The Dorchester’s Post

Struggling to Find the Right Candidates for Your Job Openings? "The job has been advertised for several months and we aren't getting the right candidates" If your job has been active for months, it's time to rethink your approach. This issue is more common than you might think, and often, it comes down to asking the right questions. 1. Clarity in Job Descriptions Why are previous applicants unsuccessful in meeting your criteria and is that criteria listed clearly in the advert? Is your job description clear and detailed enough? Ensure it outlines all necessary skills, experience, and qualifications. Be specific about daily responsibilities and what success looks like in the role. 2. Showcase Your Benefits Are your benefits in line with market trends, or are they simply listed as "Great Benefits"? Be explicit about what you offer. Highlight unique perks that set your company apart. 3. Be Transparent About Salary A "competitive salary" isn’t enough. You wouldn’t buy a car without a price tag, so why expect candidates to apply without knowing the salary range? Be open about salary based on experience. If you’re willing to pay more for higher expertise, state it clearly within your advert so potential candidates do not rule themselves out. Example: Sous Chef: 1 Rosette experience required, minimum of 2 years - £35k Sous Chef: 2 Rosette experience accepted, minimum of 2 years - £38k Being clear and transparent can make all the difference in attracting the right talent. This is the very tip of the iceberg. Let’s start asking the right questions and making the necessary adjustments.

#hire #firing #staff #hospitality #restaurant #restaurantlife Why you should never feel bad when someone you hired turns out to be NOT what you expected and you need to let him/her go. The answer is very simple: Hiring is guessing , firing is knowing. You can't know for sure if the person you have in front of you, in an interview, is presenting himself truthfully or he is just full of bs (pardon my French 😀). You will need to try and see if it works out by giving that person a few chances to prove himself. But when you do realise that employee is just NOT a good fit , he s not learning, he s not getting along with the team and he s causing problems, then you know. Fire him , fire him as fast as you can while you still have time to find a decent replacement.

Do your research before applying for a job! I am currently interviewing candidates for a Senior Head Chef position at a top restaurant in Central London. I have received many CVs that do not meet the required skills, which is to be expected. However, I am surprised by the number of candidates who seem to be a good fit on paper, but then do not know anything about the restaurant when I ask them in the interview. When I ask them what they know about the restaurant, they often say something like, "I applied to a lot of jobs, I was busy, and I didn't have time to look into it." I find this unacceptable. People who apply for top positions with good salaries and where experience and attention to detail are essential should at least take the time to Google the name of the restaurant they are applying for, if not actually visit the venue in advance? What are your thoughts on this?

Continiously I’m getting call from so many big brand hotels extremely disappointed with recruitment process. Received a call from Executive Chef ,Executive Pastry Chef not convienced .Received call from Executive Pastry Chef , Executive Chef is not convienced .Received call from both of them General Manager is not convienced only to be told they're only considering candidates from big companies and countries. (WHICH IS NOT TRUE because I came from a background worked with biggest companies). Clearly, competence takes a backseat to corporate titles. Shameful and insulting. time to rethink your priorities. Clearly, they didn't bother TO READ my resume. No consideration for experience or qualifications, just a blind preference for candidates from big companies and countries . Sorry, but TALENT DOESN'T COME WITH A CORPORATE LOGO. Unprofessional and disrespectful.

Interviews don't have to be long. Just ask the candidate if they've ever been a waiter/waitress/bartender. How long ago? How long were they at the job? What was the specialty of the establishment? And what they liked/disliked about the job. Regardless of the answers, more than likely they'll be a good hire. They have needed to know the computer system, and how to modify everything. Discounts. Splits. Corrections. They needed to know all of the drinks, all of the draft beers, all of the shots, all of the menu items, all of the specials, etc. If they were a waiter/waitress/bartender for any length of time...they will be a good addition to your team. They will show up on the bad days. They will show up when they didn't feel like it. They will show up even when other people treated them like garbage or worse. Hire those who have been through some stuff, in the service industries. #hire #serviceindustry #waiter #waitress #bartender

