Hospitality Recruitment Advise

Hospitality Recruitment Advice Needed

Hello everyone,

I’m seeking guidance as I work to establish my hospitality recruitment agency. Right now, I’m focused on sourcing senior-level positions such as General Managers, Executive Chefs, and Directors.

I’ve been at this part-time for about seven months, and I’m finding it challenging to secure clients.

Is the market for these roles not as strong as I thought? Any advice or insights would be greatly appreciated! Thank you!

Looking for Feedback – Recruitment Agency Processes & Challenges

Seeking Your Insights – Recruitment Agency Processes & Challenges

I’m taking a deep dive into the recruitment sector as I embark on a mission to launch a business aimed at helping recruitment agencies enhance and automate their workflows—yep, AI is part of the vision! 🎉 As part of my market research, I’ve identified some key process areas, their goals, and associated challenges, and I would greatly appreciate your input on what I’ve gathered so far.

Here’s What I’d Like from You:

• Have I overlooked any essential process areas or challenges?
• Which operational segments do you believe could benefit most from optimization or automation?
• What’s one process enhancement you wish existed right now?

Overview of Core Processes:

1. Client Acquisition: Attracting and securing clients who require recruitment services. Challenges: Intense competition, limited marketing budgets, navigating decision-makers, unrealistic client expectations, and inconsistent follow-up.

2. Candidate Sourcing: Building a database of candidates that align with client needs. Challenges: Difficulty finding niche skills, reliance on outdated databases, and engaging passive candidates.

3. Candidate Assessment: Evaluating candidates to meet client requirements. Challenges: Bias in evaluations, insufficient tools, scheduling hurdles, and candidate withdrawals during assessments.

4. Placement & Onboarding: Ensuring seamless placements and a smooth onboarding process. Challenges: Last-minute offer rejections, counteroffers, documentation delays, and lack of follow-up.

5. Follow-ups & Relationship Management: Maintaining long-term relationships with clients and candidates. Challenges: Inconsistent engagement, low response rates, and a lack of structured retention strategies.

Overview of Support Processes:

1. Financial Management: Overseeing cash flow and ensuring profitability. Challenges: Delayed payments, unexpected operational issues, and budget limitations.

2. Marketing & Branding: Enhancing brand visibility and attracting clients/candidates. Challenges: Differentiating in a crowded market, inconsistent messaging, and low ROI on marketing campaigns.

3. Compliance & Legal Management: Complying with labor laws and regulations. Challenges: Frequent changes in laws, data privacy considerations, and risks related to international recruitment.

4. Technology Management: Utilizing technology for improved efficiency and scalability. Challenges: Resistance to adopting new tools, high costs, and concerns regarding data security.

5. Internal HR & Training: Recruiting, retaining, and training staff effectively. Challenges: High turnover rates among recruiters, burnout, and limited growth opportunities.

Insights from the Community:

Based on my previous post in r/RecruitmentAgencies/, I received some fantastic feedback, including:

• u/brainspacer emphasized that recruitment processes vary widely; tailored solutions are necessary, although many manual tasks stand to gain from automation.
• My response: I concur that while processes differ, many agencies share commonalities (e.g., client acquisition, candidate sourcing), with unique differentiators making up the rest.

• Interesting comment: They asked about the AI involvement, prompting me to clarify it’s a blended approach (more on that shortly!). 😂

• u/Rasputin_mad_monk pointed out the importance of interview preparation, client follow-up, and closing techniques.

• My response: We discussed how to avoid overwhelming candidates, the importance of setting clear expectations for clients, and effective techniques for closing, such as addressing objections and psychologically preparing candidates for offers.

A Little About Myself:

With a background in Engineering and Project Management, I’ve successfully operated service-based and online businesses in areas like website development, content creation, marketing, and eCommerce. These experiences have equipped me with a strong foundation in process management, and I’m eager to apply this knowledge to the recruitment industry.

AI Involvement:

For those curious about how much of this post is driven by me versus AI:
It’s a mix of 70% my input and 30% AI! I leveraged ChatGPT for language refinement and better flow while ensuring my insights remained intact and eliminating any inconsistencies. We can safely call this a collaborative effort. 😉 The breakdown was suggested by ChatGPT itself!

I am excited to hear your thoughts and ignite a vibrant discussion! 🙌

Will 2025 be another bad year? Here’s my hopefully optimistic thoughts that it could be a turning point.

Could 2025 be a turning point instead of another difficult year? Here are some hopeful thoughts on why that might be the case.

After a few challenging years, it’s easy to look at 2025 and expect more of the same—tight budgets, layoffs, and uncertainty. While it’s true that some sectors will continue to struggle, I believe 2025 has the potential to mark a positive reset.

