5 Ways to Reduce Your Employee Time to Hire

The average time to hire in hospitality takes 20.7 business days. When you think about how many hospitality employees you’ve hired over the last six months or in a year and add up the hours, that ends up being a pretty significant amount.

In order to utilise the most of your time to make room for profit and growth, here are five ways to reduce your time to hire.


1. Emphasise Long Term Benefits

Put value in your staff and don’t underestimate the power of your workplace culture. Rather than rushing to fill an open position, it's been proven that it pays to invest in your employees. Meaning, if your team feels valued and respected, they will be organically loyal to your company and your brand which will result in lower turnover rates. Furthermore, in order to operate a successful business, the passion and drive that your staff emulate will result in a positive experience for your hospitality guests, whatever your venue. 

When it comes to workplace culture, it's important to think about the ideal type of person that you want representing your brand. They should be passionate, skilled, enjoy interacting with people, and should align with your operations' vision. Candidates will be naturally attracted to your company if your culture speaks to them, and the positive effects will become cyclical.  


2. Screen Your Candidates

Another way to reduce your time to hire involves screening. Simply looking at a cover letter and resumé often won't shed light on your potential employees' personality. So how else can you screen a candidate? Social media and LinkedIn. This doesn't take much time (less than ten minutes) and the benefits are often significant.


Doing a quick sweep of your potential candidates' social media public profile and has become common practice. 93% vet candidates on LinkedIn, and 35% vet candidates on Facebook. While screening your candidates' online presence won't guarantee success, it certainly helps in ensuring, to the best of your ability, that your potential candidates are right for your brand. Not to mention, it can often save you time in the long run by avoiding bad hires.


3. Build Talent Pipelines

Have a good system to be able to place your talent is another great way to reduce your time to hire. Depending on the positions you're looking to fill, your potential candidate might be a great fit in multiple roles.

Did you find a potential candidate with passion and a great personality but lack in essential hospitality skills? Instead of overlooking them straight away, consider other roles that might be more suitable for an entry-level candidate. By the same token, it's often worth hanging on to strong resumés of potential candidates for up to one year in case the perfect role for them opens up. Rather than sifting through a new batch of applicants, having recent contenders can be a life saver when it comes to saving time to hire. 

Hospitality and Human Resources

4. Create Quality Job Postings

If you start a process of creating a job description with a clear understanding of what you’re looking for, you’ll get a better result. A carefully structured job description helps you focus on what is relevant to the role, what the job entails, and what the person in the role should be delivering for your business.

When it comes to writing a hospitality job ad, it's important to stand out in a sea of job postings. We suggest writing as clearly as possible, avoiding buzzwords, and keeping it condensed. Like the residual effects of a top notch workplace culture, great hospitality job descriptions will naturally attract the talent you're gunning for.


5. Provide Growth Opportunities

Before you've made your hire, ensure that you advertise growth opportunities within your hospitality operation. Not only will this attract talent looking for a more long-term position, but it will naturally encourage your top notch team members to be more loyal to your venue. 


Once you have your ideal candidate (yay!) the work doesn't stop there. Ensure that you're open with communicating possible growth opportunities for your employee. This will reinforce the value and respect you have for your team members and cultivate a positive environment of growth.


At the end of the day, regardless of how great the position and culture is, your employee is bound to grow out of their role. Being as prepared as you can will save you time and money and, consequently, allow you to focus on your growth and profit. 


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About the author Carlyn Shaw

Drawing on 12 years of hospitality experience and coming from a Communications background, I am passionate about all things hospitality.


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