What Is the Right Type of Search for Your Hospitality Job Opening?

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When you are looking to fill a critical hospitality management position, you have options. How do you know which one will deliver the best results for your organization? Depending on the nature of the position, the number of people you need to recruit and the workload of your internal human resources department, you’ll probably choose from retained search, contingent search or recruitment process outsourcing. Which one is for you? Consider the following.

Retained Search

This is an exclusive search where the search firm functions as an extension of your human resources department. You and the recruitment firm agree on an established time frame – typically six-to-nine weeks. Normally, you will be expected to provide a deposit before the search begins.

For the duration, you commit to work only with the contracted firm. In exchange the firm concentrates dedicated resources to the search to quickly and efficiently source, screen and attract top candidates.

Contingent Search

This non-exclusive option requires no upfront commitment from you and no deposit. The recruiter is not compensated until they provide a candidate that you choose to hire.

Since several firms may be competing to fill the position first, this can be highly motivating to recruiters who will work to satisfy your demands quickly, before another recruiter fills the position first. On the other hand, a more established recruiter may be unwilling to work on non-exclusive contracts.

Retained & Contingent Hybrid Search (engaged but non-exclusive search)

This solution blends the best of contingent and retained search. There is typically a nominal engagement fee with guaranteed results in a specified time frame.

While this hybrid is not an exclusive search, it is given a higher priority than a Contingent Search. This makes it ideal for especially urgent needs or when a position is especially difficult to fill or requires a high level of discretion. The level of screening and guarantee period may not be as extensive as in a retained search, but you can select more rigorous testing and background checking ala carte, as required by your organization.

Recruitment Process Outsourcing (RPO)

For large or ongoing recruitment requirements, RPO may be your best bet. This option augments or replaces the entire recruitment and hiring function for your organization. Typically, this is best for companies who consistently fill at least 50 positions per year.

This option is valuable for employers who find that they spend so much time and energy on recruiting that more pressing tasks are falling by the wayside. RPO can help you regain focus on your core tasks and get more done.

Still not sure which type of search is right for you?

Contact the experts at Horizon Hospitality. As a top restaurant and hotel executive search firm, our hotel restaurant recruitment experts will work closely with you to identify your needs, understand your challenges and determine the best search solution for your business. Contact us today.

 

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