4 Mistakes Hospitality Employers Make When Conducting a Confidential Search

Having an easily recognizable employer brand is invaluable to hospitality companies seeking to attract candidates. However, some hiring situations require a more discrete approach. Whether a hospitality company wants to limit the number of unqualified candidates, shield business plans from competitors, or minimize operations disruptions during executive turnover, confidential searches can be a valuable strategy. Nevertheless, the success of these searches hinges on proper execution. Here are four mistakes that hospitality employers must avoid when conducting a confidential search:

The Candidate is in the Dark

Candidates must know what they are getting into. This may seem counterintuitive, but the interview process must build trust even when an employer shields certain information from candidates. Candidates must not be left to their imaginations and assume the worst: that the employer’s reputation is terrible or that an outgoing employee has been unfairly blindsided. To ensure candidates are comfortable in the interview process, employers must be able to explain their motives for confidentiality. Companies should let candidates know what timeline to expect, what roles they will interview with, and the structure of the final interviews.

The Company Forgets to Sell Themselves

While interviewing for a confidential search may initially intrigue some candidates, the allure will wear off quickly. First impressions are vital. Passive candidate communication must be friendly, and interview scheduling must be convenient for candidates. Companies must make extra efforts to showcase their employer value proposition at the outset since candidates will be unable to do their research. Hiring companies must be ready to outline healthcare plans, employee perks, professional development, and bonus structures in early interviews.

Internal Communication is Poor

Since confidential searches require the involvement of only a few key hiring managers, employee trust may become damaged by what feels like under-the-table dealing. Existing employees may feel the sting of missing an opportunity to apply for a promotion. Employers must communicate why the hiring process was confidential and assure their commitment to employees’ career development. If not, employers could damage employee loyalty and risk a spike in turnover.

The Employer Did Not Use a Reputable Recruiting Firm

Having an experienced recruiting firm to lean on when conducting a confidential search is essential. Otherwise, the search process can unravel quickly. Experienced Hospitality Recruiters like the ones at Horizon Hospitality have spent years building professional relationships and networks with hospitality talent nationwide. Our team can leverage its reputation in the hospitality industry to attract candidates and assist in a seamless confidential interview process. Contact us to learn more.

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