Cluster HR Director | Pre-Opening Specialist | Learning & Development Leader | Recruiter | Career Growth Mentor
Dear Recruiters, If you are recruiter in hospitality industry whom I admire having a unique ways in doing your job, I would like to get to know you 😀 Tell me what makes a successful recruiter and feel free to add to the list below. Those successful, I observe have the following traits; * They understand that the different hotel brand identity and brand portfolio require different profile of candidates to determine the fit and match. It is beyond hard skills, its the fit to value and belief first * They know that candidate’s ability to be successful in different work locations geographically relates to success in understanding colleagues and customer behavioral pattern and work with it. It is always about the human connection first * Hospitality recruiters share fascination and passion to the lifestyle of hotelier hence making them relatable to both candidate and client. * Keeping up to date candidates database actively engaged on their growth in portfolio and expertise especially in leadership roles where brand requirements to the profile needed will differ. In data we trust Please share your thoughts #hospitality #recruitmentspecialist #recruiter #lifeofarecruiter
M Agung, CPHR
6mo
Base on my thousand years experience, recruiter not only define on their internal business process, they must evolve and involve into user business process (time, value and productivity). Secondly, they must have courage and guts into their own DNA (competitive and comparative advantage). Again, against all odds, the final decision comes from the user, but at least spare them with qualified candidates based on needs and already objectively passed our deep screening. Result smart recruiter will impact to business result and candidate it self
Unlike the requirements, I am pretty sure that all the candidates that called to be interviewed has been through the CV screening. Which mean they are having a basic skill that the company’s looking for. But, at some point, some interviewer asked a particular question not to observe, but to judge. In addition, they might be forget the essential thing of interview. Moreover, we have to give the candidate a freedom to express their true color by trying to approach them, not to give them an additional trigger. Therefore, I am sure we can easily determine whether their characters and experiences fit to our culture and match to be in the team.
Rocco Bova
6mo
Vira Risnayani how about what are they not supposed to be/do??
A thought provoking post Bu Vira Risnayani. For me, a skilled recruiter knows how to ask the right interview questions to fully understand a candidate's abilities and potential. By asking insightful questions, recruiters can uncover the best fit for a role. Some recruiters failed to do so, misrepresented the candidate as unsuitable for the position. Effective questioning is key to revealing a candidate's true talents and ensuring the right match is made between the candidate and the job.
Assistant Director of Talent & Culture Pullman Jakarta Indonesia
6moWe are assessing these attitude-oriented indicators, hotel management can evaluate the effectiveness of their recruitment efforts in attracting candidates who embody the values and qualities essential for delivering exceptional service and maintaining the hotel's reputation as a premier hospitality destination. Ensuring that recruited candidates align with the hotel's brand, values, and service standards, as reflected in their behavior during the recruitment process and their ability to adapt to the hotel's culture🥰🥰