JDI Search Hotel Recruiting Podcast with Joe Rice: Recent Episodes
Joe Rice
At JDI Search, we specialize in delivering high potential candidates to hospitality companies which understand how to attract, retain, and promote extremely talented individuals. Because we focus exclusively in the hotel and resort industry, we have become market masters. In this podcast, you will learn about employee retention, finding the right company for your career, and more.
Executive Hiring Guides: Field-Tested Playbooks for Faster, Better HiresIntro:
Great teams don’t happen by accident—they’re the result of a tight process, clear scorecards, and a pipeline you can trust. Below are six free hiring guides we use with clients across hotels, casinos, and private clubs. Each guide includes committee-ready interview templates, scenario workups, and the KPIs that actually predict performance. Skim the highlights here, then open the full guide for the tools.
Hotel Hiring Guide 2025What’s inside:
- Updated market signals: wage pressure, occupancy/RevPAR trends shaping candidate expectations
- Role mapping across Operations, Rooms, F&B, Finance, Sales/Revenue
- Hiring committee workflow: who does what in which step
Get the full guide → https://recruiting.jdisearch.com/hiring-guides/hotel-hiring-guide-2025
Casino Executive Hiring GuideWhat’s inside:
- Compliance-aware scorecards (AML/KYC sensitivity, cage risk, surveillance collaboration)
- GGR, drop/hold KPIs and how to probe real ownership of outcomes
- Behavioral scenarios for peak periods and regulatory audits
Get the full guide → https://recruiting.jdisearch.com/hiring-guides/casino-executive-hiring-guide
Hotel General Manager Recruiting GuideWhat’s inside:
- “What great looks like” for GOP flow-through and STR competitive set outperformance
- 90-day onboarding blueprint tied to guest-experience and margin wins
- Panel interview kit with consensus rubric (ends the “loudest voice wins” problem)
Get the full guide → https://recruiting.jdisearch.com/hiring-guides/hotel-general-manager-recruiting-guide
CFO Hiring GuideWhat’s inside:
- Business model literacy: rooms/F&B/banquets/membership—how to separate operators from narrators
- Cash stewardship & capex governance scorecard (owner relations baked-in)
- Case study prompts: labor modeling, seasonality, dues sensitivity, and covenant awareness
Get the full guide → https://recruiting.jdisearch.com/hiring-guides/cfo-hiring-guide
Country Club Leadership Hiring GuideWhat’s inside:
- Member-experience KPIs (NPS equivalents, F&B attachment, event profitability)
- Board/committee dynamics—keeping decisions data-anchored
- Peak-service scenario playbook for F&B and outside operations
Get the full guide → https://recruiting.jdisearch.com/hiring-guides/country-club-leadership-hiring-guide
Executive Chef Hiring GuideWhat’s inside:
- Costed menu test with margin gates, vendor strategy, and waste control
- Leadership signals: BOH culture, training cadence, and cross-team comms
- Tasting rubric + concept expansion roadmap for seasonality and events
Get the full guide → https://recruiting.jdisearch.com/hiring-guides/executive-chef-hiring-guide
Download the Interview Scorecards (Free)Prefer a quick start? Grab the consolidated scorecard pack for GM, CFO, Executive Chef, Casino Exec, and Club Leadership. It includes behavioral questions, scenario stations, and a committee-friendly 1–5 rubric so your team aligns fast.
Request the pack → Contact JDI
How to Use These Guides1. Pick the guide for your role and copy the interview kit to your ATS or a shared doc. 2. Assign owners for each step: screening, technical, panel, working session. 3. Run one scenario station that mirrors a real peak period. 4. Score independently → calibrate as a group → move decisively.
Need help running the process? We can facilitate the scorecard design, panel calibration, and final reference checks.
Start a search → Contact Us Today
FAQ (short)Do these guides work for independent and branded hotels? Yes—scorecards flex by brand standards, but the process is the same.
Can we adapt the guides for a private equity roll-up? Absolutely. We add integration and cash discipline gates, then tighten the 90-day plan.
How fast can we see candidates? Usually within 5 business days.
If you only do one thing this week: run a 45-minute calibration workshop with your hiring team using the scorecards in these guides. You’ll cut interview cycles and make a stronger hire.
The post Executive Hiring Guides (Free) | JDI Search appeared first on Joseph David International.
Want to book more weddings at you hotel? These wedding venue marketing techniques will help!
The post Boost Wedding Catering Revenue with Better Marketing appeared first on Joseph David International.
Conflict is not strange and disagreements are not bad. In fact, being able to disagree openly speaks volumes about the culture of your organization. It is an inevitable part of any workplace. It can arise from differences in personality, work style, or it can boil down to a difference in opinion. However, the way in which […]
The post 5 Ways to Manage and Resolve Conflict in the Workplace appeared first on Joseph David International.
What do all of the top CEOs in the hospitality industry have in common? To find out, click here...
The post 5 Traits Every Top Executive Has appeared first on Joseph David International.
In today’s digital age, online reviews are an integral part of the decision-making process for consumers. Whether choosing a restaurant or a hotel, people often turn to online reviews to gather opinions and insights from previous customers. This trend is no different for senior living/assisted living communities. Prospective residents are resorting to Google and Yelp […]
The post Using Online Reviews to Improve Your Senior Living Facility appeared first on Joseph David International.
Out are the days of stressful interviews and in are the days of working a new role. Starting a new job can be both exciting and nerve-wracking. You want to make a good impression and prove your worth to your new employer. However, it’s easy to make mistakes in the early days. While you may […]
The post Mistakes You Shouldn’t Make When Starting a New Job appeared first on Joseph David International.
Your body language plays a crucial role in how you are perceived by the interviewer. Before an interview, most candidates decide on their wardrobe, research the company and prepare answers to potential questions; they may even practice or arrive early to know the lay of the land. However, a lot gets communicated to the hiring […]
The post Ranked: 10 Nonverbal Mistakes to Ditch For Your Interview appeared first on Joseph David International.
If you are going to get hired, your cover letter is going to have to stand out and catch someone's attention. Read more...
The post Are Cover Letters Necessary in 2023? appeared first on Joseph David International.
Knowing how to ask for a raise can be a daunting task for many employees, but it can also be a necessary step in advancing one’s career and financial stability. If you believe you’re underpaid, you only have three choices: ask for a raise, find another job, or accept that you’re not making the salary […]
The post Should You Ask For a Raise or Look For a New Job? appeared first on Joseph David International.
Hiring a large number of people in a short period of time is difficult, and understandably, many hiring teams have difficulties when dealing with high-volume hiring. Most businesses’ ordinary recruitment strategy doesn’t include mass hiring, so their teams aren’t equipt to handle it. However, with the right strategy and tools, high-volume hiring can be managed […]
The post How to Manage High-Volume Hiring appeared first on Joseph David International.
When it comes to senior living communities, having the right leadership in place is essential to the success of the property. You need an experienced leader that is capable of exceeding target revenue and occupational goals, all while being personable and motivated. Hiring can be a daunting task for managers. A mistake with this hiring […]
The post Senior Living: 5 Things to Consider Before Hiring Executives appeared first on Joseph David International.
Running a hotel is a complex business. The biggest key player to your property’s success is the General Manager. Unfortunately, because many hotels follow the principle of promoting within, many are led by former departmental managers with insufficient experience. A hotel general manager must be adaptable and dexterous. This enigmatic role requires the ability to […]
The post Is It Time For a New Hotel General Manager? appeared first on Joseph David International.
Want to improve that occupancy rate by landing more last-minute travelers? Click here.
The post Summer Hotel Marketing Tips to Attract Late Bookers appeared first on Joseph David International.
Get a jump on the competition and avoid THESE common mistakes most hotel managers make during their careers.
The post 3 Common Mistakes New Hotel General Managers Make appeared first on Joseph David International.
The goal of any company that is searching for a prospective candidate is to fill its vacancy with qualified people who will bring their professional best to the table. To achieve this end, a recruiter is the most effective. It can be tempting to try and cut corners by skipping the recruiter and doing it […]
The post Why It Doesn’t Pay to Cut Corners on Recruitment appeared first on Joseph David International.
Your resume isn’t just an overview of your education and professional experience. It’s your personal marketing tool, meant to demonstrate to prospective employers your unique abilities, accomplishments, and future worth. The phrase “don’t judge a book by its cover” may be true, but your resume is the blurb on the back of a book that […]
The post 3 Key Stories Your Resume Should Convey About Yourself appeared first on Joseph David International.
“In the simplest terms, a leader is one who knows where he wants to go, and gets up and goes.” – John Erskine Every year comes with its own set of challenges. Change is unavoidable, but never has it been as dramatic and unexpected as in the previous few years. From shifting workforce demographics to the […]
The post 4 Challenges Leaders Face In 2023 appeared first on Joseph David International.
We’ve all been there. You’re sitting at your desk, staring at your computer screen, and feeling completely unmotivated. You dread going to work every day and can’t wait for the weekend to arrive. These are all signs that it might be time to quit your job. But how do you know when it’s really time […]
The post 10 Reasons You Should Quit Your Job appeared first on Joseph David International.
You spend hours, days, and weeks perfecting the format. You triple-check for grammatical errors; you rewrite it several times, and for what? To be skimmed over. The mere seconds that a hiring manager glazes over it is no exaggeration. As your career progresses and you gain more experience, it can be challenging to fit everything […]
The post 3 Steps to a Concise but Appealing Resume appeared first on Joseph David International.
Being a successful leader in any industry is demanding, but leadership in long-term care is especially difficult due to the demand and complex skills required. Senior living executives play a vital role in shaping the industry. Executive directors are responsible for creating the status quo. With the right combination of traits and skills, they are more than just the leaders of the organization. They’re also the heart.
To succeed in this challenging and rewarding field, there are several key qualities that we look for. Being a “people-oriented” field, you have to keep a smile on your face and be the epitome of hospitality, all while having a holistic approach when it comes to the health and safety of residents. Here are the qualities that every successful senior living executive has:
Visionary ThinkingA successful senior living executive must have a clear and compelling vision for the future of their organization. They must be able to think creatively and strategically to identify new opportunities and drive growth. Unfortunately, it’s a common misconception that eldercare is an industry that doesn’t require a lot of strategic thinking, but as the world continues to adopt a “hospitality-like” mindset to the world of senior living, the industry will be forced to adapt. Putting the right leaders in your organization right now will completely shape your facility for years to come. Choose wisely.
PersonableWhat makes the difference in this business is how you “click” with your residents. Executives must be able to communicate effectively with staff, residents, families, and other stakeholders to build trust and promote collaboration. Senior living leaders should be able to model hospitality leaders in how they market their organization.
Conflict ResolutionHighly effective leaders must be able to provide an environment where employee disputes can be expressed without fear of retaliation. The ability to communicate is important for conflict resolution. That is, administrators should meet with the team on a regular basis to discuss and resolve concerns in an open and honest way. Conflicts may emerge amongst staff members as well as between employees and family members who are unhappy with the care their residents or loved ones are receiving. While being personable can get you far, the ability to resolve upcoming issues will secure your spot as a successful leader.
Risk-Management Paying attention to the most minute of details is what will set your operation apart from your direct competition and what will keep everyone’s head above water. Having a strategic approach to crisis management before a problem, even strikes will create positive PR. They must be able to identify new opportunities and develop plans to capitalize on them while also mitigating risks and addressing challenges.
Ability to “Multitask”There are going to be moments when leaders feel like the world is on fire. In fact, this is more often than not as of this past year. Executive directors are going to have to get their “normal” work done while at the same time running several functions and managing the staff. Schedules need to be made, departments need to be checked, and medical issues need to be attended to. Staying organized and staying level-headed is important despite all the work that is put on your plate.
Flexible This goes for both your attitude as well as your schedule. There are going to be plenty of times when you think you have your day mapped out, but then something happens, and it ruins everything you’ve had planned. You will have to end up changing your entire blueprint if the day is going to be successful. In operations, you will be working virtually every holiday and weekend… basically, when everyone else is playing, you will be working.
Commitment to Quality“Quality means doing it right when no one is looking” – Henry Ford
When you hold yourself to the highest standard, you will be motivated to compete with yourself. Quality is essential in senior living, and executives must be committed to delivering the highest quality care and services to residents. They must be willing to invest in staff training and development and implement best practices to ensure that their organization is delivering the best possible care.
Passion for the IndustryFinally, senior living executives must have a passion for the industry and a deep commitment to the well-being of residents. They must be dedicated to making a difference in the lives of seniors and to advancing the field of senior living.
Skilled in People ManagementStaff burnout in long-term care facilities is higher than in other healthcare sectors, at 37% in skilled nursing facilities. It’s not always an easy industry to tackle.
Leaders can lower this percentage by empowering and supporting staff. To do so, facility managers must first understand what inspires their employees and then recognize and promote contributions and individual achievement. It’s also good to keep an eye on hiring because burnout is often correlated with understaffing.
Multilingual Being able to communicate with staff members and residents on some level in their native language can make your job a LOT easier. Currently, the United States has a Spanish-speaking population of 12% which is continuing to grow. Obviously, not everyone is going to be bilingual, but as a leader, even just establishing the basics can help you build the bridge between those that aren’t native English speakers.
Joseph David International is regularly ranked as one of the top recruiters in the country because we work hard to find the perfect fit for both the candidate and the senior living property. For more information about our client services, click here.
The post Top 10 Qualities That Every Senior Living Executive Should Possess appeared first on Joseph David International.
