Hospitality Recruitment Advise

Advice Needed for Hospitality Recruitment

Hello! I’m currently facing some challenges in growing my hospitality recruitment agency. I’m focusing on senior-level positions, such as General Managers, Executive Chefs, and Directors.

I’ve been working part-time on this for about seven months, but I haven’t made much progress in acquiring clients.

Could this be a sign that there’s limited demand in this niche? I would greatly appreciate any guidance or advice you might have. Thank you!

Looking for Feedback – Recruitment Agency Processes & Challenges

Seeking Your Insights: Challenges & Processes in Recruitment Agencies

As I embark on my journey to establish a business dedicated to enhancing the efficiency and automation of recruitment agencies—including leveraging AI—I find myself digging into the intricacies of the recruitment industry. 🎉 To support my market research, I’ve outlined critical process areas, their goals, and associated challenges. I would greatly appreciate your feedback on what I’ve compiled.

Here’s How You Can Help:

• Are there any essential processes or challenges I might have overlooked?
• Which operational areas do you think stand to gain the most from optimization or automation?
• What’s one process improvement you wish were available right now?

Breakdown of Core Processes:

1. Client Acquisition: Attracting and securing clients who require recruitment services.

2. Challenges: Intense competition, limited marketing budgets, navigating decision-makers, unrealistic expectations, inconsistent follow-ups, inadequate preparation, and difficulties in closing deals.

3. Candidate Sourcing: Cultivating a candidate pool that aligns with client needs.

4. Challenges: Difficulty in sourcing niche skills, reliance on outdated databases, and the challenge of engaging passive candidates.

5. Candidate Assessment: Evaluating candidates for compatibility with client needs.

6. Challenges: Bias in evaluations, lack of appropriate tools, scheduling conflicts, and candidates withdrawing during assessments.

7. Placement & Onboarding: Facilitating seamless placements and onboarding experiences.

8. Challenges: Last-minute offer rejections, counteroffers, documentation delays, inconsistent follow-ups, and closures.

9. Follow-ups & Relationship Management: Nurturing long-term relationships with clients and candidates.

10. Challenges: Unsteady engagement, low response rates, and insufficient structured retention strategies.

Overview of Support Processes:

1. Financial Management: Overseeing cash flow and profitability.

2. Challenges: Payment delays, unexpected operational costs, and budget limitations.

3. Marketing & Branding: Enhancing brand visibility and attracting clients and candidates.

4. Challenges: Standing out in a crowded market, inconsistent messaging, and low ROI on marketing efforts.

5. Compliance & Legal Management: Ensuring adherence to labor laws and regulations.

6. Challenges: Frequent changes in legislation, data privacy compliance, and risks associated with international recruitment.

7. Technology Management: Utilizing technology for greater efficiency and scalability.

8. Challenges: Resistance to adopting new tools, high implementation costs, and safeguarding data security.

9. Internal HR & Training: Recruiting, retaining, and training staff.

10. Challenges: High turnover rates among recruiters, burnout, and lack of growth opportunities.

Feedback from the Community:

In response to my post on r/RecruitmentAgencies/, I received valuable insights, including:

• From u/brainspacer: Highlighted that recruitment processes differ widely, and that a one-size-fits-all approach doesn’t apply. However, many manual processes could benefit from automation.
• My response: I concur that while processes vary, the 80/20 rule applies; 80% of processes are commonly shared across agencies, while 20% are unique differentiators.

• Fun fact: They inquired if my post was 80% AI, prompting me to clarify that it’s a hybrid approach (more on that below!). 😂

• From u/Rasputin_mad_monk: Noted interview preparation, client follow-up, and closing techniques as crucial areas.

• My response: We discussed the importance of balancing candidate prep, setting clear expectations with clients, and closing strategies that address objections and psychologically prepare candidates for offers.

About Me:

I come from a background in Engineering and Project Management. I’ve managed service-based and online businesses spanning website development, content creation, marketing, and eCommerce. These experiences have equipped me with a strong understanding of process building and management, which I’m eager to apply within the recruitment sector.

AI Contribution:

To clarify the blend of my own input and AI assistance:
This post is 70% my voice and 30% AI! I leveraged ChatGPT to polish the language and enhance the flow. I still reviewed, integrated my perspectives, and deleted any irrelevant content. Let’s call it a hybrid collaboration! 😉 (Yes, the percentage was suggested by ChatGPT.)

I look forward to your thoughts and a stimulating discussion! 🙌

Negotiate Salary Offer: Yes or No?

