Women in Hospitality jobs

Hospitality jobs Industry: Hiring Stars, its all about Personality!

How do you Hire Stars in the Hospitality Industry, when anything to do with the recruitment of Hospitality jobs/ Chef jobs is so volatile?

In my experience no matter what kind of business you run, its success is driven by the people it employs. Therefore it is critical to hire good quality employees.

But finding the right employees can be taxing and more difficult than you think. Especially in the Hospitality Industry!!!

I believe hiring the right people requires you to look past their CV’s/cover letters and requires you to learn more about them as people. Employees need to have the skills and experience required to do the job, but they also need to fit in with the company culture, be willing to take direction and handle challenges as they come.

There is no point having an amazing décor, atmosphere, menu and bar, if your staff don’t embody that with their behavior and personality.

So how do you go about making the right decision? These hiring strategies will help you weed out the wannabes and zoom in on the potential stars.

1. Personality is key – The ability to work well with others and navigate social situations is key in the hospitality industry. Just because the candidate has the exact experience on their CV doesn’t mean they are the person to hire for the job.

You might want to consider: Interpersonal skills; Communication skills; Thought processes; Emotional intelligence

2. Fit the Personality to the role – It is reasonable to suggest that it takes a different type of personality type to look after your accounts than it does to be Front of House or in the Kitchen or to that matter looking after an elderly patient in a care home. Check what makes them tick, what kind of job they are ideally looking for.

3. Questioning is key – You’re looking for an insight into the candidates drive/ambition/organisation/creativeness/….. the list is long, therefore asking the correct questions is key – strive to delve deeper than the initial question too as this will give you a more accurate idea of what the reality is. If you asked, “Why did you leave your last position?”, and they for example blame someone else, then ask another and another until you’re sure that you are sure of the truth. There are so many examples of questions on the internet, I recommend that you get a list together of everything you want to ask

4. Trust your instinct – If you think you will regret hiring someone, I think you know that you probably shouldn’t. As my old recruitment manager used to say, “James, if it looks like a fish and smells like a fish, its a BLEEPING Fish!”

 

For any other Hospitality jobs insights contact Lenny@lobsterjobs.co.uk

Blog, Hospitality recruitment