Job interviews can sometimes feel like walking a tightrope, where one wrong step can throw you off balance. One of the most common and often challenging questions in a job interview is, “Why are you leaving your last job?” It’s a delicate question that requires a thoughtful and tactful response. Hiring managers ask this question to gain insight into your professional journey, motivations, and compatibility with the new role.
Most people try to figure out their answers beforehand in order to keep job applications and responses in interviews consistent. Depending on your answer, it could raise cause for concern that you’re going to leave the new company in the same way you left your last. However, lying isn’t a legitimate solution.
In order to keep the question, you should do 3 things…
1. Keep It RealWhen answering why you’re leaving your job, authenticity is key. Employers appreciate honesty and genuine explanations. Speak openly about your reasons for seeking new opportunities, such as wanting to pursue personal growth, seeking fresh challenges, or exploring a different industry. Avoid making up stories or embellishing the truth. Be yourself and let your enthusiasm shine through.
2. Highlight Learning OpportunitiesOne effective way to approach this question casually is by discussing your desire for continuous learning. Explain that you’ve reached a point in your current role where you feel you’ve acquired valuable skills and experiences, and now you’re seeking new challenges to broaden your knowledge. Show enthusiasm for the chance to learn and grow in a different environment.
3. Seek a Better Cultural FitSometimes, leaving a job can be attributed to a lack of cultural fit. Frame your response around the importance of finding a workplace where you can thrive and be your authentic self. Mention that you’ve researched the company you’re interviewing with and feel it aligns better with your values, work style, and overall professional preferences. This demonstrates your commitment to finding a suitable environment for both personal and professional growth.
Your Reason For Leaving:The toxic work environmentYou shouldn’t badmouth your old boss or company. Honesty is essential when answering this question, but it’s equally important to maintain a professional and tactful approach. Focus on the positive aspects of your career progression and emphasize the opportunities you seek in the new position. Keep it positive, regardless of the circumstances.
Have some negative posts/comments on LinkedIn? Delete them. You would be amazed how many TOP candidates go on the chopping block because they decided to gossip about their company on social media. Even if it’s justified, it can leave a bad impression.
Instead, say you are looking for better career prospects and want a work culture where you can grow. You don’t need to elaborate more than necessary.
Got firedMaybe leaving your last job wasn’t your choice. In an interview with Alistair Campell, Anna Wintour, the Editor-in-Chief for Vogue Magazine, said, “Everyone should be sacked at least once in their career because perfection doesn’t exist. It’s important to have setbacks because that is the reality of life.”
Thousands have been fired/laid off this past year, so you’re not alone. It doesn’t mean your career is over or you need to remove the job from your resume. The best approach is to talk about the situation as a learning experience.
A good format to follow is to talk about what your expectations originally were, what actually happened, and then what you’ve learned from it.
Example: “When I was originally hired as the [job title], the description of the job was different from what I ended up doing. Because of that, I had some struggles early on. My supervisor and I realized that it wasn’t the best fit. Since then, I’ve been able to clarify my own professional goals, and I have a better idea of what kind of roles I would thrive in. I’ve also worked on communicating better, so I have clear expectations from the beginning.”
Passed for a promotionThis is another one you probably will want to leave out the extra details on. Completely avoid mentioning instances where your boss didn’t keep their promises of a promotion. If you left your job because you felt underutilized or unappreciated, you’re not alone, and it’s a common reason people leave. If you say you were unjustly passed for a promotion, the hiring manager will interpret it one of two ways: that you left as a result of your ego or because you had truly achieved as much with a company as you could. It’s risky to roll the dice on this one, so you want to make sure your intent is as clear as possible.
Don’t mention the promotion, but state that you’re looking for a company with growth potential. It’s normal to hit a cap, and if you’ve been with your company for a while, it’s doubtful that the hiring manager will press on it. You can keep it simple, “I am looking for a position within a company where I can contribute and grow.”
There is no reason why leaving your last job should hurt your future job opportunities! If you prepare beforehand, you’ll roll on through the interview with no issue.
Looking for talent or a new opportunity? JDI is the trusted resource for talent in our industries. With decades of expertise in executive search placement, a proven systematic approach to recruiting, and a candidate database of over 500,000 executives, we are able to consistently deliver excellence to our clients. Reach out to one of our consultants here.
The post Why Are You Looking For Another Job? appeared first on Joseph David International.
Hotel owners and managers already know turnover rates are high. Despite this, it may be a surprise to some that it also holds an extremely high turnover rate of 70%, which is way higher than the national average of 10% – 15%. Bringing in the wrong talent proves to be costly.
To give the hospitality industry credit, it’s a seasonal industry by nature. New hires are brought in during the high season. Students are likely to pursue low-level positions while ignoring the potential of upward mobility. It’s also a complex industry with specific talent needs that are often impossible to access without a solid recruitment team. The hospitality industry is one of abundant potential, and the right individuals thrive in that environment.
While you can’t escape the inevitable, is it possible to bring those numbers down? The employee experience matters. Several years ago, Hilton made initiatives to make employee work easier, more productive, and more meaningful, which to them dropping their turnover rating by 13 percent. Applying their logic, there are solutions to this industry-wide issue.
So, what can you do?
Reevaluate OnboardingRegardless of who you’re hiring, the onboarding process is when you prepare them for their duties and establish the relationship.
As a manager, this can be as simple as asking questions about their career aspirations and their long-term goals. Even if they only work part-time, there may be potential to evolve their role over time. A big reason why people quit is that they fill stuck. A simple acknowledgment could decrease turnover and create a career trajectory for new hires.
One step further is creating a well-designed and comprehensive onboarding program to ensure that new employees are welcomed, supported, and equipped with the necessary tools to succeed in their roles. A structured process facilitates smoother integration into the company culture, clarifies performance expectations, and fosters a sense of belonging. It also enables new hires to quickly grasp their responsibilities and provides them with opportunities for growth and development. Investing time into setting up the foundation for your new hires will save time and manpower in the long run.
Pick Your Priorities A recruiter will be able to help you establish what is important for your property. They will also be able to clear the clutter and bring you motivated candidates with the traits you’re seeking. By knowing what you want, you can focus your efforts on streamlining the hiring process. Take some time to identify the key skills, experience, and qualities that are essential for the role.
Keep in mind that being too rigid can hinder your ability to find exceptional talent. Be open to candidates who may not tick every box but show potential. Flexibility can lead to unexpected gems! So, strike a balance, be clear about your priorities, and if a recruiter brings in a candidate you’re not completely sold on, still be willing to give people a chance to impress you. After all, you never know who might surprise you. It’s a good idea to establish your “non-negotiables” with your recruiting team, so they can manage expectations head-on.
Become “Ideal”The goal should be to become an employer of choice.
You don’t want to hire your 5th favorite candidate. You obviously want your 1st choice. If you’re choosing anyone else, it’s out of necessity because you weren’t able to get the other person. That’s how you should want your applicants to feel too. Regardless of the market, your mindset should be: “With all the options at their fingertips, why should they apply to my hotel?” The last thing you want is your people bouncing the second they get an offer from their preferred company.
Consider the perks of the job. Are there any? If not, you need to establish incentives, cultivate your culture, and establish advancement opportunities. People talk. If you’re listing it on your application, make sure that it’s being incorporated into the workplace. Internal initiatives keep employees engaged and prevent them from seeking out your competitors.
Ultimately, becoming a great place to work isn’t just about employee satisfaction—it’s about driving business success and creating a thriving community. Here’s the deal: when you create a great work environment, magic happens. It won’t be nearly as difficult to retain talent. It doesn’t happen overnight, but the payoff is inarguable.
Are you struggling with turnover? If the local talent pool is not meeting your demands, let JDI help. Joseph David International has been ranked by Forbes as one of the top executive recruiters in the country because we do more than find candidates; we find the ideal candidate for your specific needs. For more information about our hospitality recruiting services, please click here.
The post Does the Hospitality Industry Have High Turnover? appeared first on Joseph David International.
The job market is inconsistent. For the past year, it has teetered back and forth between being aggressively candidate-driven to extremely employer-driven. You never know when the market is going to change, but it’s always a good idea to pad out your employer brand. After all, you want to attract the absolute best. Your hospitality brand IS your safety net when the tides do turn.
Assuming that you’re pushing job ads and employing recruitment agencies to pull in talented candidates, it’s easy to forget PR. As part of a larger brand strategy, recruitment-focused PR provides “surround sound” for those targeted activities. Meaning that your candidates won’t have to just take the recruiter’s word for it. Sure, the recruiter is telling the candidate that this is an “amazing’ company, but you know who else is? LinkedIn, industry publications, Glassdoor, local businesses, press releases, the neighbor across the street, your mom.
You get the point. PR is important. Even if you’re just working as one business for a larger chain like Marriott or you run a boutique resort, you shouldn’t rely on your words alone to sell the job. Before the candidate even gets the chance to speak to a hiring manager, they should be excited.
This begs the question: what gets your average candidate excited to attend an interview? Well, here are a few things you can do to spice up your brand:
Select Your RepresentationYou need a spokesperson to represent your company online. In many circumstances, the CEO is the most obvious choice; they know the brand inside and out and have the last say on all problems. However, if the CEO is not media-friendly, they may wind up doing more harm than good.
It’s also good to look beyond the hierarchal lens and consider relevant representatives per job role. For example, if you’re hiring several people on the sales side, your Director of Sales & Marketing would offer a clearer perspective for potential hires. Showcasing the heads of specific departments or employees who have worked with the company for several years can be both inspiring and insightful for candidates. As we’ve said before, your team members are the real brand ambassadors. Write success stories and use them for articles and posts. Also, incorporate as many pictures as you can to humanize your talent and bring attention to your hospitality brand.
Get RewardedSome companies don’t realize that you have to apply for awards to get them.
Sometimes, awards come through a nomination or survey results. However, for a large portion of awards, you have to research and apply. Companies of all sizes can now apply for dozens of accolades. Getting awarded something like Fortune’s Best Places to Work is a fantastic badge of honor that can lead to a surplus of candidate applications. While they’re not always easy to acquire, many of them are significant recommendations that can help your organization stand out from the competition in the eyes of a candidate. Keep them on your radar and apply.
Build Relationships With Media Cultivate relationships with journalists, bloggers, and other people in the hospitality space. Having a relationship with the press can be beneficial as you build your brand. There are numerous stories in the sector that could be considered newsworthy, whether it’s a promotional offering, an event, or just a large group staying at your property.
Utilize your network to its full potential. Creating and sharing authentic content can help you strengthen relationships with people you already know, as well as those who may be able to connect you with others in their networks. News outlets broaden your reach and can bring in different demographics to boost your hospitality brand.
At the end of the day, your brand is all that people from the outside see. So, manage it and create a brand that appeals to the dream candidates you’re seeking. If you need help with finding the right people, you can contact us for your executive talent needs.
The post 3 Ways to Use PR to Advance Your Hospitality Brand appeared first on Joseph David International.
One thing that isn’t talked about a lot? Rescinded job offers. It’s so uncommon that most people don’t know what to do when it happens.
What is considered a rescinded offer?When a company withdraws a job offer made to an applicant, it is considered a rescinded job offer. This can happen at any point during the employment process, including after a candidate has accepted an offer. A job offer that is revoked can be upsetting for a job seeker, especially if they have already resigned from their current position or have turned down other job offers.
However uncommon it has been in the past, the current job market has made this more of a commonality than in previous years. There’s nothing like excitedly preparing for a career transition before getting hit with the sour news of a retracted offer. Never fret. This isn’t the end of the road and it CAN be navigated through.
Why it happens…1. Change in business needs: A company’s business needs can change rapidly, and a position that was open one day may no longer be needed the next. 2. Poor reference check: Sometimes, a company will rescind a job offer after a poor reference check. If a reference raises red flags about a candidate’s work ethic or skills, the company may decide to withdraw the offer. 3. Failed background check: Similarly, a failed background check can also lead to a rescinded job offer. If a candidate has a criminal record or has provided false information on their application, the company may withdraw. 4. Budget cuts: In some cases, a company may rescind a job offer due to budget cuts. If the company’s financial situation changes, they may need to reduce headcount and rescind offers that have already been made.
Some reasons are completely out of your control. If there was a financial setback or an internal miscommunication, you can rest assured that you will find another opportunity elsewhere. Decision makers aren’t always going to be aligned on their hiring strategy (which is why it pays for them to turn to a recruitment firm, like JDI), but refining their recruitment pipeline isn’t something that you need to be concerned about.
So now what can you do about it?Don’t ruin the network connection Unfortunately, unprecedented financial situations create unwanted roadblocks for hiring managers. When things bounce back, the opportunity bounces back. If it’s for a company that you are passionate about, it’s always a good idea to keep someone on the team in your network for future reference. Thank the company for the opportunity and express disappointment that it didn’t work out.
Ask for feedbackIf the company is willing to provide feedback, ask for it. This can help you understand why the offer was rescinded and what you can do to improve your chances in the future.
Start asking questions about the company’s profitability If you’ve already resigned from your current job or turned down other job offers, you may need to consider your options. Look for other job opportunities, consider freelance or contract work, or explore other ways to earn income. When you explore your options, you should be asking the right questions.
Rescinded offers aren’t ubiquitous, but when they do happen, it’s often because the company is struggling with profitability. How many people have been hired in the last month? How many will be in your onboarding class? How are sales?