Here’s why:

1. The Economy Is Settling Down
   The turmoil of 2023 and 2024 was largely due to the chaotic aftermath of the pandemic, with high inflation and low confidence. By 2025, we should see a reduction in this turbulence. Companies will remain cautious, but as they start to think long-term again, we can expect hiring freezes and mass layoffs to slow down.

2. The Talent Market Is Finding Balance
   The era of the “Great Resignation” is behind us, paving the way for a more equitable job market where candidates and employers are on similar footing. While top talent will still be in demand, the days of exorbitant salaries just to keep employees satisfied are fading. This shift could lead to more sustainable hiring practices across industries.

3. AI and Automation Will Enhance, Not Replace Jobs
   There was widespread anxiety about AI in 2023-2024, but by 2025, we’ll see a more balanced perspective. Instead of replacing large numbers of jobs, AI will primarily take over mundane, repetitive tasks. This creates opportunities for individuals to improve their roles by collaborating with AI. For instance, at our company, we automated many tedious tasks in 2024, allowing me to focus on more meaningful work.

4. Tech Sector Recovery Is Underway
   The tech industry faced significant setbacks, but innovation has continued to thrive. By 2025, we can expect smaller firms and startups to fill the void left by larger corporations’ layoffs. While it may not be an explosive resurgence, steady growth is what the market needs right now.

5. Market Corrections Can Be Beneficial
   Market corrections are painful in the short term, but they can also be necessary. Sectors like recruitment, tech, and consumer markets had become unsustainably bloated. While 2025 may not be a banner year, it offers an opportunity to rebuild on more solid ground, rather than relying on the unsustainable highs of the post-2020 era.

6. You’ll Thrive by Adapting
   Not every company or industry will recover in the same manner. Those that embrace flexibility, focus on niche markets, and adopt new technologies will emerge stronger. Conversely, businesses clinging to outdated practices may well find themselves facing another tough year.

In Summary: 2025 might not dazzle us with exceptional outcomes, but it certainly doesn’t have to be a year of despair. It represents a transitional period—an opportunity for stabilization, where forward-thinking companies and employees can strategically position themselves for growth. What do you think? Is this optimism unwarranted, or does it resonate with your outlook?

Negotiate Salary Offer: Yes or No?

Should I Negotiate My Salary Offer?

After being laid off twice in the last two years, I’ve received a job offer. However, the salary feels much lower than what I expected given my 10 years of experience in digital marketing.

Here’s the compensation package I’ve been offered:

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

Benefits:
– Health Insurance: Eligible to enroll in healthcare after 90 days. Coverage is only for the employee; dependents will be out of pocket.
– Sick Days: Accrue after 120 days.
– Paid Time Off (PTO): 5 business days of vacation after the first year.
– Working Hours: Monday to Friday, 8 AM to 4 PM with a half-hour lunch break.
– Performance Review: Three-week trial period followed by a review at six months and then annually.

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

I would appreciate any advice!

I want to leave recruitment

I’m looking to transition out of recruitment. While I genuinely enjoy working in the Quantum Computing sector and appreciate the market and clients, I’m not happy with my colleagues or the recruitment industry itself.

Over the past month, I’ve realized just how toxic my current company is, and I feel it’s time for a change. However, I’m unsure about what path to pursue next. I want to steer clear of sales and business development roles because of the personalities they tend to attract.

I hold a degree in Business Management, along with A-levels in Business and Economics, but I’m uncertain how to leverage these qualifications.

I’d appreciate any advice on potential career paths I could explore. Thank you!

How is recruitment in BCG/Bain

Recruitment at BCG/Bain: Seeking Guidance

I have six years of recruitment experience, primarily in IT (both onsite and offshore), and I’m uncertain about my next steps. I would appreciate any advice or leads on opportunities within BCG or Bain. Thank you!

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How to work with Recruiters?

How to Collaborate with Recruiters?

Hi everyone! As a career coach with a following of over 500k on Instagram, I’m looking to expand my outreach by partnering with recruiters. I can provide them access to a pool of qualified candidates tailored to their needs.

However, I’m a bit uncertain about how to kick off this collaboration and what my next steps should be.

I’ll keep this brief for now, but I’m happy to share more details if there’s interest!

Thanks!

Creating recruitment website

Building a Recruitment Website

Hello everyone! I’m in the process of developing a recruitment website specifically focused on the UK market and would greatly appreciate your suggestions. What are some of the top platforms or services for designing recruitment websites? I’m particularly looking for features like:

• Simple customization options
• Compatibility with recruitment software (such as ATS)
• Robust SEO tools
• A polished design that appeals to candidates

Thank you for your insights!

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!

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What is considered a “million dollar” biller?

What qualifies someone as a “million dollar” biller? I recently met someone who referred to himself as a million dollar biller, but after learning that he reached this milestone over four years, I would consider him more of a $250k biller in any organization I’ve been part of.

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