Imagine building a leadership team with the capability to inspire and motivate your employees. Such a team would deliver consistent, world-class experiences to every guest, every time. Achieving this would require a carefully selected leadership with technical expertise and genuine buy-in to your organization’s Mission-Vision. To achieve this your organization would need to utilize proven talent acquisition strategies, implement measures to reduce turnover, and ensure the right people are in the right places.
Read on to discover:
- Secrets to attracting the right talent through compelling position descriptions
- Strategies to identify individuals who will genuinely embrace a guest-centric culture
- Tactics to uncover critical thinking skills and the ability to inspire others
In this article we dive into tactics and strategies for attracting and retaining top leadership talent. Also included is a not-so-subtle plug about how you can partner with Doyen Search Group LLC. in the quest to secure top talent: At DSG we understand that a resume only tells part of the story of a person’s skill and experience. When assessing talent, we dig deep, going beyond surface credentials, measuring character, commitment, and past performance to ensure a solid cultural fit and a long-term asset to your organization.
This guide could be your key to unlocking a stellar team. Consider reviewing your club’s current practices to confirm that these strategies are in place. By following these guidelines, hiring managers won’t just fill positions; they’ll transform your organization. You will build a team of individuals with a shared commitment to excellence.
1. Craft a Compelling Job Description:
Most job descriptions read like laundry lists of duties, not dream jobs. Potential management candidates should feel a sense of intrigue! Showcase how the role impacts your organization and highlight it’s unique culture. Mention growth opportunities, enticing benefits, and exciting projects they’ll tackle.
Remember: Don’t just list skills; paint a picture of an inspiring opportunity. (Contact DSG for assistance crafting high-impact position descriptions.)
2. Identify Hospitality Rising Stars:
Look beyond the resume to uncover the motivations and passions that fuel a person’s desire to lead. Traditional interviews often miss this. Ask questions that reveal their initiative, creativity, and fresh perspectives.
Pay attention to:
- Problem-solving: How do they think outside the box to exceed expectations?
- Adaptability: Will they thrive in a demanding, fast-paced environment?
- Teamwork: Do they collaborate naturally and communicate effectively?
3. Hire for Potential, Not Just Experience:
Focusing solely on experience can limit your talent pool. Recognize that some individuals may not have had equal access to opportunities, hindering their “on paper” qualifications. Evaluate their potential and growth mindset.
Look for a:
- hunger to learn and grow – curiosity
- passion for excellence and attention to detail
- genuine interest in your company’s culture and values
4. Assess Cultural Fit:
Skills are essential, but cultural fit is critical. Look for individuals who align with your company’s core values and work style. Do they embrace teamwork, communicate openly, and never hesitate to say “yes?”
Consider using:
- Structured interviews to ensure consistent evaluation
- Psychometric assessments to gain deeper insights into personality and behavior
- A respected search firm that will do the heavy lifting for you, presenting only qualified individuals
5. Create a Positive Candidate Experience:
Treat applicants with respect at every stage. Be communicative, professional, and timely. Provide them with clear expectations and constructive feedback. Avoid ghosting applicants! Make sure that your hiring team understands that a positive applicant experience attracts top talent and enhances your brand.
Following these five hiring practices will put your organization on the road to attracting and retaining the best leaders in the industry.
Contact Doyen Search Group today for expert recruiting services and a talent acquisition consultation.
The results we produce speak for themselves:
- Average assignment to accepted offer ≤ 45 days
- 97% offer acceptance rate
- Industry-leading guarantee periods: 6 months, 1-year, 2-year
- 87% of the people we place remain 4+ years
Our focus isn’t on making the placement and moving on to the next one. We’re here providing solutions to real talent acquisition problems for our clients. Every call we have with a potential client is a genuine opportunity to improve the quality of their leadership team.
DSG is where time-tested headhunting meets cutting-edge technology. The majority of the professionals we recruit are located through word-of-mouth conversations with trusted industry contacts.
Beyond our talent network, Al-powered tools accelerate the search for exceptional individuals, ensuring a faster, more tailored experience for each client. Doyen Search Group is backed and supported by 60+ years of experience through the Sanford Rose Associates® network. In 2024, was on the Forbes list of America’s Best Executive Search Firms. We guarantee our work with an industry leading no-cost replacement program.
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