Keep in mind that different industries will meet different benchmarks. For example, a hotel wouldn’t have the same profitability as a grocery store chain during the height of something like the pandemic. Smaller businesses also aren’t going to need to onboard a large staff, so the hiring needs of a boutique brand will never match a chain corporation.
In conclusion, rescinded job offers can be a frustrating and disappointing experience. However, it’s important to remember that it’s not a reflection of your worth or abilities. You’re a hot commodity if you’ve already received an offer. If you’ve done it once, you can do it again. Take the time to refine your resume and make any tweaks that’ll help you take control of your search.
The post What You Need to Know About Rescinded Job Offers appeared first on Joseph David International.
The days immediately following an interview can be challenging in the hiring process. As a candidate, you must make an abrupt transition from a driven achiever to a patient observer. It’s a delicate balancing act between remaining relevant in their views and without appearing overly eager. Here’s what you should and shouldn’t do during this period.
Your Answers Should Be TimelyThe job interview is truly over once you send a thank you note. In a few days (or the following day), send them an email thanking them for the opportunity to come in and interview.
Allow room for them to contact you with the next steps in the process. If the company contacts you, try to respond within 24 hours. If you haven’t heard back from the hiring manager by the date they stated they would make an offer, don’t fret. You could still be in the running and should set a reminder for yourself to shoot them an email a week later.
Don’t Be OvereagerThis is where the balancing act comes into play. You want to appear interested, but acting too interested may be a red flag to the company. The last thing you want is for them to believe you are more interested in leaving your current job than starting a new one. This will give them the impression that you are changing jobs for the wrong reasons. Just like in any relationship, appearing desperate reduces your chances of getting the job. Allow a few days before emailing the hiring manager to follow up, and never send a duplicate email. Be patient, and understand the process may take some time. If it’s taking TOO much time, it’s up to you to decide if a lengthy hiring process is worth the wait or if it’s time to keep searching.
Know When to Move OnOnce a sufficient amount of time has passed since the interview, you may realize that you weren’t selected. Ideally, the hiring manager or recruiter will communicate this to you, but if not, don’t spend too much time dwelling on it. Remember that it is a fantastic learning opportunity and merely a stepping stone to the perfect match. Thank the recruiting manager for his time and consideration by reaching out to him. Tell him you’d like to be considered for future positions if applicable and keep in touch with him via LinkedIn.
Give it 5 Days It’s natural to feel anxious after an interview. You may find yourself constantly refreshing your email in the hopes of receiving something, anything, related to the job. This isn’t necessarily a bad thing. Give yourself 5 days after the interview, especially if it’s the final interview, to be all-in on the job if it’s for a company you really like. If you haven’t heard anything after five days, start looking for work again. Maintain your confidence that you will get the job where you made it to the final interview, but keep your life realistic by starting to apply for new ones. This one-of-a-kind process allows you to be enthusiastic and committed to the job while remaining realistic.
The post How to Follow Up on a Job Interview in 2023 appeared first on Joseph David International.
What are Passive Candidates?People that aren’t actively looking for a new job are considered passive candidates. These individuals may already be working, so they aren’t on the lookout for any new opportunities. They’re frequently sought-after by hiring managers since they have a documented track record of success. However, this also means that they probably aren’t scouring the job boards or applying to your listing; they can be hard to get ahold of, and it usually takes a quality headhunter (ahem) to convince them that the opportunity is worth their time.
How to Engage with Passive Candidates?Engaging passive prospects necessitates a tailored strategy:
Research: Personalize your approach to passive applicants. Investigate their background, experience, and interests before crafting a message for them. Messaging a large pool of candidates is a great tactic for people on the job hunt, but for those that aren’t… it often takes a one-on-one conversation to bring them in for an interview.
Highlight Growth Opportunities: Passive candidates are often looking for new challenges and opportunities for growth, especially if they’ve been off the market for a while. Highlight these opportunities in your outreach and showcase how your company can help them advance their career.
Be Transparent: Make the recruitment process and expectations clear to passive candidates. Provide detailed information about the job opportunity, pay, and benefits. Withholding the details is never beneficial with passive candidates because they truly don’t want to waste their time on a job that isn’t meeting their expectations.
Follow Up Regularly: Stay in touch. You can use a range of communication tools such as email, phone, and social media. Prioritizing the candidate’s experience is key. Be accommodating, expert, and considerate of the candidate’s time and effort.
How to Recruit Passive Candidates?Find a Recruiter: Recruiters have access to a sizable network of potential employees, including passive employees who might not be actively looking for new jobs. They can provide guidance on the best recruiting strategies, help develop job descriptions and provide insights into market trends and compensation packages.
Attend Industry Events: Attend conferences and events in your field to meet possible recruits. This is a great chance to introduce your business’ culture, beliefs, and job prospects to passive candidates. Take into account potential sources of candidates besides conventional internet job sites. Does it make sense, for instance, to get in touch with your local chamber of business, college, or state workforce?
Employee Referral Programs: Some businesses provide support for online employee referral communities and have devoted managers who keep an eye on the sites, direct referrals to resources, and provide real-time responses to queries.
The post How to Engage & Recruit Passive Candidates appeared first on Joseph David International.
At JDI, we stand by the motto: “Time kills all deals.” While we usually are referring to the recruitment process, with speed being our greatest asset, that same principle applies to sales. Particularly senior living sales.
Taking an inquiry call appears to be a basic senior living sales strategy. You answer the phone, jot their info down, and perhaps you’ll give them a call in a couple of weeks. Maybe they’ll pan out, maybe they won’t.
The initial phone call is the most critical component of bringing in new residents, and senior living sales have never been more difficult. Potential residents have MANY alternatives in the already competitive field of senior living. That is why you need to fine-tune your sales approach.
Here are three steps for converting your senior living prospects.
1. Be direct and make the askSounds basic enough, but this is often the reason why prospects never turn into residents. The key is not waiting. Many receptionists forget to ask about scheduling and assume that people will ask themselves, or they assume that they will reach back later at their own convenience.
They usually won’t.
Remember, picking up the phone and calling a community takes a certain amount of courage. This isn’t always an easy decision for families. Prospects are frequently in crisis mode, and what they require is compassion and empathy. When you understand their needs, you will be able to actually be of service to them and create an actionable plan that will be mutually beneficial. You want to learn about their budget, motivations, and concerns; arguably the best way to do that is to have a sit-down meeting with them.
2. Always know your next stepAfter your first interaction, you should know the answer to the question: “What now?”
Do not hang up the phone without establishing the next step. Even if they are uncertain about making the move, request their contact information. Email exchanges can provide a personal and professional touch without being intrusive; nevertheless, calling them back to receive an update is preferable. If they have any issues, you can address them promptly over the phone.
Prospects who are ready or need to make a decision about becoming a resident within 30 days are considered hot prospects. They typically intend to transfer to an assisted living facility within 60 days. These people should be getting hit up, many times. On average, you can expect to have at least 20 interactions with each prospect prior to a move-in.
It sounds excessive on paper, but it’s the reality of effective sales.
(Also, make sure they know how they can reach on-site staff or get back in touch with the individual they spoke with. Keep business cards on hand and be prepared to hand them out after initial meetings.)
3. What questions keep coming up?If numerous personnel are answering the phones, answers should not differ from one another. Keep track of everything that has shown up multiple times.
Your residents will most likely find you through a Google search or social media before contacting you. As a result, expanding your internet presence is the first step toward creating the “environment” and getting inquiries answered right away. You should have a contact form on your site and potentially a FAQ page.
If you’re unsatisfied with your senior living sales staff, we got you covered. You can find our consultant’s contact information here. JDI is uniquely able to offer organizations a blended talent pool comprehensive of top talent from both Senior Living and Hospitality, giving clients an offering they cannot get anywhere else.
The post Senior Living Sales Strategies: Turning a Prospect Into a Resident appeared first on Joseph David International.
Are you prepared to up your resume-building game? In today’s digital age, there are countless tools and technologies available to help job seekers create a standout resume. For many, they look no further than ChatGPT.
This potent tool is being used by people for everything. Since its launch, job seekers have used the popular AI-powered chatbot to help them create cover letters, curate emails, and even prepare responses to anticipated interview questions. This leaves the question: can ChatGPT write your resume for you?
Short answer: Yes. Nearly half (46%) of more than 1,000 current and recent job seekers interviewed last month said they used ChatGPT to write their resume. (ResumeBuilder.com)
There is a lot of controversy about whether utilizing a chatbot like ChatGPT and harnessing AI to better your job search constitutes “cheating”—since you’re not doing the work yourself. Technology was developed to assist us in our work, not to replace it. The truth is, it’s not going to take the work away from you and if it is, you aren’t utilizing it correctly. You can’t create a resume without knowing your prior work history, skills, and experience. That’s something an AI can’t build from scratch. Without ample modification, you can easily tell that a resume has been mocked up “artificially”.
To reap the benefits of AI, here are some elements of resume building that ChatGPT can help you with:
Gathering Information:ChatGPT is only as good as the data it has been trained on, and it may not have the same level of insight or expertise as a human. This means that your resume may not be as effective as one created by a human who has a deep understanding of their own work history, the job they’re applying for, and the overall job market. Luckily, AI isn’t going to build your resume from thin air. Just as if you were giving this task to a personal assistant, your ChatGPT bot is going to request the information before fleshing the content out.
The first step in creating a resume is gathering all the necessary information. This includes your personal details, work experience, education, skills, and achievements. ChatGPT does this by asking you a series of questions, which helps ensure that you’ve covered your basis and aren’t missing anything important.
Customization:Every job is unique, and therefore, each resume should be customized to fit the specific requirements of the position you are applying for. As a language model, ChatGPT can analyze job descriptions and tailor your resume to highlight your relevant skills and experiences that align with the job’s requirements. This can help you create a more personalized and targeted resume that will catch the employer’s attention while simultaneously saving you the time it takes to reformat to each position.
Structure:A well-structured resume is simple to read and understand. The AI model can employ bullet points to make content more accessible and to emphasize its most important aspects. It can also assist you in formatting your resume with the correct font, spacing, and margins.
Feedback:Once the resume is completed, it’s always a good idea to review it carefully and make any necessary changes. ChatGPD can help you with this by providing feedback on your resume and making suggestions for improvements. Writing a resume can be a subjective process, and it’s easy to overlook important details or undersell your achievements. Using tech provides an objective perspective that can help you present your information in the most compelling way possible.
In conclusion, ChatGPT can be a great tool for creating a resume, but it’s important to remember its limitations. While it can save you time and effort, it lacks the human touch and insight that you offer. While it may not be the best tool to build a resume from complete scratch, it could be a great tool for reformatting and generating feedback.
At the end of the day, the quality of your resume will always come back to you. Whatever you put out for hiring managers, you should be able to own it.
The post Can ChatGPT Create Your Resume For You? appeared first on Joseph David International.
93% percent of people read Google reviews before booking a hotel.
Many owners wonder if it’s worth responding to reviews. The short answer: yes, it is.
Even if your hotel isn’t sending out guest satisfaction reviews, third-party channels will always be available. It’s unsurprising that negative reviews have been increasing with lower occupancy and staff levels. Your response is what you do have control over. Here are some tips to manage your hotel’s reputation.
Don’t: Only respond to only the goodRespond to all reviews, positive and negative, across all platforms. This isn’t just so you can mitigate tension from an angry guest, but also so you can put your property in the best light. Hotel leaders fear negative online reviews because they may drive away existing and potential guests. Luckily, there are ways you can turn them to your advantage in some situations. Always base your response on facts and remember that most customers will be able to tell the difference between a legitimate complaint and an emotionally fueled tangent.
Do: Be empatheticA response isn’t enough. Guests need reassurance that their complaint was heard and that your hotel is prioritizing the well-being of all guests. Whoever is responding to the reviews needs to have a customer service attitude and the authority to resolve complaints. This means that certain reviews may need to receive a response from a senior staff member. Apologize when you can, even if it’s something out of the control of the hotelier.
Don’t: Keep it all onlineIf the complaint is big enough, it’s best to take the conversation offline. You should include your number, name and email so that the reviewer can contact you directly about their issue. It’s easier to resolve complaints over the phone. Having a back-and-forth through a review platform typically leads nowhere, leaving both parties heated.
Do: Report reviews that violate terms violationsIf someone is writing something that is untrue and violates the platform’s terms of service, you can try to report it. If you are successful, you have one less negative review to worry about. If it doesn’t get taken down, still submit a response. If you think that the guest may have accidentally reviewed the wrong establishment, let them know.
Looking for executive hospitality talent? Reach out to one of our recruiters here!
The post Hoteliers: The Dos and Don’ts of Responding to Reviews appeared first on Joseph David International.
Meetings are overrated.
Of course, they’re essential. It’s hard to create a collective aim for your team without them; they provide a forum for different group members. That said, once you have one meeting, it’s easy to start a meeting domino effect.
“Let’s schedule a meeting for that” and “Let me send over the meeting invite” is something you hear every day. It’s not rare to find yourself with 5 back-to-back meetings. Do you spend your days actually working? Or do you spend your days having meetings about working?
The goal shouldn’t be to eradicate meetings. Rather, make them more efficient.
First things first:
What is the goal of the meeting?If you can’t answer this question you shouldn’t have a meeting.
If you have a vague idea, it’s probably not a great enough reason. The ones that are created specifically for daily updates and team building should be considered a “stand-up” meeting. Just a nice 15-minute allotment where team members can share any updates and discuss areas where they need help.
