Managing hospitality candidates’ expectations when recruiting

In a candidate-driven market, hospitality job seekers have more employment opportunities and choices. And they’re probably not looking to swap jobs because their current employer is keeping them busy, engaged, and well rewarded.

The process of finding a new hire can be stressful and time-consuming, but it doesn’t have to be. With a carefully thought-out and time-framed strategy in place, that focuses on the candidate experience, recruiters can create a strong positive impression of their brand and find the perfect addition to their team.

So how can hospitality recruiters impress potential new hires during the recruitment process by effectively managing candidate expectations?

Timing is everything…

Time to hire within hospitality has reduced, in some cases to less than seven days. This reduction is partly due to the use of tech to fast-track suitable applications. Achieving a shortlist of ideal candidates is easier than ever, and ideally interviews should happen immediately after the application window has closed.

It’s not OK to keep candidates on the hook for weeks. They want to know right away how they did at their interview and more importantly, did they get the job?

Inefficient recruitment practices will lose you the perfect hire ­– the one who not only has all the skills but will be a great cultural addition to your team.

Keep the communication flowing

If someone has taken the time to apply for your role then you should respond, first by acknowledging their application and then by keeping them updated at each step of the process, even if they are unsuccessful.

How many times have you heard candidate anecdotes where they applied for a role, only to hear nothing but the sound of tumbleweed blowing by, as they wait for some form of update?

The impact of these negative stories can be detrimental for any hospitality brand, added to which it gives the candidate the perception that they are not worth replying to.  You may have received hundreds of applications, but keeping applicants updated will pay dividends in terms of brand perception.

You want a candidate to have a positive experience because whilst they may not be right for this specific role, they might be perfect for one in the future.

Inefficient recruitment leads to poor brand perception

Every hospitality employer wants their brand to shine, and overly long or disorganised recruitment processes can negatively impact on this. Candidates will share their experience, good and bad, of applying for a role with your business.

So, what can you do to manage candidate expectations during the process? Communication is key to keeping potential hires engaged. A framework of update touchpoints will keep everyone informed and generate positive feelings towards your brand.

The downside to any lack of communication is that it can leave a candidate feeling detached from the process and they can quickly lose interest in the role and your brand.

Recommendations:

Be clear about the recruitment timeline

Communicate the recruitment timeline for every role and share this with candidates. This stops unnecessary chasing for updates and saves you time. You can share the timeline and updates through a series of automated emails, by telephone or on your website. The critical thing is that the candidate can see where they are in the timeline, and it maintains a connection.

Giving feedback has positive benefits

Candidates feel frustrated when they don’t get any response after applying for a role. Giving constructive feedback means they are more likely to apply again if another, more suitable, role comes up within your business. The other benefit of giving feedback is that the candidate will have a much clearer idea of what you were looking for, aside from the initial job ad that they responded to.

Personalise the experience

Recruiters are busy people and don’t have time to spend on personalising the application process for every job seeker. But finding the time to deliver a personalised experience with plenty of communication between you and applicants is good business sense and great customer service. It highlights that you, your brand, and your recruitment process have put the candidate first.

Keep in touch after the position is filled

Some candidates are exceptional but just not right for the role you’re currently recruiting for. Don’t let them get away. Build a talent pool and keep in touch with them through company updates and personal emails – check in on them and if you have a suitable role, let them know. Not only does this save you time and money but it highlights your company culture and brand.