Hiring is hard, especially in the hospitality industry. With so many applicants and so few positions available, it can be tempting to just hire anyone with a pulse. But hiring the wrong person can be costly—in both time and money.
To help you avoid making a mistake that could cost your business, we've compiled a list of the five biggest mistakes hospitality managers make when hiring. By avoiding these errors, you'll be able to find the best candidates for the job—and set your business up for success.
One of the most common mistakes hospitality managers make when hiring is not taking the time to clearly define the role they're looking to fill. Without a clear understanding of what the position entails, how can you possibly hope to find someone who is qualified for the job?
To avoid this mistake, sit down and make a list of all the tasks that need to be completed by the person you're looking to hire. Once you have a good understanding of what the position entails, you can start writing a job description that will attract qualified candidates.
Another common mistake made by hospitality managers is failing to check references. Just because someone looks good on paper doesn't mean they'll be a good fit for your business. The only way to know for sure is to talk to people who have worked with the candidate in the past.
When checking references, be sure to ask about the applicant's strengths and weaknesses. You should also ask if they would recommend the candidate for a similar position. If you get mostly positive feedback, then you can feel confident moving forward with the hiring process. If not, then it's probably best to keep looking.
Hospitality managers are often under a lot of pressure to fill open positions quickly. While it's important to move swiftly, you shouldn't let haste lead to waste. Rushing through the hiring process increases your chances of making a bad hire—which can end up costing your business in both time and money down the road.
The best way to avoid this mistake is by taking your time and being thorough at each stage of the process. From writing a clear job description to checking references, every step is important—so don't skip any steps just because you're in a hurry!
Once you've finally found the perfect candidate and they've accepted your offer, it's tempting to just throw them into the deep end and hope they sink or swim. But if you want your new hire to succeed, proper training is essential.
Introduce them to your company culture and values so they know what's expected of them from day one. Then provide them with comprehensive training on their specific role within your business. The more prepared they are for their new position, the better chance they have of succeeding in it—and making your business successful as well!
Just because someone does well during their first 90 days on the job doesn't mean they'll continue excelling indefinitely. In fact, many new employees hit a wall after those first few months as they try (and often fail) to adjust to their new role within your company culture.
That's why it's so important to follow up with new hires after their first 90 days on the job. See how they're settling in and if there's anything you can do to help them succeed long-term within your company culture!
Hiring top talent is essential for any hospitality business—but it's not always easy. To increase your chances of success, avoid these five common mistakes: failing to define the role you're hiring for; not checking references; moving too quickly; not training your employees properly, and not following up after their first 90 days on the job! By taking your time and being thorough at each stage of the process, you'll be able to find the best candidates for your business—and set yourself up for success! Jyst helps hiring managers like yourself find the right candidates for your business. Download Jyst for free and find candidates quickly!