Not usually one to post a LinkedIn Status – but I have had many recruiters ask me over the years my thoughts on Recruiting and how I have been so successful as a Recruiter.   The way I view the Healthcare Staffing / Recruiting industry is like serving tables over a computer. Growing up on Hilton Head Island, SC. I had a blast in the summers from the age of 16-22 working in the extremely busy F&B industry.  I have worked as a bus boy, food runner, cook, and server.  But serving was by far my favorite. I think there are many correlations of working in a busy restaurant that tie in to working as a Recruiter.   Here are just some key points below: Learned how to multitask (which I think is one of the biggest components of recruiting) Learned how to communicate and interact and listen to customers.   Learned how to grind and work long hours and bust my butt for tips. Learned customer service & making sure my guests had a great experience. Learned Teamwork as you communicate with managers, chefs, food runners, bartenders, & busboys. Learned how to follow up and make sure my table was satisfied and get repeat business. (many customers would request me as a server summer after summer) Learned how to get over mentally common restaurant ordeals that could affect your tip. (many recruiters get hung up and sulk on deals going bad. Just got to keep moving & on to the next one)   Candidates = Customers Job Orders = Food Orders I know there are many more aspects to everyday recruiting life but this is the basics for me at least!   My view on recruiting is very Simple and I keep it Simple. #recruiting #staffing #healthcarestaffing

The best tickets are going for $20,000, and even the nosebleeds will set you back thousands. But could you have gotten into the Super Bowl for free?!?! Perhaps, if you had an in-demand job. It’s estimated 330,000 people are flying into Las Vegas this weekend—and they’re going to be hungry. The top demanded Super Bowl job is for Restaurant and Food Service manager, and Bartender is also in the top 10. But putting on a show this big takes all kinds of workers, from the cleaning crew to the security workers to photographers, drivers, and event planners. Las Vegas is expecting an economic impact in the hundreds of millions, and these are the workers it’s counting on to get there. More info on jobs trends here: https://lnkd.in/e_frEbAp #Superbowl #LasVegas #Vegas #Jobs #IndemandJobs

🍹 Shake up your career with our weekly jobs roundup! From housekeepers to chefs, we've got the scoop on the latest openings in the industry. Get in touch if you can't see what you're looking for! #hospitality #hiring #jobsearch #dreamjob #hiringnow #hospitalityindustry #recruitmentagency #careeropportunities #hospitalitylife #hospitalityrecruitment #restaurantjobs #hospitalitycareers #chefjobs #hospitalityvacancy

Any restaurant manager needs to have a strategy when it comes to job hunting and crafting their resume if they want to get it through ATS and into the hands of hiring managers. My Friday articles are dedicated to restaurant manager career development. Besides career tips and advice, I have also started including recent job postings in Florida for the roles of Restaurant Manager, Restaurant General Manager, and F&B Director. Additionally, you will find specific keywords you need to consider when applying for those particular openings. I am continuing to explore Substack and have added a link to the article in the comments. #restaurantmanagement #careeradvice #careerdevelopment #hospitalityindustry

Gourmet Guide to Hiring: The Referral Recipe in Restaurant Business" In the bustling kitchen of restaurant management, finding the right staff can be as delicate a task as perfecting a soufflé. Here's a secret ingredient you might not have thought of using: referrals. Yes, you read that right. Your existing team - managers, co-workers, chefs, bartenders, bussers, delivery drivers, and concierge staff - could be your ticket to landing the next superstar employee. But here's the cherry on top: don't just ask anyone for referrals. Seek out those who are reliable, hard-working, and embody the qualities that keep your restaurant sailing smoothly. After all, birds of a feather flock together. If a staff member is diligent and dedicated, chances are they associate with people who share the same work ethic. However, don't fret if the referral route doesn't pan out as expected. There's always more fish in the sea, or in this case, potential employees in the job market. You can always fall back on traditional hiring methods like interviews, or spice things up with incentives for new hires. Remember, in the restaurant business, variety is the spice of life. So, keep your options open and your hiring strategy flexible. #NorthDakota #SDjobs #SouthDakota #MTjobs #Montana #WYjobs #Wyoming #GeckoHospitality #WereHiring #LetGoAndLetGecko #GrowYourBusiness #Business #RecruitmentAgency #NowHiring #restaurant #foodservice #opportunity #hoteliers #hotelmanagement