Anything longer than 20 minutes is not a stand-up meeting. If it’s running for a long period of time, it brings up the question of why. Unless you’re opting for a brainstorming session, every meeting should have an agenda. With the shift to remote work, many meetings are virtual as opposed to being held at a conference table. Online meetings have numerous advantages, but they can also result in less formal arrangements, such as ignoring the agenda since you’re “just jumping on a call.” It’s usually not a big deal in the beginning, but it will eventually (and inevitably) become a huge time-sucker for everyone involved.
Alternatives to meetingsMark Cuban prefers email over in-person meetings, according to Thrive Global. “Love it. Live on it. Saves me hours and hours every day. No meetings. No phone calls. All because of email. I set my schedule. If there’s a problem and we need to solve it, I’ll do a call,”
“Other than that, I keep communication limited to email. It’s more efficient,” said Cuban.
While email isn’t always the answer, we have all heard the joke that “this meeting could have been an email,” and like most jokes, there is truth in it. There is a multitude of benefits to having everything in writing. If you can keep things simplified and send the details as a message, you are creating a recorded paper trail of everything discussed.
When things have to be discussed in person or over the phone, remember Parkinson’s law: meetings will take as much time as we set aside for them. There are many benefits to adjourning a meeting as soon as the goals have been met. Of course, this is where an agenda comes in handy. A skilled facilitator is usually the difference between an efficient meeting and another pointless get-together. In other words: your meeting is only as good as its facilitator.
The purpose of meetings is not to talk–the purpose of meetings is to arrive at ideas, solutions, plans and decisions. – Alexander Kjerulf
Here are the facts: most employees hate meetings. Most meetings aren’t successful. Short, concentrated meetings that keep the group focused on objectives, get through hurdles, and accomplish goals are beneficial for teams in any industry. It encourages a team-oriented environment that is effective and can help increase innovative problem-solving and output. Meetings that are dragged out without intention, are incredibly time-consuming and often pointless. Good leadership can effectively navigate your team through meetings, both short and long. To learn more, click here.
The post Meetings Are a Waste Of Time – Let’s Fix It appeared first on Joseph David International.
“I can do it better myself.” How many times have you thought that during the course of your day?
It can seem like the safest course of action to manage your staff is to keep yourself (the person you trust the most) in charge of everything.
Chances are, if you are thinking that and acting on that thought, you are micromanaging your department. Steve Jobs said it best, “It doesn’t make sense to hire smart people and then tell them what to do; we hire smart people so they can tell us what to do.”
Micromanagers excessively control their employees’ work, ultimately hurting productivity, retention and morale. Here’s how it can be fixed:
It Starts with HiringWhen recruiting managers and line staff to join your team, you no doubt go through a very time-consuming process to find the ideal candidate to fill a spot. After all, that is what the interviewing process is for, right? You put the candidate in scenarios to determine how they would handle different situations. While new hires no doubt need training, their interview answers are what led you to believe you had the right manager for the job when you hired him or her.
Waiting for Your Approval?One of the easiest ways to realize you are micromanaging your staff is when they are constantly “waiting on you” for something to happen. There are simply too many tasks throughout the day for you to be able to personally put your stamp of approval on all of them. If you have trained your staff properly, they will be more than able to handle these tasks. This is not to say you can’t spot-check things, but there is simply no need to personally approve every detail of every aspect of the day.
Correcting the ProblemLetting go is very tough for some people to do, especially since your job depends on your team’s performance. But, if you trained them properly, they will be able to do the job if you just let them. There is an old proverb that sums this up best…
“If you give a man a fish, he is hungry again in an hour. If you teach him to fish, you do him a good turn.”
Teach them, train them, mentor them, then set them free. Allow them to make decisions on their own and you will soon be amazed at not only how much better your department is performing but also how much better you feel about your own job at the end of the day.
Does your hotel or organization need better managers to help take the operation to the next level? Joseph David International is an executive recruiting service that doesn’t just find a manager but rather finds the RIGHT manager for your property and needs. For more information about our executive-level manager recruiting services, click here.
The post The Effects of Micromanagement & How to Avoid it appeared first on Joseph David International.
We all go through the recruiting/hiring process at some point in our lives, whether as a candidate, recruiter, or employer. Recruiters play an important part in a person’s professional progress. Despite this, there are numerous myths and inaccuracies regarding how recruiting and hiring function. Most of us have no idea what goes on behind the scenes.
Well, we’re here to set the record straight and shed some light on the “mysterious” world of recruitment. Whether you’re a hiring manager or a candidate, here are the 4 most common myths that are ready to be busted.
Myth #1: The Right Candidates Will Find YouSpoiler alert: They probably won’t find you. The top job applicants won’t find you until you aggressively recruit and advertise your employer brand. Posting on the job boards will attract candidates, but not always the right ones. Without a recruiter, you’re going to be trapped between relying on external applicants and depending on your internal team to source talent.
If you’re a candidate, this means you should take the time to (at least) read the opportunities a recruiter is sending you. You may never see that opportunity again.
Myth #2: You Can’t Compete With Higher Paying CompaniesThere are so many factors that go into a hiring decision. Focusing solely on salary is often a complete waste of time. There are so many angles to approach each role. Does the role present exciting and challenging opportunities? Is the office in a good location or do you offer remote/hybrid options? Do you offer performance raises? Are you offering stability? A comprehensive compensation package includes a combination of direct and indirect pay.
Myth #3: Technology Can Recruit For YouAlthough technology is fantastic, it is not everything. The key to attracting top talent is to personalize the experience and engage with job searchers in constructive ways. AI is gaining popularity in recruiting, owing to its enormous potential to automate some of the low-value, high-volume recruiting operations that continue to consume time and attention. With that said, it can’t replace the value of the relationships recruiters build for your brand. Relying solely on tech will also pull some of the best candidates out of the mix.
Myth #4: Employment History Demonstrates Quality The performance of employees in a new organization is not always effectively predicted by their prior work experience. Like other hiring myths, you might assume that prior experience is essential. The presumption is that knowledge and skill development are aided by experience; however, oftentimes it is not an accurate predictor of someone’s potential or whether they’ll perform well if employed. That’s why it’s a good idea to be especially strategic with the interview questions and consider pre-employment testing.
If you’re a candidate, what this means is that you are not your job title. Before you enter the interview phase, establish your previous accomplishments and the skills you’re bringing into the role.
Every employee you hire is a piece of the puzzle that is your company’s canvas. Hiring exceptional individuals is critical to success. If you’re ready to hire the best (or if you are looking for a candidate), you can learn more about us here.
The post 4 Hiring Myths That Need to Be Busted appeared first on Joseph David International.
Finding the right hotel management company is one of the most important decisions that a hotel owner can make.
Whether you’re an owner, or you’re considering acquiring a property, management will define your hotel’s success. You’ll be better able to make the decision that best suits your needs if you can concentrate on the most important details.
Take the time to research your optionsSince this choice is imperative to your hotel’s success, you’ll need to look through your options. Get to know multiple management companies and compare contract terms by negotiating the best deal possible. Don’t make any impulse decisions! Ask yourself if they can provide the necessary services while considering the location and the other hotels under their management.
What is their experience with the hotel type and brand you have? Do you have a good history in general? What is their reputation? It’s crucial to understand how the hotel management company’s development and performance have changed since its inception. Not just through just successes, but also failures. In fact, there are 5 main components you should take note of:
- Their track record. Know if they have any notable awards.
- Their expertise and their match with your hotel brand.
- Fees and contract structure.
- Services. Know what is covered and what isn’t.
- Their Values.
After researching their company, research and understand your property A developer building a full-service hotel in an urban market might not be the best match for a management company operating select-service markets in the Midwest. In order to be able to accurately compare your options, you need to have a vision for your property.
This also extends to the corporate identity of the company. While you want the best deal for your asset, you should make sure that they’re a good fit. If they’re not responding in a timely fashion or aren’t aligning with your input, then it may not be the best option for you. If you are a more hands-on owner, then you’ll want to avoid a company that wants full reign over hiring personnel.
Look at their case studiesEven if the management company is in a perfect location, operates similar properties, and has a seemingly fitting corporate identity, don’t forget to look at their case studies and references. These will clarify your expectations. Speaking to references provides insight that management may not showcase.
There are so many factors to consider as you decide who will manage your property. Ultimately, this is a decision that can not be taken lightly. With the right amount of research done, you can make a decision that will ignite the growth of your property for years to come.
The post How to Choose the Right Hotel Management Company in 2023 appeared first on Joseph David International.
Is the resume dead?
It’s often the first thing a hiring manager looks at when evaluating candidates. It is often considered to be THE “deciding factor” on whether a candidate is going to move from the application stage to the interview. Resumes have been the go-to resource for job seekers to demonstrate their skills and expertise in the workforce for decades, but in recent years, the hiring process shifted. The need for resumes is waning and the resume is no longer the king of the hill.
So, what has changed?
Resumes can be genericResumes are designed to be an all-encompassing document that showcases a candidate’s work history, education, and skills. However, this often leads to resumes being too generic, making it difficult to assess the candidate’s true credibility. While the resume offers value, more targeted information can be gathered from a quick phone call or even the candidate’s LinkedIn.
They miss the soft skillsResumes are fantastic demonstrators of hard skills, technical abilities, and years of experience. However, they are horrible at showcasing soft skills, such as leadership and communication abilities. While these are often the traits that send a candidate over the finish line, they are practically impossible to document on a piece of paper.
Keyword searching limits youResumes and web profiles don’t offer a full view of the candidate, especially when you’re relying on applicant tracking software. Only a small percentage of resumes have the appropriate set of searchable keywords, and even those are limited to their talents and previous employment. That is, resumes are useful for browsing but not for developing a pipeline of viable prospects. When you have a huge surge of applicants, you obviously want to cut down the talent pool, but you don’t want to miss your best candidates because of your software.
So is the resume dead? Long story short: not really. That said— it is no longer the “be-all, end-all” of the hiring world. You ultimately want to make sure that you aren’t using a recruitment team that is solely rifling through resumes. Picking up the phone and having a conversation can change the entire trajectory of your hiring hint. You can go from ineffectively looking through word docs for months, to finding the perfect addition to your team.
We chose to build relationships with our candidates. In other words, we know all about their goals, achievements, and career history. Knowing the little details about the talent we work with is one of the reasons why we are considered one of the top executive recruitment firms in the country. Contact us to learn more.
Sources:
https://rb.gy/58gh1l
https://rb.gy/wqvb0a
The post Is the Resume Dead? appeared first on Joseph David International.
Everything is lined up. You’ve completed several rounds of interviews and an offer is being laid out on the table. You’ve already done your due diligence on researching the organization, and you know that you’d get a significant salary raise and exponential growth— but something doesn’t feel right.
That gut feeling isn’t always a shot in the dark. Sometimes your brain has caught on to subliminal cues that fly under the radar. We are here to address those cues and clue you in on why you may be feeling uneasy about that offer.
Circulation of power New people can indicate growth! They can also indicate high turnover. The biggest red flag is if most of the leadership team are new to the company. If they hint to further leadership changes in roles that are essential to the success of your role, that’s a problem. LinkedIn is a valuable asset for checking in on your future coworkers and seeing their history with the company you’re interviewing for.
[This obviously doesn’t apply to brand-new companies]
The job pitch doesn’t stay consistent Sometimes it’s a result of a lazy hiring process. Other times it is a deliberate fabrication. If the communication you receive from the initial phone screening to the final interview starts changing, it can raise many red flags on whether or not you’re being purposefully misled. Pay close attention to how the leaders and colleagues you meet during the interview process define the position and its requirements. If they aren’t working with a recruiter that’s knowledgeable in the role, it can be an issue later down the line.
The anticipated timelines seem offIf something sounds too good to be true, it probably is. If the interview team is offering an unrealistic deadline, keep in mind that you may not have the runway to find success. Even if you do receive a clear list of priorities, be sure you are aware of the amount of time you have to achieve your goals. Especially with roles that have the expectation of you hitting the ground running.
It took months after the first interview to get the offer The job process takes forever, and it’s been over a week without hearing anything back. The process seems confusing altogether. You’re about to throw in the towel, but a small inkling of hope keeps you hanging on. When you finally get a call and complete an in-person interview, you find that you’re left in the dark for another week.
If the communication sucks right now. It will not get better once you get the job. In fact, it’s bound to get worse.
At the end of the day, an efficient interview process shouldn’t come at the cost of time. We specialize in both speed and quality, working with the best hospitality and senior living companies in the country. If you’re ready to expedite your job search as an executive, contact a member of our team today.
The post 4 Signs You Shouldn’t Accept a Job Offer appeared first on Joseph David International.
The culinary world doesn’t have a straight-fire career trajectory, which makes becoming an executive chef extremely rewarding. While one line cook may make lateral moves by job hopping, another may climb the ladder from line cook to sous chef, all while working for the same restaurant. Some chefs chose a traditional route of working for a single restaurant, while others may opt to work for a hotel brand. If you’re like many, the ultimate goal is to become an executive chef.
The options are limitless, which means that it can be complicated to prepare for the interview. Being that the path is going to be different for everyone, it can be hard to predict where the interview is going to lead.
Like practically all interviews, you’ll want to study up on the restaurant you’re meeting with ahead of time. While the road may appear to be convoluted, many executive chefs share some common abilities and experiences. This is a role that typically calls for a ton of experience in addition to the obvious skillset required to create top-level cuisine. Here are the questions you are inevitably going to be asked.
