What No Recruiter Will Tell You But You Need To Hear About

Today we give you exclusive access to a behind-closed-doors conversation with a CEO from a bleeding-edge hotel company seeking our recruitment assistance.

(We can’t disclose his name, but he agreed that we can share the insights as they are too valuable to keep to ourselves.)

What he had to say has left me somewhat pleasantly bamboozled.

He said that in the last 12+ months, they have faced recruitment challenges which have obviously impacted the bottom line of his company.

Despite recruitment efforts, some positions remained open and unfilled for extended periods of time affecting the team efficiency and lastly impacting guest experiences – you get the picture.

Not satisfied with the answers he received from his team, such as “the market is tough, boss” and “this workforce is challenging,” he
decided to take matters into his own hands. He rolled up his sleeves and got to the bottom of it.

Get this, so the CEO decided to apply under pseudo names for several vacant positions in his own company.

The experience was jaw-dropping.

He spent hours uploading CVs and the system required him to input again all work experience manually and separately!

He said: “When you have to go through the pain yourself, you’ll best understand what candidates have to go through and how they perceive you.”

Furthermore, once he applied, he received responses (automated ones) and sometime after was contacted “by his team” but the scheduling for interviews was not within the 48-hour time frame.

The process of scheduling interviews was not perfect and fell short of a 5-star level. “It was more like a bumpy road than a smooth ride”, he concluded.

The CEO’s insight was clear: “I had to pivot our recruitment process 180 degrees.” Furthermore, he noted: “that simply posting job ads and hoping for the best applicants won’t cut it anymore.
In 2023 and beyond, we need to be proactive, creative, and innovative in attracting top talent. It’s time to treat applicants like first-time guests checking into a hotel and elevate the recruitment experience to match the exceptional guest experience we provide.”

๐—ช๐—ต๐—ฎ๐˜ ๐—ก๐—ผ ๐—ฅ๐—ฒ๐—ฐ๐—ฟ๐˜‚๐—ถ๐˜๐—ฒ๐—ฟ ๐—ช๐—ถ๐—น๐—น ๐—ง๐—ฒ๐—น๐—น ๐—ฌ๐—ผ๐˜‚ ๐—•๐˜‚๐˜ ๐—ฌ๐—ผ๐˜‚ ๐—ก๐—ฒ๐—ฒ๐—ฑ ๐—ง๐—ผ ๐—›๐—ฒ๐—ฎ๐—ฟ ๐—”๐—ฏ๐—ผ๐˜‚๐˜โ€ฆ

Today we give you exclusive access to a behind-closed-doors conversation with a CEO from a bleeding-edge hotel company seeking our recruitment assistance.

(We can’t disclose his name, but he agreed that we can share the insights as they are too valuable to keep to ourselves.)

What he had to say has left me somewhat pleasantly bamboozled.

He said that in the last 12+ months, they have faced recruitment challenges which have obviously impacted the bottom line of his company.

Despite recruitment efforts, some positions remained open and unfilled for extended periods of time affecting the team efficiency and lastly impacting guest experiences – you get the picture.

Not satisfied with the answers he received from his team, such as “the market is tough, boss” and “this workforce is challenging,” he
decided to take matters into his own hands. He rolled up his sleeves and got to the bottom of it.

Get this, so the CEO decided to apply under pseudo names for several vacant positions in his own company.

The experience was jaw-dropping.

He spent hours uploading CVs and the system required him to input again all work experience manually and separately!

He said: “When you have to go through the pain yourself, you’ll best understand what candidates have to go through and how they perceive you.”

Furthermore, once he applied, he received responses (automated ones) and sometime after was contacted “by his team” but the scheduling for interviews was not within the 48-hour time frame.

The process of scheduling interviews was not perfect and fell short of a 5-star level. “It was more like a bumpy road than a smooth ride”, he concluded.

The CEO’s insight was clear: “I had to pivot our recruitment process 180 degrees.” Furthermore, he noted: “that simply posting job ads and hoping for the best applicants won’t cut it anymore.
In 2023 and beyond, we need to be proactive, creative, and innovative in attracting top talent. It’s time to treat applicants like first-time guests checking into a hotel and elevate the recruitment experience to match the exceptional guest experience we provide.”