How to solve the puzzle of today’s labor climate.
If anyone thinks it’s a fun time to work in Human Resources, they’re probably not paying much attention to, well, anything. It’s a great time to be a skilled candidate, but not so great if you’re the one seeking out those applicants.
2023 is rapidly approaching (seriously, how is it only three months until the holidays?) and difficulty recruiting the staff you need for next year could be a serious barrier to your course’s success. You can’t create an excellent experience for your guests without great employees – the building block of hospitality – so how can your course position itself for success in the recruiting race?
Here are three major ways to improve your hiring process and be more intentional about the candidates you attract.
- Advertise the job as it is.
Evaluate who your course wants and what you can offer – don’t try to attract candidates you don’t actually have the resources to hire. Be honest, open, and realistic about the skills and experience you’re looking for, and you’ll save yourself and your applicants a lot of time in the long run. Nobody likes showing up for a sparklingly promising job interview only to realize the potential employer has far oversold salary, benefits, or titles. Avoiding this from the start will create a genuine atmosphere of trust with applicants (who become future employees!) and keep your hiring managers from interview fatigue.
- Cut to the chase with the right audience.
Once you figure out where top applicants are hiding, use that knowledge and focus your efforts there. Just like in marketing and sales, knowing your audience is key – and top candidates generally network and speak with one another. Employee referrals, open houses and group interviews, social media, and industry networks are great ways to increase your visibility with high-performing candidates, spending less time searching and more time identifying potential future staff. Contacting nearby colleges about student job placement programs is a great way to skip past the cultivation stage and straight into the evaluation stage, taking advantage of a pre-existing pool of talent.
- Move quickly. If you don’t, someone else will.
All your hard work in finding and connecting with quality candidates is completely meaningless if you make the candidate wait too long while you get your ducks in a row. That candidate is interviewing with more than just your course, and in this case, it’s usually the earliest bird that gets the worm. Once you’ve completed the initial interview, tell your top candidates what to expect next. Candidates are more likely to feel a sense of loyalty and connection to your course if they feel seen by your recruiter and know what the interview roadmap looks like. If you’re transparent about your process, candidates will be more likely to stick around instead of accepting another offer to escape the endless limbo of waiting to hear from you.
Now you know how to streamline and enhance your hiring process – you’ll be interviewing quality candidates in no time! And once those candidates become staff, get them on-boarded and trained on the easiest system around. The average cost per hire isn’t cheap – it hovers in the US just above $4,000 – so you shouldn’t have to worry about scaring them off with a tedious, difficult-to-learn management software. Aspen Lakes Golf Pro Eliot Gouveia says foreUP is “the easiest system to train new staff on.”
Come find out why!