The Questions You Need to Be Prepared to Answer:1. Describe your management style. 2. What inspired you to begin your culinary career? 3. Do you have a signature dish? 4. What type of cuisine are you specialized in? 5. Can you provide an overview of your training and education? 6. How would you describe your managing style? 7. How do you handle conflict with employees? 8. What qualities do you look for in your kitchen team? 9. Tell me about a recipe or menu item you created that didn’t work out. What did you learn from this experience? 10. What is your biggest accomplishment or accolade? 11. Walk us through your approach to menu design. 12. What menu concepts do you have experience executing? 13. Do you have experience optimizing menus for premium pricing opportunities? 14. What steps do you take to control food quality? 15. Who is a chef that you look up to, and why? 16. What culinary trends have you been following lately? 17. Have you led a team before? Tell me about this experience. 18. How do you address miscommunications in the kitchen? 19. Tell me about a situation you experienced where there was a miscommunication between the kitchen and serving staff. 20. What experience do you have with training others? 21. Have you won any awards? Any major accomplishments? 22. What makes you the best fit for our establishment? 23. Please tell me about your experience with managing a budget and inventory control. 24. Where did you receive the most hands-on training? 25. What is the biggest staff you’ve managed? 26. Do you have experience managing diverse, multilingual employees? 27. What is your process for replacing a long-time vendor? 28. Describe a team-building technique you use to keep employees engaged during stressful situations. 29. What do you enjoy preparing the least? 30. What do you believe are strong characteristics a chef should hold?
The post 30 Interview Questions Every Executive Chef Should Prepare For appeared first on Joseph David International.
Admittedly, hourly and part-time workers do not receive the same level of attention from high management as salaried staff. This shouldn’t be the case since part-time/hourly workers make up nearly one-quarter of the US workforce, and this statistic is anticipated to rise in the coming years. As a result, it is in your best interest as a manager to pay attention to these individuals and focus on retaining them. This will increase their productivity and create a workplace that they want to come to every day. Here are a few ideas for better integrating them into your organization and keeping them engaged and happy at work.
Keep Them Informed Part-time workers often complain about being given too little notice about their shifts. In fact, most are told their schedule less than a week in advance. This makes life very difficult for these workers as they often are balancing their schedules with school or other jobs. You can remedy this by keeping them informed as soon as schedules are published and if/when they are edited.
Make the Workplace FunA majority of part-time workers would rather work at a job that they enjoy but pays less, than a job they hate but get paid more. These employees want an atmosphere where they enjoy being around and working with their colleagues. So, as a manager, it’s important to provide this type of atmosphere. Put together team-building activities either during or after work hours. Give them a break room. All of these things can go a long way for your part-time employees and your company.
Show Them Their ImpactPart-time and hourly workers can sometimes feel like they are insignificant in the grand scheme of things. Show them this isn’t the case. Include them in things like company-wide emails that talk about how the company is doing. Share with them the future plans of the company and how they fit in with those plans. Indicate how their performance impacts the company.
Employees like when they are part of something and have an impact, in contrast to going through the motions not knowing exactly how they fit in.
If They Show Potential Tell ThemIf a part-time employee shows great potential to grow into a full-time position, share this with him. In all likelihood, your better part-time employees do not just have your company as an option in the future, so it’s important to keep them interested. Make it clear to these employees that there is a light at the end of the tunnel; and if they continue to grow with the company, they will be recognized and awarded properly.
A good way to ensure this is to have dedicated employee development programs. Programs such as “managerial development” clearly indicate to hourly/part-time workers that they can work their way up to a managerial position
The post Don’t Forget About Your Part-Time Employees! appeared first on Joseph David International.
One of the many perks of LinkedIn is that you get messages directly from recruiters that think you’d be an A-list candidate. If you have a profile, you’ve most likely received a message from a recruiter inquiring about a position they are actively seeking to fill. However, for one reason or another, you may not respond to them right away… or at all.
We get it, you’re busy, and you may not be on the job market, but responding to a recruiter may be the best thing you can do for your career. The worst case scenario is that you’ve wasted a couple of minutes responding and the best case scenario is that you find a new job opportunity. Here’s why you should respond to recruiters:
They can contact you backWe are not talking about the marketing cold call that never ends. It’s annoying to receive calls about irrelevant opportunities, which is why you SHOULD respond. If the job offer is a mismatch, tell them.
The recruiter, if they’re reaching out to you multiple times, will likely have qualifications, notes, contact information, and other important information on file. Don’t put the recruiter on read if you are not interested in the position. Reconnect with them, express your gratitude for their consideration, and let them know that you’re not interested. You can also send them an updated copy of your resume so they’re more in tune with what types of opportunities you’d like, or if you truly do not want to be contacted ever again, you can let them know.
ConfidentialityIf you are looking for a new job, a recruiter is a safe way to do it. Confidentiality is especially important for employees who are currently working. Applying and communicating with prospective employers can be very difficult depending on what kind of hours you’re working. Using a recruitment firm allows the company to do much of the initial communication on your behalf without you risking exposure by communicating during office/shift hours at your current position. More importantly, all communications are confidential, so your current employer will never know you are looking elsewhere.
ExpertiseGood recruiters are keen at recognizing skills and matching them up with ideal opportunities. Their experience with these employers all but ensures the opportunities presented will give you the best chance of success if hired.
Job accessNot all available opportunities are posted. Some of the companies in the country NEVER advertise online or in publications. These organizations rely solely on their recruiting firm to fill their position The perfect opportunity could literally be in your backyard and you don’t even know it exists… unless you are working with a recruiting firm.
Support and feedbackHave you ever applied for a job, interviewed, and were positive you got it only to never hear from them again? There is that lingering thought of “what went wrong?” Recruiters have an advantage in being able to ask the employer why you were not hired. This can provide valuable feedback and provide a learning experience to make you better prepared for the next interview.
Your job situation could changeThe world is evolving and so is your career. A recruiter can provide you with career orientation advice so you may move in the direction of your goals. You never know what the future holds, so opening up your network to recruiters is a great way to be strategic. If you’re an executive in the hospitality or senior living industry, you can reach us here.
The post Why You Should Message Recruiters Back on LinkedIn appeared first on Joseph David International.
The only thing harder than getting a promotion is asking for one.
What you do on a daily basis will take you further than a brilliant pitch to your manager. Exceeding expectations is the first step toward that milestone. This includes everything from executing duties quickly and on schedule to going above and above in everything you do.
Here are a few things you need to do before asking for that promo.
Build a reputation around excellence Meeting expectations is great; but to start making your way to that next level, you have to add value to the company by taking on projects and tasks beyond your role.
It starts by doing things that you weren’t necessarily asked to do, or aren’t part of your job description. If all of your work is complete or you have some extra time, help out a co-worker who is swamped. Ask if anyone needs help. Get to know members of your organization that may not be in close reach of your department. By doing this, you’re making a bigger impact by showing that you are clearly able to take on more responsibilities.
Compile the data you need to back your caseMost people can envision the impact you make on them if they are able to physically visualize it. For example, if your team is meeting your quarterly sales targets, you should use a visual aid to demonstrate that. When we can get a short visual snapshot that backs up what you’re saying, it strengthens your cause for promotion.
Don’t overinflate job titlesShowing a desire to learn and grow properly will go much further than having concerns with your rank or status within a company. No one appreciates cutting corners. Your biggest motivation should be to acquire and/or master as many skills and as much knowledge as possible. If you continue to show the ability to thrive and grow, the promotion will naturally come to you.
Own itThe biggest factor in how your career goes is you. Never be satisfied with what you’ve accomplished. It’s good to celebrate and reward yourself once in a while, but once you do, get right back after it. Pick out that next goal you want to achieve and go for it.
Another key to self-improvement is to attack things that may be holding you back. In other words, don’t go for what you know you can accomplish. Work on something you may not necessarily be strong at it. This creates a challenge for yourself and allows you to maximize your self-improvement.
Look for opportunities to take on complex projectsVolunteering for longer projects that are more complex shows you are ready for a position with a higher rank (aka a promotion). Positions further up the hierarchy require you to handle projects with multiple people involved and various deadlines. Managing these types of projects require different skills than handling individual tasks one at a time. It could be difficult trying to handle one of these projects if they are a year-long. Instead, begin with one that runs a few weeks or months, then build from there. You want to grow and become better each day. Don’t stretch yourself too far and take on something there is no way you could be ready for. By doing this, over time, you will show your boss you’re ready for the next level.
The post 5 Things To Do Before Asking For a Promotion appeared first on Joseph David International.
Is it better to build from within or “buy” from the job market?
A crucial factor in hiring someone is how suitable they are for that role. It can be relatively cheap to hire someone in-house compared to the hiring, onboarding and training of a new employee. However, if internal hiring was the way to go, wouldn’t every role be fulfilled internally? The truth is, only about 15 percent of new positions are filled this way.
The decision to hire a new employee or promote from within isn’t always an easy one. Each route has advantages and disadvantages; this guide will help you weigh them so you can make the best decision for your team and determine whether or not you should hire an internal or external candidate.
Advantages of hiring internallyCompanies can reap significant benefits from investing in internal candidates. Many businesses prioritize internal applicants for open positions knowing it increases employee retention and performance. Creating a path for upward mobility should be a priority for companies that strive to grow.
The biggest benefit of hiring internally is the candidate’s understanding of the organization. When compared to external hiring, employees hired internally maintain organizational expertise and can quickly get up to speed in their roles. Internal hires are more likely to be familiar with the role they are applying for, while also having an understanding of the organization’s culture and policies. It is also the most economic option; with reduced spending on hiring and onboarding.
Disadvantages of hiring internallyWhen an internal hire is promoted or moves laterally, their present position must be filled. The hiring manager must AGAIN determine whether to hire an internal or external candidate for the role they left. If you choose to internally fill that position, you will be left with the same set of choices for your previous role. So, ultimately, it can become a decision of whether or not you want to recruit now or later.
While it can also motivate employees to go above and beyond, it can also have the opposite effect. Team members may believe that internal promotion is given when the wrong person is promoted. Recruiting from outside sources, might combat complacency and motivate present employees to pursue professional development possibilities. Promotions should happen exclusively when you have a great team, but if your team is looking for an upgrade, fresh eyes are always the way to go.
Advantages of hiring externallyOne of the most significant benefits of external recruiting is the ability to leverage their distinct perspective. Bringing in new individuals, after all, means bringing in fresh ideas. If you’re looking to aggressively grow your business and innovate new areas, a new hire is almost always the way to go.
External hiring may suggest that your company is filling a specific talent shortage. This also has a ripple effect where internal candidates may be motivated to continue their education if they see you prioritizing a certain skill set or knowledge base.
If any of the following is true, you should focus on recruiting new people:
- Corporate turnarounds or strategic adjustments are in the works.
- Specialized abilities that are not easily available inside the company are required.
- The company culture values diverse viewpoints.
- Job training and proper integration into a role are supported by processes.
Disadvantages of hiring externallyUnfamiliarity with your company’s systems might significantly slow down the onboarding process. An external candidate may require more assistance in mastering the complexities of the new job.
External recruiting is an investment. It takes time to prepare training materials in advance. To avoid starting from scratch with each new hire, your organization should arm the staff with robust training materials to ease everyone’s onboarding process. In order to get the most out of your expenses, you’ll need to thoroughly research recruitment options to make sure there’s a strong return on investment. If you fail to hire the best recruitment firm for your organization, it can be costly both financially and time-wise.
The post Who Should You Hire? Internal vs. External Candidates appeared first on Joseph David International.
Understanding if you’re being paid fairly is a subject buried in obscurity. Salary is often a taboo topic that gets brushed under the rug.
As of this year, more and more laws are being placed that force companies to reveal what a job opening or current position pays. Additionally, hiring managers are realizing the value of placing their salary range in their job ads. Around a dozen municipalities and states, including California, Washington, and New York City, have enforced wage information access.
The disregard for a company’s human capital makes bad business. A survey from Glassdoor found that 63% of employees prefer to work at a company that discloses pay information.
So what does this mean for you? How will pay transparency impact your job search in the future…
You have the right to ask There has been mixed feedback on whether or not it’s appropriate to ask about salary before the job interview. It’s a waste of time for both you and the interviewers if you’re just going to decline due to salary. Luckily, the best hiring managers will request a range during the beginning stages of the candidate process. The truth is, nobody wants to waste the time.
More companies will choose transparency With clear wage ranges becoming the norm, hiring managers will have to work harder to ensure that job descriptions highlight all of the bonuses, benefits, and culture that set them apart in the hiring market. This will be especially crucial for small companies that cannot compete on price with large corporations in their market. That’s why it’s a great idea to hire a recruitment team that will be able to showcase the value of your job searches.
Salary negotiations will continue onSome argue that pay transparency eliminates the need to have negotiations completely. This couldn’t be further from the truth. Instead, everyone will need to put more focus on future earning potential. It will help candidates manage expectations and understand where the flexibility is.
At the end of the day, you should always do your research to determine where you’re at in your career. As hiring managers continue to be more transparent in their job descriptions, candidates can make more informed decisions in their job search.
The post Pay Transparency Could Impact Your Job Search appeared first on Joseph David International.
The cost of a bad hire is significant. Identifying and employing the right people is advantageous for any organization willing to put in the time, effort, and resources into it. As a candidate, you know any small misstep can derail the process and send your resume into the shredder. As the interviewer, you are looking to make sure the candidate is answering the questions truthfully.
