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MONTHLY ARCHIVES


JULY 2013
15Jul
2013
Career Advice, Interview Tips, Management Tips  

Interview Best Practices: First impressions to hire GREAT talent

Interview Best Practices: First impressions to hiring GREAT talentFirst Impressions – are you interviewing with a GREAT employer

I have focused most of the thoughts in this blog on interview best practices for job seekers and advice to get offers of employment, but I also want to encourage and develop employers to better understand how they can recruit, hire and retain top talent. Truth be told, there is not a surplus of GREAT manager candidates in our industry and we are starting to see separation from those GREAT employers who are intentional about selecting GREAT managers and those that will settle for the GOOD managers. The outcomes for the employers who can find, recruit , hire and retain those GREAT managers is obvious. These employers are becoming the leaders in the industry while others are just sustaining.

While working with many employers, one development opportunity that we see as integral for the recruitment of GREAT Managers is developing interview best practices. One interview best practice for employers is to be intentional about creating a great first impression for candidates. It is said that a hiring decision is usually made in the first 5 minutes of an interview and I believe the same goes for top talent decided if an employer is GREAT. If a hiring manager is able to well develop rapport within the first part of the interview process, the candidate is much more likely to want to work for that employer. The GREAT employers we work with get this and go to great lengths to ensure their professionalism, courtesy and communication is impeccable from the start. We are in the people business and those employers that understand how to treat people to make them really love their brand are gaining a great competitive advantage, maximizing the opportunity to make GREAT hires and increase profitability through best leveraging their human capital. KUDOS to our clients for being GREAT employers!

If you are an employer, a hiring manager or aspire to be one, please chime in and let us know how you set the stage to recruit and hire GREAT talent. We want to all learn from each other’s interview best practices to redefine and develop on how to best handle hiring trends.

01Jul
2013
Career Advice, Management Tips  

Hiring Millennials — How to Include Them into the Diverse Restaurant Workforce

The Millennials are Coming! And We’re Hiring Them!

The Millennials are Coming | Hiring & Retention | AGI Hospitality RecruitingI recently came upon a very interesting infographic about the mindset of today’s Millennials whose job-hopping choices impact restaurant profitability. I was intrigued by the statistics within the information, because years ago, I wrote my Master’s thesis on the topic of managing generational differences in a diverse workforce. As I reflect back on all of the knowledge I gained on that topic, it still sparks a big curiosity in me since I interview so many Millennials and prepare them to meet with our great restaurant employers nationwide. My hyper-awareness of this specific demographic is so second-nature to me because of my knowledge and experiences working this particular age group. Now that the Millennials are coming, we need to spend some time to better understand tehm so we can include them into the diverse restaurant workforces of today.  We will be hiring Millennials, retaining them as employees, and motivating them to advance in their career path; so it should become a bigger priority to get to know this generation.

Millennials are made up of those born from roughly 1980 to 2000. This generation makes up a large majority of restaurant workers (about 75%), so managers and employers need to be attune to behavior and motivational factors among this generation in order to maximize profit through employee retention. It seems Millennials are one of the toughest generations to truly adapt management strategies. So how do we tackle this opportunity?

Because of the era they have grown up in, Millennials tend to have distinct personality traits. In order to fully embrace these differences, managers and employers must adjust their attentions to wanting to learn more about the habits and expectations of this particular group of people who endorse the company’s brand. With the familiar, yet unfair, stereotypes that Millennials find themselves battling, I’m very interested in learning about what techniques hiring managers are using to ensure that stereotypical barriers are not getting in the way of finding those best-fit restaurant staff members.

For instance, it’s amazing to contemplate the fact that Millennials are the first generation to have been raised in an era of such advanced technological breakthroughs that impact daily life at an astronomical level! Never before has any generation been continually exposed to high-tech gadgets that provide instantaneous results! Microwaves, computers, cell phones, satellites, and ATM’s seem to have always been so commonplace in the life of a Millennial, that without just one of these things, the disruptions that would be experienced would be – well, AWFUL! Of course, we must admit that not every single Millennial has grown up with every bit of technology I’ve mentioned; but chances are very high that the majority of this age group knows about every one of these things that I’ve mentioned.

Let’s learn together through best practices!  So, Managers — How are you addressing your Millennial employees’ generational differences to ensure productivity and retention?

TAGS: Career Advice, Career Path, hiring manager, job seeker, Restaurant Manager

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