Fulfilling the daily needs is never enough for a company’ perspective. A candidate should be selected keeping the long-term perspective in mind. Candidate selection should be done keeping in mind that his potential must be enough to cope up with the exceeding requirements of the company in future. Not only the candidate; New technologies should also be focused to have a competitive edge in the industry.

Be personable and approachable:

If you want to see the true side of a candidate then it is necessary to put them at ease. Candidate will only show his true self when he is put in the situation for it. So, try, to be frank, and open rather than following the traditional professional approach.

Use a Go-Getter approach: 

A phone call to a candidate can be made by anyone but to break the ice and starting a perfect conversation is a quality possessed only by a successful recruiter. To actually see the inside of a candidate, one needs to create a friendly environment and be open to the discussion. Therefore the recruiter should use a go-getter approach in order to see the actual of the candidate.

Always follow up:

This is one of the essentials which should never be ignored. Following up with the candidates makes the relationship stronger and in turn trustful. For e.g. whenever a candidate gives an interview he hopes to be informed about his status on the job. It is the respect factor which he needs and it surely helps in strengthening the bond among the recruiter and the employee.

Be creative:

Creativity can solve any problem for you. There are several ways to find a candidate, but sticking to the basic and traditional ways don’t always do the job for you. But just sitting in the comfort of your chair and traversing various portfolios is not enough. If you want to get the right candidate you yourself need to follow the right technique. Being a little creative makes it easier for you. Some of the unique techniques include networking events, referrals, job postings, using tools and analysis etc. and never to forget social media.

Good listening skills:

A good listener is always a gainer. Even a Successful Recruiter must follow the path of a good listener. It is required that you must listen to a candidate first, that is what his point of view is. Then it’s up to you how to acknowledge it. Last decision always remains with you.

Following these steps will only get you the right candidate for you and our team at Glocal take these steps as a how to… guide. We want to fulfill your needs, not the vacancy. So, if you have any trouble regarding the recruitment phase, just get a free Glocal trial now.

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Troubles or frustration involved: There are a lot of troubles associated with in-house hiring process. Some of the key troubles are.

• Rehearsed answers

The HRs usually get frustrated (in fact feel bored) during the interviews, due to the repetitive and same answers from the candidates. Those same answers feel like a Scripted and redundant stories been told to them. Such instances make the HRs frustrated and in turn, they may fail to give their best shot.

• Candidate pool problems: If your candidate pool is such (like mentioned above), then the quality may not be guaranteed. As the in-house candidate pool is generally limited in size so there exist problems regarding the selection procedure.

Now if the above-mentioned points stand true in your case that is:

Are you disappointed with your applicant pool?

It is true that you are burnt out on listening to the same exhausting, practiced answers again and again amid meetings?

Do you have an inclination that you are searching for a hopeful that simply doesn’t exist?

Assuming that your answers to all these questions are “YES” then you’re hiring procedure needs a change.

Why is this happening to you?

You are not alone in this list. IT is often heard that managers face difficulty in hiring a “right” candidate. They have arrangements of capabilities, necessities, and depictions of what they are searching for. They talk with many candidates and can’t locate the right fit. The reason they continue having this issue is normally straightforward: they are making it too hard.

So, what is the solution?

Now, this is the question that arises. Well, one of the solutions associated is to involve an Offshore-RPO.

• RPO involvement:

Involving an RPO gives you the much-needed edge in the hiring process. Their unique and flexible hiring process makes the hiring process more interesting and clear.

• Basics benefits associated:

Involving an RPO gives you a lot of other benefits like Cost reduction, complexity reduction and time-saving approach. Other than this when you hire an RPO, a major portion of your burden is shifted on their shoulders and you can control the whole process from the comfort of your office, without needing to do much.

Glocal RPO is one such name in the field of hiring consultants. Their unique hiring process can help you gain the much needed talented workforce for your organization.

Some of the key points they focus on:

• Taking a stab at reducing the required qualifications, having just 5-6 capabilities that are most basic for the position.
• Whenever talking with candidates, discard the scripted inquiries, go for a more natural discussion.
• Discovering candidates who are prepared for the following stride in their profession, not ones who need to keep doing likewise they’ve been doing.
• Searching for applicants with potential, and put resources into preparing them appropriately.

They believe in quality hiring rather than hard-working approach. They also believe that finding the right hopeful isn’t generally simple, yet don’t make it harder than it must be. Go into it with a receptive outlook and a crisp methodology.

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Given are few steps necessary to select a right candidate:

1) Application
This is the first and very basic step in the recruitment and selection process. You ask application from candidates using a variety of methods to find the suitable ones. Applications can be gathered by online advertising on job and career portals like Naukri.com or through professional networking. Once the process of application is completed, screening interview is the next big task.

2) Screening Interview

Screening Interview saves time for both candidates as well as the organization. Screening Interviews are done prior to any selection process, where applicants who appear to meet the qualification or other eligibility criteria of a firm are kept into consideration. These interviews are usually telephonic in nature. Straightforward questions that would help determine candidate’s appropriateness for a particular job are asked. It is then determined whether a candidate matches the required skill criteria or not. If a candidate fails to prove himself, the process ends there whereas if a recruiter finds the candidate to be suitable for the job, the process further moves to the third round.

3) Selection Tests

Selection Tests are used to identify skills that cannot be identified during an interview. These tests help in rating an applicant on the basis of aptitude, abilities, personality, motivation, and honesty. Selection tests are designed to be reliable and valid in predicting an applicant’s capabilities.

4) Personal/ Group Interview

Personal or Group interviews are conducted to determine an applicant’s ability to perform. A successful interviewer must know how to ask the right kind of questions in order to get the relevant information; he/she must also be a good listener. An interviewer can learn a lot about a candidate on the basis of his/her past performances. It helps one to know about the graph of that individual’s performance during several jobs. Once the interview is done, Reference check becomes the next important step.

5) Reference Check

Reference checks is a critical part of the whole process. Information that an individual provides during the interview is biased and includes only the facts that the applicant wishes you to know. Reference check helps a recruiter to ensure that the right candidate is hired. It is a process of clarifying, verifying and adding data to what has been learned about the candidate in the interview and other selection processes. This information should be kept confidential and must not be revealed to the candidate.

6) Job Offer

Once the hiring manager decides on the candidate who seems to be most suitable for the job vacancy, it is important to inform the candidate about pre-employment matters like background inquiries, pre-employment health-checkup etc. An employment offer/ offer letter should always be in writing in order to document the terms of your agreement with your employee.

7) Evaluate the whole process

Once the recruitment process comes to an end, organizations must focus on evaluating the whole process to ensure that it is cost-effective, timely and also that you have hired the right person.

There are certain things one must think about:
a) How long did it take to fill the position?
b) What was the footfall?
c) Whether methods used were cost-effective?
d) What is the usual time that a new employee takes to get up to speed?

Once these questions have been answered, it is also important to check whether the hired candidates decide to stay with your organization for long or not. If not, then what are the changes you must do to ensure the same?

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