Interviewers are looking for some very specific personality traits when interviewing executives. Keeping that in mind, there are some key problems that can derail even the most qualified of candidates from landing their dream job. Here are six common candidates you want to skip out on.
The Exaggerating Candidate Hyberole should be saved for poetry. Most industries are numbers-oriented. You may need to hit labor percentages, food costs, beverage costs, inventory costs, etc. People that have been in the hospitality or senior living industry will know when numbers or even events have been exaggerated out of the realm of possibility. When a candidate is offering up unrealistic numbers in a specific area or debatable facts about an event, take the time to go into further detail about them to ensure these are not made-up events or numbers.
The One-Dimensional CandidateAsk the candidate to tell you a story about an event during their career. The goal here is not really the event, but the ability of the managerial candidate to tell the story and truly paint a picture and put you inside the event as they are telling the story. If they are unable to do this, imagine how they will be able to describe directions to their own staff. Being one-dimensional is a red flag.
The Unadaptable CandidateAsking someone if their plans are set in stone or if they are willing to change is a great way to identify managers that are unwilling to adapt to situations that may arise. This works hand-in-hand with managers that are unable or unwilling to plan in advance. While operating “off the cuff” is not recommended, most companies need managers that can visualize solutions to problems that were not anticipated by anyone during the planning stages.
The Argumentative Candidate When challenging a fact, event, or something from the resume, check to see how argumentative this person is being. When the individual is telling stories about their career to this point, are they often describing confrontations with workers or guests? If they are overly defending their position, it is generally a sign they are either lying or exaggerating as well as someone that may not be willing to bend to cooperate with other managers or even the guest when there is a problem with an event or contract.
The Negative CandidateLearning about failed functions or failures during the previous or existing position is also a great way to learn about a candidate. Do they take ownership or are they placing all the blame on others? Are they trash-talking a former boss or employer or finding a positive way to describe what was an obviously negative situation? This is extremely important because negativity is infectious and can destroy in a very short period of time what may have taken years to build.
The Self-Absorbed CandidateAbove all else, the person that puts themselves above the operation, as well as his or her team, can be cancerous to any operation. Do they describe achievements as “I did this” or “My team and I” or “We” events? Regardless of one’s talent and abilities, every success is truly a team effort. Someone that is not willing to share the glory will surely sell his or her team members out down the line. Good managers protect their team in times of trouble, at least to a degree, and share the rewards when the time comes.
If you are the manager interviewing, practice makes perfect. Do not expect to be able to spot these problems during your first interviews. As a candidate, look through these problem behaviors to see if you identify with any of them. It will take an honest and hard look in the mirror but acknowledging and addressing them can and will enable you to take your career to the next level.
Whether you are an organization looking for new managers or a candidate in need of a new opportunity, we can help. For more information about our recruiting services, click here. For candidates seeking more information about opportunities available across the country, click here.
The post 6 Types of People You Shouldn’t Hire appeared first on Joseph David International.
As a hotel executive, the decision of accepting or rejecting a job offer holds significant merit. It’s important to be sufficiently prepared when deciding whether or not the role being offered is the right opportunity for you— now or in the future.
Of course, we aren’t just speaking on what’s expected. It’s assumed that you’ve already asked about the position, responsibilities, and hotel culture. We are talking about the questions that frequently go under the radar, but could be a determining factor in whether or not you accept the role.
Here are questions that will be able to uncover helpful information about the hotel, the team, and your future success.
The JobWhen learning more about the job itself, look beyond the job’s responsibilities. You need to know how your role within the hotel will fit in with the organization’s overall strategic plan. You’ll also want to learn more about the specific parameters of the compensation package, potential challenges, and anything additional that will give you insight into the inner workings of the job.
Questions to ask about the job:* What are the main challenges of the position in the first 6 months? * What does success look like within the first year on the job? * Can you provide an example of someone who has gone above and beyond with this hotel? * What did the previous person in the position struggle with/what could they have done better? * What role does the position play within the hotel’s strategic plan? * How will your success be measured? What are the specific goals? How will you be evaluated? * What are the exact parameters of the compensation package?
The PropertyLearn about the hotel’s structural organization. It will provide you with unmatched insight into the hotel owner(s) and leadership’s minds, as well as how they regard the hotel and its workers. Questions about why they believe visitors come to their hotel, what the exit strategy is, and whether they have a leadership succession plan, will give you valuable information you can use to evaluate the offer.
Questions to ask about the hotel:* Have there been any recent structural changes, reporting changes, or realignment of business units? * What is the ownership’s end-game/exit strategy? Are they looking to grow, maintain, or sell? * Why do visitors come to this hotel? What’s this hotel’s key differentiator/value proposition in the market? * What is the financial health of the hotel? * Have there been any recent leadership changes? * Do you have a leadership succession plan? * What types of personalities flourish here? * What is the hotel’s current strategic plan for the future? * What training and development, if any, do you offer your hotel employees?
The IndustryWhether you’re simply moving hotels or completely switching into the hotel industry, questions regarding the hotel industry will give you insight into how they view the future of the hotel industry, and how they plan to outperform the competition and continue to grow.
Questions to ask about the industry:* At what stage of the industry lifecycle do you see the hotel industry? * How do you address the impact of the competition? * Who are your biggest competitors in the hotel industry?
Asking the right questions will provide insight that will convince you that this is the right (or wrong) opportunity for you. Whether you receive full responses or “we cannot disclose that”- type of responses, it’s asking the tough questions that will help you in your pursuit of the ideal next role.
Are there any other questions you would recommend adding to this list?
The post Hotel Executives: Questions To Ask Before Accepting the Offer appeared first on Joseph David International.
Does your organization have a good candidate experience? This isn’t just a common buzzword, it’s one of the most important factors in attracting quality talent.
Making sure candidates have a great experience is a constant for attracting the best. However, the method for providing a fantastic experience should be ever-evolving.
High-touch candidate care use to only be reserved for “hard-to-fill” professions. Now that hiring has become a challenge for many companies, there is an increased need to elevate the hiring experience.
Here are 3 ways your organization can step up the candidate experience…
Screen from the get-goThe screening process doesn’t begin with a phone call. It begins with your first point of contact. Many hiring managers use phone screens to “filter out” job candidates who don’t satisfy the basic requirements for a position or to get to know a prospect better. However, a screening call is not always the most efficient approach to narrow down many applications. The email correspondences you have prior to the call should be purposeful.
By including screening questions in the application process, you can make sure that your applicant pool is made up only of people with the fundamental qualifications. Bonus points if you use a recruitment team to do the work.
Make the job opportunity easy to findCareers pages are frequently tucked away in obscure places. Make it as discoverable as you can. Applicants will be appreciative that they don’t have to search through your sitemap and understand that you respect your hiring process enough to put it front and center.
If you are working with a hiring team, you’ll want to make sure that your headhunters understand the landscape. Each industry is different, so it is always a good idea to hire a recruitment firm specialized in your niche. Finding executive talent in the hotel industry is different from finding part-time employees in the food industry. When you work with a team that truly understands, they will be able to expedite your search to the next level.
Make it quickSpeed does not have to come at a price. Many companies are afraid to shorten the hiring process because they want to make sure that they are making the right decision. They want to reevaluate their options and interview as many potential candidates as humanly possible.
Speed may not come at a cost, but you know what does? Time.
If you are taking weeks dragging your feet through the mud, you will lose quality candidates. Time kills deals. The best thing you can do is focus on efficiency. An efficient hiring process doesn’t take months and doesn’t involve 10 interviews. If you hire the right recruiter, ask the right questions, effectively screen candidates, and get your opportunity in front of the right faces; you’re set up for success.
With this, you can keep using skills assessments as a screening method. Especially if they can gain something back from the results, like a skill evaluation or a personality test.
The post 3 Ways You Can Elevate The Candidate Experience appeared first on Joseph David International.
Your chance to make a strong first impression and score an interview may rest solely on one thing: your LinkedIn profile. Therefore, it is worthwhile to spend some time crafting your account.
We’re an executive recruitment agency; we can admit that LinkedIn is one of our favorite talent-searching tools. Even if you choose not to spend a lot of time on LinkedIn (or any time at all), it’s worth optimizing. You never know when you may want to expand your network, connect with a colleague or apply for a new role. Unfortunately, when you forget to fix your profile, things can fall through the cracks.
Here are a few things you should omit from your profile.
High school jobsUnless you just graduated high school or are fresh out of college, you don’t need to include the part-time gigs of your teen years.
An unprofessional profile pictureProspective connections are going to see your picture first. Ideally, you already have a professional headshot as your profile photo. If you don’t have a headshot, don’t fret. You don’t need a professional photographer, a fancy backdrop or a ring light. An iPhone in portrait mode can do wonders for you.
If you don’t have a picture, they’ll assume it’s an inactive profile, so add one.
Politics and polarizing commentary Are you a politician or activist? Do you work for a company with a strong and affluent political affiliation? With a few exceptions, LinkedIn is solely a platform for establishing connections with professionals and it’s better to save the rest for Twitter.
Your connections need to be able to view you without bias. You aren’t always going to work with people that align with your beliefs. Political LinkedIn posts are just going to alienate prospective connections.
Lackluster phrasesIf you aren’t putting it on your resume, don’t put it on your LinkedIn. Infamous buzzwords are infamous for a reason. In your summary, you can delete anything along the vein of:
- Self-motivated
- Team player
- Experienced
- Accomplished professional
- Results-driven
They’re clichés. Whatever advice you apply to your resume, incorporate it into your profile.
Personal informationIf you post on LinkedIn, it can be nice to give people a small glimpse into your life every once in a while, especially if you’re in an executive role. Outside of the more occasional post, things like your date of birth, address, ethnicity, and any other personal information don’t need to be listed on your profile.
ParagraphsAvoid the paragraphs and go with some bullet points. Just like your resume, you don’t want your audience getting blurry-eyed reading your content.
Age identifiersThe truth is, people don’t necessarily need to know what year you graduated from. The positions you had back in the 80s can distract from the most valuable information. The goal is to get your foot in the door and prove yourself to be the best candidate regardless of age.
JDI is the trusted resource for talent in our industries, with decades of expertise in executive search placement. Learn more about JDI here.
The post Delete THIS from Your LinkedIn Profile appeared first on Joseph David International.
By 2035, the number of people 65 and older is expected to surpass that of children under the age of 18. The requirements for senior living are changing as the baby boomer generation ages. Senior managers are bringing hospitality to senior living.
Retirement is becoming luxurious.
One way they’re achieving this is by emphasizing upscale experiences. These communities provide a continuum of care, allowing people to age without having to worry about rising costs or relocating. These communities provide services comparable to those of a high-end resort, boutique hotel, or even a cruise ship. As a result, they are not suitable for everyone. Retirement is costly. These high-end services are out of most people’s budgets, but the standards remain high.
Regardless of whether your senior living community is upscale or not, there are several ideas that senior living communities can (and should) pull from boutique hotels. Being that we work with both, here are the trends to follow…
Elevated design choicesOne of the most notable aspects of a boutique hotel is the design and aesthetics. Unfortunately, the trendier it is the more dated it will become later.
There is a fine line between being trendy and being timeless. The property will have a stronger brand identification if you discover a designer that can strike the appropriate mix. Even though it’s tempting to imagine that trendiness doesn’t matter in senior living communities, seniors still desire a location that they can call home. Their adult offspring are often decision-makers and will choose the slicker option. It’s time to get rid of those beige walls.
An improved dining experienceAnother chance to satisfy resident needs arises during mealtimes. According to the Elderly Lifestyle article, senior residents are increasingly choosing restaurant-style dining over bland cafeteria-style meals. Instead of adhering to the rigid schedule of breakfast, lunch, and supper, many facilities are now including convenient bistros and cafes that serve healthful snacks and coffee options all day long.
Personalized carePersonalization is the hallmark of upscale service.
This can entail individualized services, packages, and amenities for a hotel. Unfortunately, there isn’t much of a distinction in elder life.
Standardized care will eventually become obsolete. Every community should take initiatives to support the specific interests of its residents. Whether they choose to remain socially active, pursue high degrees of independence, participate in specific programs, or attend events. Everyone has distinct needs, and your community should figure out how to provide them.
Everything is “convenient”Outside of the advancements that communities have already started – like telehealth and smart technology, convenience technology is also rising. More and more boutique hotels have started using things like beacon technology to cater to their guests. Beacons use proximity technology to detect human presence and trigger automation that delivers informational and personalized experiences.
Location matters (more than you think)Many retirees, like hotel guests, choose their community based on its location. Active seniors desire to travel and go on frequent outings. Throughout the week, the best senior living facilities provide transportation to sites of interest. Even if your neighborhood isn’t in a popular area, think about what will pull people in. Some people prefer the small-town environment. Others want to live near museums and stores.
If you’re looking for a senior living or hotel professional to elevate your brand and bring hospitality to your senior living orginization, reach out to one of our recruiters here.
The post 5 Ways to Bring Hospitality to Senior Living appeared first on Joseph David International.
Here’s the thing— 84% of job seekers say that the reputation of a company plays a big part in their decision to apply. (TalentNow) The war for talent is still being fought, with a hot labor market that still favors job seekers despite the cooler economy. That being said, reputation management and branding is a top initiative for most companies.
Given the finite number of truly exceptional people who can contribute to your organization, it’s critical that you can differentiate yourself from the competition in both luring new talent and retaining the team you have. These are the steps you should take to build a successful branding strategy to attract the best candidates.
1. Clarify who you want to appeal to A mistake that many companies make, is they attempt to be the “best” company to work for.
