Parks Hospitality Group’s Post

It’s kind of crazy when I think about our experience with internal recruiting over the last nine years. We initially brought recruiting in-house because I believed we could do it better. With a niche as specific as ours, we needed a unique network and deep knowledge base to be successful. It also started as a cost-saving measure—external recruiters can be expensive, especially for a small company—so we chose to invest internally. Plenty of people handle recruiting differently, but this approach has worked for us, though not without a lot of trial, error, and failures along the way! Here are a few things we’ve learned: -Use data, but trust your gut. If something feels off, it often is. Be mindful of personal biases (we strive for diverse teams), but in our experience, concerns are usually valid. -Right fit for you and them. It’s easy to focus solely on whether the candidate is right for the company. But it’s equally important that we’re the right fit for them. -Being honest and transparent about where our business currently stands—including our challenges—is critical for long-term retention. -Understand the role. Knowing what’s needed for success in a role is crucial to asking the right questions during recruitment. Experience is only one factor; some of our best hires didn’t have a “perfect” resume. -Respect candidates’ time. Their time is valuable. While we have a rigorous process to find the best fit, we never try to take people’s time for granted. -EOS and RPRS. We’ve been running EOS for 5 or 6 years, following the Right Person, Right Seat (RPRS) approach religiously. It’s simple but effective: the right person fits our core values, and the right seat means they get it, want it, and have the capacity for the role. This keeps us on track when things get complicated. -Hire the best candidate for the company, not just the best available. This can be tough, especially when the team is at capacity, but it’s important to pick the candidate who’s the best fit for the team, not just the most convenient option. -Build a network. People who aren’t interested now might be in 6 months, 12 months, or 3 years. A strong network helps you pull top talent quicker when the time is right. We’re working to build a best-in-class team of hotel renovation rockstars. We’ve made LOTS of mistakes, but we’re focusing on getting a little better every day. https://lnkd.in/g4tVX3GG

The Norwegian word “fellesferie” translates to “general staff holiday”, and refers to the three-week period during summer (usually the last three weeks of July) when a lot of Norwegians enjoy their long-awaited holiday. Some businesses will close for these three weeks while their entire staff is busy basking in the sun (well, that’s the ideal scenario anyway). This is usually when the temperature is at its highest, the days are long and bright, and kids are off school. Not all businesses close during the fellesferie, however. Some will keep things going at reduced capacity, and for others it’s business as usual all summer long. It's also common to hire summer staff, and I think most Norwegian kids over the age of 15 have tried to get a summer job in a shop, hotel, restaurant, theme park, or call centre at some point. At least that’s what we used to do back in the day – I remember walking from shop to shop handing out copies of my very sparse CV.

It’s January, you know the drill 🚨 New year, new start, new job.   Sometimes you’re just ready for something… well, new. But changing careers is a big decision and at Whitbread, we know the barriers that exist stopping you from applying. That’s why we look for life experience - not just work experience. The skills gained from simply living life are essential when it comes to hospitality.   Mark Olajide-Akintunde, General Manager of George in the Tree Beefeater, says: “We’re made up of all sorts here, that’s our secret. I’ve got everyone from 16 to 60+ and we all get on.   “Everyone gets treated the same. Same pay, same perks, same opportunities no matter your age.   “What I find with the older people in the team is they offer experience - they have seen change. It doesn’t alarm them. They’ve lived a life, they’ve lived through change, they adapt. It’s a real skill, leads to cool heads and calm decision makers.     “I’d say the flexibility we offer is key. People have lives outside of work and they understandably need work to fit around them. The kinds of shifts we have can slot into any commitments they might have.” 👌   No matter what you were doing before, we’ll open the doors to our hotels and restaurants and welcome you on into a career with us – one with purpose, reward, and a few new friends.   #ChangeYourStory with us at Whitbread https://lnkd.in/eyzwmxdb  💙 #WhitbreadCareers #HiringNow #HospitalityJobs #ChefJobs #NoBarriersToEntry 

❗️❗️ HAPPENING NOW ❗️❗️Stop on by to check out some companies looking to hire YOU for your dream job! 🤩 🕘 3:00 PM - 6:00 PM 📍1046 Manheim Pike, Lancaster, PA 17601 Want to see what other events we have going on? Check out the link below! 👇👇 #happeningnow #Hiringevent #lancasterpa #pacareerlinklancastercounty #jobsearch

Mark your calendars Maricopa County job seekers! 📅 Here's a list of job hiring events coming to you from across East and West Valleys!

Great opportunities in Manchester

Are You Ready for the Great College Exodus? Tips for Restaurant Owners As I strolled through our local Wal-Mart, I couldn't help but notice the back-to-school displays taking center stage. The sheer efficiency and strategic timing of these promotions struck me. It seems like Wal-Mart is always a step ahead, anticipating needs before most people even realize they have them. This got me thinking about the restaurant owners and managers I speak with daily. It's that time of year again: the great exodus of employees heading back to college. Are you staffed and ready? The departure of student employees can significantly impact your operations if you're not prepared. Here are a few tips to ensure a seamless transition: Analyze Historical Data: Take a look at past years' data to forecast the upcoming demand and identify peak times where you might need extra hands. Early Recruitment: Start your recruitment process early. Reach out to local high schools, community colleges, and job fairs to find new talent. Offering flexible hours can attract students who are still around. Incentivize Current Staff: Consider offering bonuses or increased pay rates to current employees willing to take on additional shifts during this period. Streamline Training: Ensure your training programs are efficient and effective. A well-structured onboarding process can make new hires productive faster. Leverage Technology: Utilize scheduling software to optimize shift planning and avoid burnout among your remaining staff. Communicate Openly: Keep an open line of communication with your team. Discuss the upcoming changes and get their input on how to manage the transition smoothly. By staying one step ahead, much like those savvy marketers at Wal-Mart, you can handle the seasonal ebb and flow of your workforce without a hitch. Remember, preparation is key to maintaining excellent service and a happy team. Therefore, are you ready for the college exodus? If not, it's time to get cracking! #NorthDakota #SDjobs #SouthDakota #MTjobs #Montana #WYjobs #Wyoming #GeckoHospitality #WereHiring #LetGoAndLetGecko #GrowYourBusiness #Business #RecruitmentAgency #NowHiring #restaurant #foodservice #opportunity #hoteliers #hotelmanagement

What a brilliant employment week! The idea behind employment week is for our 16+ members to enter a variety of workplace settings to explore different employability routes they might want to take. During the week our members have a chance to ask questions, experience a workplace setting and understand what a working day might feel like. If you are part of a business or know a business that would like to get involved in future employment weeks please drop me a message. #employment #employmentweek #downsyndrome

🚀 Our spotlight of the week is a big one... 👏 Give it up for Hilton Hotels! 🚨 Over 8.2k job seekers have asked to connect with Hilton jobs, nationwide, on the Juvo Jobs network. 👆 Are you hiring for #hospitality jobs in your area? 💬 Let our team know so we can get you connected with the BEST local talent. #Hilton #HospitalityJobs #HRTech #Hiring