Recruitment: Think global AND local
15th January, 2012 by admin
When looking for the ideal candidate for a senior position in the hospitality industry, it is much easier than some employers make it out to be. In this day and age, with easy access to the internet, a potential candidate can be found anywhere in the world.
Many hospitality venues look to recruitment agencies and outsource the entire selection process. There are some exceptional recruitment firms out there that will find the ideal candidate for you. Outsourcing this process, however, can be quite costly. On the other hand, undertaking the process yourself can be more cost effective and even allow you to have more control to select the right person for the job. Looking internationally also has its benefits; you may be able to find candidates that are more suitably experienced and are more than capable of working in a venue of the highest calibre. So think global and local.
If you undertake this project of finding the perfect employee yourself, where do you look?
Let’s firstly look at location. Where should you look for that perfect candidate?
There are a number of websites to be considered. Linkedin, Twitter, the BranchOut group on Facebook – these sites are great for connecting people in the industry and staying in touch with leaders of golf. Golfjobs.com, Hozpitality.com and Caterer.com are popular sites to register opportunities for any candidate. Simply look for the ‘Employer’ or ‘Register’ button and enter the details required. Each site will request different information and some may perhaps charge a small fee; at the end of the day you are making considerable savings compared with hiring a recruitment agency. Various sites have partnerships with others so you may well end up having your vacancy appear on several sites.
Candidates may be in the United Kingdom, the United States, South Africa, perhaps even China or Australia, but you will be guaranteed to receive applications.
So now you’ve received your CVs, what are you looking for in the candidate? Don’t scratch them off the list if they don’t have a degree. Some of the very best leaders in the industry don’t have degrees or diplomas, they have international experience, which to a great extent, cannot be beaten. Consider the venues recently worked at and what positions the candidate held. This will sometimes outclass a candidate with a degree and just a few years of experience. A young candidate can definitely be a positive step moving forward, growing into a position, developing the person’s skills and strengths.
So you find the right candidate, but the candidate is in another country, what is the cost involved with visas, and, of course, relocation? Well this is where I think that both parties should compromise. The fact that you, as the employer, have perhaps offered to cover the cost of visas, if the candidate is eager and truly wants the position, then they may meet you half way. If so, this will tell you a lot more about the person and their dedication, and create a mutually beneficial, long-standing relationship. Making contact overseas, even hosting a video interview, should definitely not be an issue. I personally am in contact with golf industry leaders all over the world on a regular basis, at minimal cost.
Now as an employer you have finally selected the new employee, someone from outside the club, a fresh pair of eyes. This is more than likely the best thing to happen to your venue. A substantial amount of venues do not encourage change, where change can sometimes be the very best thing to happen. Employers – be open to change – change is good.
If you are not sure or need assistance with the selection process, please feel free to contact me directly via email.
Justin Webb is a former director of golf and current consultant to golf clubs in South Africa, having worked in the industry – with or at over 30 golf clubs in the UK and South Africa– for the last 15 years. Email him at Justin@big-shots.co.za