That’s right. You do not need to be the best company to work for.
It’s about clarifying for whom it is a great place to work. When you broaden your net too wide, you end up weeding through the wrong audience. One person can find themselves struggling in one company, while wildly succeeding in another. One person may value flexibility, while another is looking for growth opportunities. Phenomenal talent doesn’t come in one shape or color, meaning that you need to understand the DNA of your own organization in order to bring in the right people. If you have the opportunity to work with a recruitment firm, they can help the team get a pulse on the right candidates to rope in.
86% of HR professionals believe recruitment requires equal footing with ‘marketing’. To keep you in the minds of candidates and enhance the sense of community among your current teams, your employer brand strategy must work hard. (This means that the external recruitment firm you select for your job search, should be carefully chosen.)
2. Use and gather data No matter the size of the company, data should be gathered from meetings, exit interviews, surveys, and new hires. Data can determine what aspects of the employee experience are most valued in order to develop sincere internal and external messaging. You can also use this information to find issues that might be hindering your ability to draw in and keep talent. If you’re a larger company, you can do this by conducting internal surveys. If you’re a smaller company, you can hold open meetings with your teams. Once you can address these issues as part of your unified employer brand strategy, you can start making changes.
3. Create an Employer Value PropositionYour promise to current and potential employees is known as your employer value proposition (EVP). What you have to offer is what will compel them to want to join your team, and as such, it serves as the cornerstone of your employer branding strategy.
Consider it a contract between a prospective employee and an employer. What can your business and culture give them in return for their abilities, knowledge, and experience? What does your company offer that makes it desirable?
This can be broken up into 5 categories:
- Compensation: Salary satisfaction? Bonuses?
- Benefits: Time off? Insurance? Holidays?
- Career: Professional development?
- Work Environment: Strong work-life balance? Autonomy?
- Culture: A thriving workplace culture? Support?
The majority of employer branding strategies ought to include a mix of these. But in addition to these benefits, you should also consider your company’s core principles.
The post Employer Branding: 3 Steps to Build a Successful Strategy appeared first on Joseph David International.
When employees say they are considering leaving for another job, companies are usually hesitant to make counteroffers. Most people who accept counters end up leaving within the next six months regardless, so it seems impractical for managers to offer them up. However, because they don’t know if they’ll be able to locate excellent replacements soon, companies have been more eager to throw out a counteroffer…, particularly to highly skilled employees. There have been instances where counters promise as much as 100 percent wage raises to those who threaten to leave.
The truth is, a better-looking paycheck is no supplement for things like bad management and stressful culture. So, if you’ve considered leaving your job, received an amazing offer, and are getting a counteroffer, here are some reasons you shouldn’t take the offer.
The growth potential of your role is likely stunted You may feel apprehensive about putting in your two weeks if you’re loyal to the company you’re working for. Perhaps you’ve maintained your role throughout the pandemic, or you have positive relationships with the team. If you are leaving entirely for salary reasons and you have a job offer, it may be worth trying to be transparent about your motivations; as long you are 100 percent ready to potentially leave.
In other words, you can explain to your boss that the main reason you’re exploring another job is to earn more money. You can let your employer know that while you love the job, you have received an offer that is hard to pass up. You can ask if there is any way you can figure out a way to make it work. Unfortunately, no matter how good your relationship with your employer is, if you receive a counteroffer in response to your resignation, your loyalty as an employee will be called into question both then and in the future.
This can go either way and it’s important to evaluate the relationship you have with the team before making this type of negotiation. Right now, there is a push to make our jobs/careers more social. The emphasis on a positive and tight-knit work environment can make these kinds of decisions more personal than we’d like to admit. Whether you want to call it “office politics” or the “work culture”, even with a counteroffer, your manager could harbor resentment towards you. You need to ask yourself: Will my managers hold this against me in the future? Will this impact my growth with this organization?
You shouldn’t quit to affect change Are you leaving because you’re undervalued? Do you feel burnt out? Are you struggling with a specific employee? Most importantly, does your boss know about these issues?
Waiting until you get a new job offer to express your dissatisfaction can feel like a slap in the face for employers. While there may be risks in voicing your worries, as long as you keep the conversation focused on your professional development, your boss should be supportive. If they’re not, then your decision to leave should be solidified. If you feel like you’re being taken advantage of, it’s important to determine how intentional your employer is with their management.
Know your reasons and stick with themMake a list of your reasons to quit beyond salary. Sometimes, there is nothing to fix, especially if you’re leaving for career advancement or the opportunity to work for a company with a well-known brand. In those cases, it may be best to avoid the counteroffer altogether. It’s pointless to devote time and energy to something you don’t want to do. So, before accepting a counteroffer, consider why you wanted to leave in the first place.
Remember that while a counteroffer may result in an immediate salary increase, it also announces your intention to leave. With that, there are immediate and residual consequences. Before you go in pursuit of a counter, you will need to weigh your options.
The post Reasons to Reject the Counteroffer appeared first on Joseph David International.
Whether you are a recent graduate or a seasoned pro, there are some questions you can and cannot ask during an initial job interview. Some questions should be made to the recruiter or hiring manager, but they shouldn’t be made while seated in front of a potential general manager or department head. On the other hand, you can make several questions that will alert your interviewer to the fact that a potential all-star is seated in front of them.
Don’t ask….“Please tell me what this company does? Who are your competitors?If anyone, ask your recruiter this. Do not ask questions that can and should be answered with your own due diligence. For instance, asking the interviewer who they consider to be their biggest competitor shows you never even researched the company. Take the time to do your own investigations to answer questions such as this.
“What kind of PTO do you offer?”Save salary and vacation questions for later. Your recruiter should get you in the loop and make sure they’re meeting salary expectations before pushing you forward. This is important information, granted, but asking your direct boss this question is simply not the time. At some point, you will be meeting with HR to discuss a job offer, which is when benefits and salary can be addressed. However, feel free to reach out to your recruiter with these types of questions.
“Do you have a lot of turnover?”If you happen to notice significant job openings within the company or have read news stories about layoffs, it can be a very tricky situation. You obviously want to understand if you are on the firm ground coming through the door, but that first interview is not the time to ask about it. Again, once the offer is received, this can be discussed with your director, department head, or HR prior to accepting the offer.
“When can I expect to get promoted?”Finally, don’t get too pushy when it comes to promotions. Again, you want to work for a company that promotes upward mobility, but it can come off almost as being entitled when inquiring about a promotion before you ever punch the clock for the first time. Instead, you can ask, “what does growth look like at this company?”
Do ask…“How could I impress you in the first six months?”Understanding the expectations of both the company and your direct boss is very reasonable during the interview process. An interviewer will often ask where you see yourself in six months, so beat them to the punch. Find out your interviewer’s expectations of the candidate coming in the door and what you will need to do in order to meet those expectations.
“Can you tell me more about the team I would be working in?”Try to ask questions about departmental cross-training or collaboration. Is this something that is encouraged at the property and exactly how do they go about making this happen? In this industry, your job description is merely a guideline to the position, not written in stone. This could be both an area of concern and/or opportunity, depending upon your mindset walking through the door.
“Can you describe the working culture of the organization?”Dig deeper into the company’s vision and mission statement. Get a better understanding of the company’s core values and how they are used to influence staff members. More importantly, make it clear you share those same values and want to be part of that “type” of company.
Are you having problems finding the ideal opportunity to showcase your skills and talent in the hospitality/senior living industry? Did you know Joseph David International is one of the top executive recruiters in the country? As such, we have opportunities with companies around the country looking for candidates just like you! For more information about our candidate services or to see current opportunities available, click here.
The post Are you asking the right questions after your interview? appeared first on Joseph David International.
It’s easier than you might think.
The “cancel culture” we live in doesn’t only apply to celebrities and influencers. People have gotten fired over things deemed trivial on their personal social media accounts. People get blacklisted for exaggerating on their resumes. Larger corporations have had their email system hacked, leaking thousands of private emails, resulting in many people getting (you guessed it) fired.
Now, it’s clear you can’t sustainably walk on eggshells for the remainder of your life. Everyone makes mistakes, it’s a part of life.
That said, certain things are entirely in one’s control. In an effort to not become a cautionary tale, here are 5 incredibly common ways people accidentally ruin their careers.
1. Burning bridgesIt seems like we live in a big world… but in reality, we live in a small world. Our planet is shrinking by the minute in our digital age; everyone knows everyone. So, the next time you throw in the towel and quit without notice, start a fight with a coworker or yell at your server, remember that you may have created a butterfly effect. LinkedIn itself is founded on the “degree of separation” idea. Everyone is six or fewer connections away from each other. Even just a quick scour across the networking platform will prove this to be somewhat true, with everyone just a connection (or two, or three) away.
2. Over-promising before under-deliveringIt’s tempting to push projects that offer unrealistic launch dates and optimistically high sales numbers. If you promise to do something ridiculously fast and only miss the deadline by a few hours, you’ll think you did well because you still delivered quickly. But once you make a promise to someone, whether it’s a client or your collogues, they expect nothing less. People who continually give unmet promises prove to be unreliable in the long haul. Nobody will be able to take you seriously which will inevitably damage your career.
3. Not embracing changeThis is especially true for people that have served their company for years. The motto “don’t fix what isn’t broken” may be hurting you. Depending on what industry you’re in, change may be knocking at your door… and if you aren’t answering it, well, you likely cost your organization money. The most successful employees are the ones that can adapt to change. The inability to do so will make you a less desirable candidate for future opportunities and cost you promotions at your current company.
4. Engaging in office politicsOffice drama is never worth it. Spreading rumors, getting involved with gossip and alienating coworkers rarely result in anything positive.
To complete tasks at work, you must interact with numerous people. It can be easy to place the blame elsewhere if the project comes up with errors. Blaming others will not only result in an ineffective solution to the issue, but it will also make you appear unprofessional and incapable of accepting greater responsibility. You risk coming out as a whiner and possibly alienating some of your coworkers if you spend all of your time criticizing others for problems rather than seeking for solutions.
5. Always job hoppingThree jobs in six months? There is merit in job hopping and the best advances you make in your career will probably be a result of job hopping. However, there is a time and a place. It should not be the only way you are making career advancements. Job hopping should be strategic and intentional. If it’s not you’ll appear like you lack the commitment to future employers.
The post 5 Ways to Ruin an Amazing Career appeared first on Joseph David International.
Executive leadership is the organization’s backbone in the hospitality industry, being in charge of companies, teams, people, and results. Any luxury or destination location cannot succeed unless key professionals with the necessary skill levels are in place. Those who lead organizational processes, such as managing and directing employees and establishing key organizational goals, must be able to communicate, connect, and innovate. Every hotel executive leader needs specific traits to succeed in their role.
The traits every hotel executive leader needsAny organization in need of executive leadership – or any type of management – must have a strong foundation for success. Establishing a few key components before launching any type of executive search is important.
Acts as a solid communicator
Outline what specifically is the company’s need beyond filling a position. What traits does this individual need to possess to move the company forward? Experience is a given, but what about drive, a team-builder or strategic acumen?
Has the ability to boost morale and set the culture
To lead effectively, executive leadership must set the tone for the rest of the management team. Having the ability to connect with employees, listen to them, and guide them in a positive,people-first manner, is important. A profit-focused manager could hurt hiring potential.
Innovative: develops new ideas
Executive leadership must also create an atmosphere of innovation. They must encourage and develop new ideas within people management and facility management. Even if the leader isn’t capable of creating enough innovative ideas themselves, they should foster an environment of growth and development, and encourage team members to stand out as an individual, in order to stimulate overall improvement and a rise in the profit margins of a location.
When it comes to executive leadership recruiting in the hospitality industry, not just anyone will fit the bill. It’s essential companies spend some time outlining who they need to take their organization to the next level. Leadership doesn’t just manage the books, but creates the image of the company and establishes the location’s ability to compete in a highly competitive marketplace.
What are you doing to enhance your executive leadership? Is it time to onboard new talent? Before you move towards recruiting executive leadership for your hospitality business, create a game plan that outlines what key skills and abilities your next leader needs to have.
The post 3 Traits Every Hotel Executive Leader Needs appeared first on Joseph David International.
Top performers come and go in the blink of an eye, and the speed with which you hire will determine whether or not you get your pick of the best candidates. The best applicants will take advantage of your competitors’ speed and efficiency, while you’re busy planning your next interview. Your hiring process could be ruining you.
Candidates are no longer willing to “work through the process” to find their ideal job. Currently, the best candidates are off the market within 10 days. Unfortunately, many hiring managers miss out on this pool of viable candidates when they spend weeks, even months, going through hundreds of applicants. Here are some reasons you need to get the ball rolling on a revamped hiring process.
They already received an offerTop applicants become more expensive the longer they stay in the job market. Because competitive bidding hasn’t begun when a top applicant has just applied, you want to move the process along swiftly. If you can land them before they hit the job market, you’ll save money because, by the time you’ve made an offer, they may have already accepted a different position.
They’re looking for full transparency on the role they applied for“Be extremely clear about your expectations. This is particularly important for younger generations who want a better work-life balance than their parents. Outline what a typical day and week look like for the person in the role you’re hiring for. How much time is spent in meetings? How much will they really be expected to travel? How much overtime do they truly have to work? Will they be expected to work on weekends? The answers to these questions should be given to any potential hire so they know what they’re getting themselves into if they accept the position. It’s better to be honest and have people self-exclude themselves from the job than it is to hire someone, train them and have them quit after a few months. Be honest about expectations and you’ll find the right person for the job.” – Jonathan Prichard, MattressInsider.com (from Forbes)
Transparency should be expected. Be honest about everything from the candidate’s expectations to the timeline. It’s unlikely that your organization is intentionally misleading candidates and there’s a good chance that miscommunication or misunderstandings are at fault for any discrepancy. The perfect time to create transparency is now.