Should I Negotiate My Salary Offer?

After being laid off twice in the last two years, I’ve finally received a job offer! However, the compensation package seems to undervalue my 10 years of experience in digital marketing.

Here’s a breakdown of the offer:

Job Title: Digital Marketing Manager
Compensation:
– Hourly Rate: $25.75/hour
– Payment Schedule: Weekly via direct deposit
– Overtime: Not applicable

Benefits:
– Health Insurance: Eligible for enrollment after 90 days of employment; only employee coverage is provided—dependents are out-of-pocket.
– Sick Days: Accrual begins after 120 days.
– Paid Time Off (PTO): 5 business days after the first year.
– Working Hours: Monday to Friday, 8 AM to 4 PM with a 30-minute lunch.
– Performance Review: Three-week trial period followed by a six-month review, then annually.

I’m considering negotiating the offer, but I’m uncertain whether to do this before or after the three-week trial period.

Any advice would be greatly appreciated!

How is recruitment in BCG/Bain

Title: Insights on Recruitment Roles at BCG/Bain

I’m contemplating my career path after six years in recruitment, primarily within the IT sector (both onsite and offshore). I would love to hear your thoughts on opportunities at BCG or Bain. Any guidance or leads you could share would be greatly appreciated!

View Poll

How to work with Recruiters?

Collaborating with Recruiters: Seeking Guidance!

As a career coach with over 500,000 followers on Instagram, I’m excited to expand my reach by partnering with recruiters to connect them with top-notch candidates from my curated network.

However, I’m unsure how to kick off this collaboration and what steps I should take next.

I’ll keep this brief for now, but if there’s interest, I’d be happy to share more details.

Thanks in advance!

Creating recruitment website

Building a Recruitment Website

Hello everyone! I’m planning to develop a recruitment website specifically for the UK market and would greatly appreciate your suggestions. What platforms or services would you recommend for designing recruitment websites? I’m particularly looking for features like:
– User-friendly customization options
– Compatibility with recruitment software (such as ATS)
– Strong SEO capabilities
– A polished, candidate-friendly design. Thank you!

what ATS or recruitment system your company uses?

What ATS or recruitment system does your company utilize? If you don’t see your ATS listed, feel free to leave a comment!

Participate in the Poll

What is considered a “million dollar” biller?

What defines a “million dollar” biller? I recently collaborated with someone who referred to himself as a million dollar biller. After looking into his accomplishments, I discovered he reached that milestone over four years. To me, and in the context of every organization I’ve been part of, he would be classified as more of a $250k biller at most.

Participate in the Poll

Where will my promotion to Recruitment and Operations Manager lead my career…

Where Will My Promotion to Recruitment and Operations Manager Take My Career?

I’ve been working at a recruitment firm for over four years now, starting my journey as a recruitment consultant. I enjoyed the role initially, but by my second year, the routine began to wear on me.

Driven by a strong interest in technology, I decided to dive deeper into the Applicant Tracking System (ATS) we were using. I worked with an external consultant for a year to enhance it, but ultimately discovered it was inefficient—more suited for internal HR teams than recruitment firms.

I shared my findings with leadership and suggested we look for specialized tools that better fit our needs. I know I sparked this change myself, but I’m grateful it pulled me out of my headhunting routine.

Fast forward to now: we’re about to launch a new recruitment software with a more streamlined process, and the team is excited about the transition.

As the go-to person for all things tech and process-related at work, my managers have been discussing promoting me to Recruitment and Operations Manager since June/July 2024. I’m eager to learn about this role from those who have experienced it, as I’ve never held this position before—I essentially jumped straight into recruitment after school.

I believe I’ve already been performing some of the tasks that this role will formalize, but I’m curious about what lies ahead. What does a career path look like after this promotion? Are there any certifications I should consider to enhance my skill set?

TL;DR: After four years in a recruitment firm, I grew bored with my role, led a system implementation project, and am set to be promoted to Recruitment Operations Manager. I’d love insights on the career path this could lead to!

ZoomInfo Essentials vs. Lusha

Comparing ZoomInfo Essentials and Lusha: Your Thoughts?

I’m curious to hear your experiences using ZoomInfo versus Lusha in the U.S. market, particularly regarding the following key factors:

• Data Quality
• Cost-effectiveness
• Compliance

I’ve utilized both platforms in the past, but with my current focus on launching a startup, I no longer have the budget that comes with a larger business.

I’m not including Cognism in this discussion, as I believe the cost doesn’t justify the quality of data provided in the U.S.

Looking forward to your insights!

Best,