Hiring staff is a vital, yet time-consuming task for operators. Writing and posting job descriptions; reading through CVs; and organising trial shifts — a lot goes into finding the next superstar to join your team and bring the best experience to your customers.
But there are now a number of new trends on the recruitment front to help streamline hiring processes and ensure the right fit joins the team. From video-based applications and recruitment apps to in-house employee referrals, here are some new recruitment platforms to add to your hiring process.
The benefits of video-based applications
Video is everywhere. We’ve seen the rise of video-based platforms such as TikTok, so it makes sense recruitment is following suit. Interaction is key in hospitality, and video CVs are a great way to get to know your next team member.
The general recruitment process of emailed CVs doesn’t allow employers much insight into what makes a potential employee tick. The lack of live, face-to-face interactions in the early recruitment process is exactly what sparked the creation of video-based recruitment app Visumé by Australian company Ausphin Group.
According to the app’s Founder and CEO Rachelle Yilmaz, Visumé helps employers gain important insights into a candidate’s personality early on. “Visumé is our answer to bridge the gap to enhance a candidate’s true potential showcasing their live skills,” says Yilmaz. “It streamlines the recruiter’s decision to immediately appreciate the nuances and personality the candidate can offer.”
On the Visumé app, candidates can create video-based profiles or video resumés (visumés) to showcase why they are the right fit for a job. This provides employers with a paper list of skills and a window into how applicants present themselves socially early on, helping whittle down the list of potential hires. “It will save them [employers] time to focus on quality by having a better feel of the candidate in their element as well as their personality and character,” says Yilmaz.
It goes the other way, too, with employers able to make videos to showcase their company values to attract candidates. “Recruiters will have an effortless experience to find the right fit,” says Yilmaz. “It also makes recruitment dynamic, interactive, and exciting for both jobseekers and employers.”
Yilmaz believes video is the way forward for recruitment, for both employees and employers. “The power of showcasing skills through Visumé revolutionises hospitality recruitment,” she says. “Making it not just efficient but profoundly effective in selecting individuals who embody the spirit and excellence of the industry.”
The success of refer-a-friend programs
We all know the power word-of-mouth recommendations hold. A friend suggests a café for you to try? You make a note on your phone. Hospitality groups have long taken advantage of employee connections and in-house referral programs. The system encourages existing employees to recommend suitable candidates for open roles, with many companies rewarding one or both people if the candidate is hired.
Larger hospitality groups have seen great results with these programs, that are beneficial for both operator and jobseeker, often streamlining the process and resulting in a higher retainment rate compared to online job sites. It’s also advantageous to the jobseeker, who is able to gauge an understanding of a company’s operations as they can ask their direct contact about their experiences.
Solotel implemented Solotel’s Perks last year in conjunction with a large rebrand to put its company values front and centre. The program sees existing staff paid $500 if they successfully refer a friend, with bonuses of $1,000 for new full-time staff and $500 for new part-time staff.
Hospitality is an industry that thrives off — and needs — teamwork, so a new recruit with an existing relationship with an employee contributes to the overall culture of the company. Plus, as an employer, it’s always nice to know you’re creating a work environment people want others to be a part of.
The rise of last-minute casual hire apps
Streamlining all your recruitment needs with apps ensures operators have everything they need on the go. It can also save you time in compiling assets, so you won’t be collating resumés and portfolios from multiple job platforms — especially when it comes to last-minute hires.
Apps such as Supp, BarCats, and OnDemand are designed for casual hires and have become go-to sources for filling shifts. Melbourne-based Bar Cats — used by Crown — allows operators to subscribe or post jobs for a fee to post jobs when needed. The app also lets operators search and filter potential hires and edit job posts when needed.
Supp manages payments to workers and also lets operators leave reviews for employees, so others can find out more about potential hires. The apps have been popular with smaller operators who might not have back-up staff available to cover shifts.
The ease and efficiency of these platforms means your reputation with the public doesn’t have to take a hit just because you’re understaffed. The apps are great for casual employees, too, as it gives them flexibility in the type of roles they want to do, equating in motivated employees who are ready to fill shifts or maybe even join a venue in a more permanent capacity later on down the track.
Transparency on company values and educational opportunities
Everyone loves an extra bit of bang for their buck and the same goes for jobseekers. Recently, we’ve seen company culture and training opportunities become important factors for employees. Ensuring a company’s values align to their own as well as having the opportunity to upskill and learn are all big drawcards.
Last year, Merivale launched the Merivale Academy platform, which is designed to provide extra training opportunities to staff across both front and back of house. The program includes training on induction learning, safety protocols, leadership attributes, and other skills. The initiative also includes the EdApp which gives employees quick training videos from Merivale staff, which they can watch in their own time.
While larger groups are implementing wide-ranging initiatives for employees, there are simpler, more cost-effective ways to bring these elements into your own workplace environment from team-building training nights to menu tastings and off-site tours, which are all great ways to get your team together outside of service.