If you are unsure about your timeline, create one. Just as with any goal, it is oftentimes impossible to accomplish things in a timely manner when there’s no standard for the team. Streamline your process to prevent candidates from losing interest and moving on. Many candidates are going to ask about your timeline at the end of your interview. If you’re answering with a “We are willing to wait as long as it takes, we don’t really have any deadlines”, there is a problem.
They want a written offerSo, you’ve given them a verbal offer. That’s good enough to buy you some time, right? Wrong.
If you’ve provided a verbal offer, you need to get the written offer back to them within 24 hours, ideally, on the same day that you spoke to them. Nothing is ever official unless it’s in writing. Candidates are keener on competitive offers that are typed out. There needs to be no confusion between the hiring manager and the candidate.
The process has a lot of unnecessary elementsThis is one of those situations where you need to make time to save time. Identify why the process is taking forever in the first place. Is it because you have too many interviews? Is it because you aren’t using a recruitment firm? Is it because the candidates are ghosting? Managers can’t complete their managerial work when the process is taking an eternity. The entire recruiting process will suffer, which takes the manager and recruiter time while amping up the initial hiring costs. Dedicating concentrated time, in the beginning, is almost always worth it. Candidates are certainly expected to make time to interview, and so should management.
Slow hiring doesn’t attract the bestSlow hiring cuts out the best. Top talent is rarely available after the 30-day mark because of alternative offers they’ve received. Passive candidates will be unwilling to wait and oftentimes they’re the most qualified candidates. If these lower-quality hires stay, the cost of low-performance work accumulates fast. Just as bad, if they quit or get fired, you’re now back at square one.
Outsourcing to a recruitment firm can widen the talent pool and increase your hiring speed. At JDI, we offer quality candidates after just 3 business days. Ready to fix your hiring process? Reach out to one of our recruiters here.
The post Candidates Are Dropping Out of Your Hiring Process, Here’s Why appeared first on Joseph David International.
As a team leader, it’s a general rule that you should never make broad assumptions… about anything. However, some assumptions are more dangerous than others— especially in senior living.
“My way is the right way”Be open and listen to suggestions and if it is an approach that has not been tried before. There will be times when you simply don’t know how to do a duty your staff is tasked with, so don’t be shy in asking for help. You might actually be surprised at how good it makes your staff members feel to know they helped contribute to your education in the industry.
“My team isn’t goal-oriented”Surprisingly, the senior living industry is a goal-oriented business. Everyone gets a budget with goals they must meet, whether they work in sales, the medical team, or operations. This determines your bonus, next year’s budget, and whether or not you keep your job. The most important question is whether your staff is aware of your facility’s goals. The goals you set for yourself and the company will have an impact on the goals that your employees set for themselves. It will also have an impact on whether or not the team meets expectations.
This can be accomplished by holding full department meetings once a month and having all department heads and above meet weekly. Goals are clearly stated at these meetings.
“Everyone knows their job and what’s expected of them”Every team member has a role to play in achieving these goals, but do they actually know what that role is? Your banquet housemen are responsible for department cleanliness, but have you actually explained the cleanliness standard to them? In addition to the initial training, it is up to you, as the manager, to ensure they are always up to standard and to provide additional training as needed.
“Nothing motivates the team”We all assume everyone will find the same things motivating them that motivate us, but that is not often the case. One employee may find monetary rewards the biggest motivator while another may find swag or a simple thank you as a motivational tool.
This is an easy one to fix, though, because all you need to do is talk to your employees. What is a sporting event you have never attended that you would love to go to? Do you have any restaurants you would like to eat at? What would make you think you were more appreciated here at the job? Questions like that will uncover a bevy of motivators, all of which you can use to improve morale.
The post 4 Assumptions Senior Living Managers Should Never Make appeared first on Joseph David International.
Effective internal communication is everything. It’s how we collaborate, share information and move the needle toward effective change.
Having good communication practices in your organization will help you overcome almost any challenge. Companies with excellent practices have higher productivity, profits and morale. Unfortunately, many fall short, resulting in an unengaged team that’s not incentivized to meet their goals.
The good news is, nothing can’t be fixed. The first step is identifying where the problem starts.
Common Mistake #1: No clear lines of communicationMost companies have the “conventional communication” approach. This is where top management communicates with front-line personnel in a trickle-down fashion. The issue with this? It results in inconsistent and misplaced information that becomes a game of telephone.
Having open channels of communication makes it simpler to complete tasks and helps you steer clear of misinterpretations. Everyone will be able to perform their duties effectively if they are aware of their place in the larger system.
It’s better to have a culture that is open and shares bad news than one that withholds information from employees. Fostering a culture of skepticism and mistrust will erode your employees’ trust. It’s not worth the damage it brings.
Common Mistake #2: Not using the right toolsHow does your team want to be reached? Which communication method do they prefer? Seems common sense, but using the wrong channel of communication is common and causes delays in communication… frequently.
Here are the facts. Two coworkers may believe they are communicating effectively, all while completely misunderstanding each other because they use different communication methods. Working with different personalities necessitates excellent communication skills in order to keep workplace conflict to a minimum. Different generations (Boomers vs. Gen Z for example) may have different ways of sharing information. It doesn’t mean that they aren’t communicating, but rather that they’re not reaching the intended audience. Uing the appropriate communication tool for the job is the best way to avoid communication issues.
When you need an informal back-and-forth conversation with a coworker about something quick and straightforward, use a simple tool like email or text messaging. Use an app like Slack or Teams instead if you need more info or want to include someone else in the conversation. Every team is different. Know what works best for the company.
Common Mistake #3: Forgetting the balanceEfficiency and overall job quality are both at risk from poor communication. Errors are inevitable when instructions are not given clearly. However, if done right they remove the need for clarification and issue correction.
It’s crucial to pay attention to what’s going on whether you’re speaking to just one person or hundreds of people. The team could become perplexed about roles and responsibilities if you under-communicate. Simultaneously, your team may grow disheartened by needless effort or overburdened by too many meetings and updates if you over-communicate. Communication should be succinct, concise, and direct.
The post Do You Make These 3 Common Communication Mistakes? appeared first on Joseph David International.
To deal with today’s talent crisis, we need new tools to identify future-ready talent. Step number one? Finding the right talent.
In order to navigate this current talent crisis, we need to understand why it’s happening in the first place. Here are some things every organization should put front-of-mind as of 2023.
Speed > Extensive Searching The biggest hiring trend for 2023 can be summed up with one word: speed.
The threat of a recession, talent shortages, and looming geopolitical tension is… stressful. We feel bogged down and the hiring process is a glacier of its own. The last thing candidates want is a process that takes four months.
With the talent shortage expected to persist into this next year, candidates will have no qualms about ghosting hiring managers if they are not QUICKLY hired. (We can help with that.)
Well Rounded Benefits > Salary Work is not the center of everyone’s world. Every talented individual has concerns and interests outside of their jobs. Work can help them empower the other half of their lives.
A big mistake hiring managers make is putting value solely on the salary. Compensation level is certainly a huge factor that has contributed to many jobs staying unfilled. Beyond facing the repercussions of economic inflation, workers are unsatisfied with the actual growth trajectory of their roles. With many businesses still picking up the pieces from the past two years with many companies are still in “repair mode”. This doesn’t leave a whole lot of growth for the organization and in turn, doesn’t leave a lot of growth for the employees.
Meeting Expectations > Overemphasized Job DescriptionsWorkers want better working conditions. Just as importantly, they don’t want to be mislead before being onboarded. This is a large reason for the talent crisis.
Back in 2020, the virus opened the door for many companies to lower working conditions while trying to maintain standard protocol. Tough and difficult choices were made, and as a result, many employees came out of the pandemic feeling used. The peak of the virus has ended, so if the status quo didn’t evolve in the past year, it’s practically guaranteed that people will leave. It’s no surprise that companies that cut down salaries are struggling to bring in additional talent.
Flexible roles > Rigid roles Flexibility is, once again, a theme of this year. A large percentage of company leaders realized that they didn’t need to be confined to an office to complete their job. With a new wave of remote work, companies that are unable to keep up the pace, are also not going to be able to keep up hiring-wise. It’s much harder for employers to justify an office presence when employees are able to work remotely.
Companies can’t go back to the old ways of doing business. In order to keep up with today’s market, employers will have to adapt to a new world of work.
The post Understanding the Talent “Crisis” and Trends of 2023 appeared first on Joseph David International.
New year’s resolutions are usually forgotten within the first month. “Eat healthy.” “Workout more.” “Become financially literate.” These are all things we say we’re going to do, but we don’t always follow through. That’s why it’s essential to set specific, achievable and realistic goals. Approximately 40% of Americans set annual goals for the new year. Consider going beyond popular personal resolutions like exercising more frequently this year. If you’re a hiring manager, consider introducing one or more of these New Year’s resolutions to your list.
Speed up your hiring processYou can have hundreds of top contenders in the pipeline, but lose them all in a matter of days. A faster hiring process will bring higher response rates because candidates will be excited that you are responding to them efficiently, which will keep them engaged. It’s important to note that candidates have less time to reconsider if the time between the interview and the offer is shortened. It also gives them less time to interview elsewhere or listen to counteroffers from their current managers. You can cut your timeline by automating tasks, using a recruitment firm, embracing flexible interviews and making your application process as simple as possible. Make it a goal to audit your hiring process throughout the entire year to ensure that it is a positive and successful experience for hiring managers and candidates alike.
Start checking references The majority of companies USE to do reference checks. However, many companies have put that process on the back burner. It’s time to bring the reference check back. Why? You don’t want to start a relationship with someone who’s untrustworthy. A good candidate will be forthcoming about their experiences during the hiring process. Even if someone looks good on paper and they’re able to talk up their career successes – they may be leaving out key details. Check with their former employer and verify their credentials. Some people are fantastic interviewers. Selling yourself is a skill that doesn’t always reflect reality.
Find a quality search committeeQuality hiring managers will pick quality candidates. When you’re assembling a search committee, you don’t want to have too many cooks in the kitchen. Including current staff members can temporarily boost morale, but it can also cause a shift in the power dynamics of the community. Alongside this, some communities may consider putting their previous ED on the search committee. This can be helpful as they’ll have a deeper understanding of what the job actually requires. On the other hand, unintentional biases can sway the process in the wrong direction. We, obviously, are going to recommend that you use an executive recruitment firm to find your talent. Recruitment firms can leverage their talent network to pull from. All of our recruiters have a deep understanding of how their organizations operate. (P.S. If you’re looking to hire an Executive Director, contact our recruiters here. Follow our LinkedIn here.)
Be selective (and set a candidate profile)For a single opening, you shouldn’t be bringing in dozens of applicants to interview. Even if they’re all great, you’re not going to be able to keep track of them. The more applicants you see, the easier it is to forget the notable qualities of everyone.
Pick out your top five applicants. The goal is to get the applicant through the chain. If they’re stuck at a standstill because you’re busy weighing your other options, chances are the A-players aren’t going to wait. Most people aren’t willing to wait a month for a second interview.
Adopt a people-first cultureWhile all leaders want to expect excellence from their employees, that doesn’t mean it should go without being noted. Not only should top executives be rewarded, but also front-line employees who best represent the organization’s values. When managers champion their top performers, it encourages the team to pick up the slack when needed. Your team is your company. Your focus should start with making sure your team is happy and engaged with their job.
The post 5 New Year’s Resolutions for Hiring Managers appeared first on Joseph David International.
Hotel management and executive positions are now more competitive than ever. With so many new faces in the industry, the competition for executive-level positions is even more fierce. Those high-level positions are hard enough to find, let alone win when you are faced with a big field of candidates. Add in the fact more people are willing to relocate for the right position, and that competition is ever fiercer. Even so, there are a few things you can do to make sure you stand out from the crowd.
Know the hotel’s challenges beforehandThis information can be hard to come by if you do not have an inside source. To that point, it is why it is very beneficial to be working with a hotel recruiting company. Hotel recruiters are well-versed in all the issues the property is currently facing. They will share that knowledge with you so you can develop a potential game plan to present during an interview.
Some of the potential challenges faced when starting a new position would be:
- How can you reduce employee turnover?
- How can you help to improve labor costs?
- What out-of-the-box ideas do you have to help improve the online presence of the property?
Offer solutions to reduce employee turnoverIt is no secret turnover in the hospitality industry is almost double that of virtually every other type of business in the country. Many of the positions offer low pay and hard work, which does not appeal to a large sector of the population. The challenge hospitality managers face is how to make these individuals want to actually to come to work. How can you make their job enjoyable? How can you keep your staff motivated?
Focus on improving wasteBe it wasted labor, food, or beverages, there is generally a significant amount of waste in this industry. Take the time to actually visit the property during a function or check out the hotel bar/restaurant and make observations about obvious wasteful procedures and/or habits you see in place. Then, come up with ideas on how to improve these areas. This not only showcases your management capabilities but also shows you actually cared enough to take the time to investigate the operation to see how you could improve it directly.
Develop an Online PresenceConsumers today rely on tech for virtually everything they do, which includes booking rooms and researching hotels and restaurants to spend their travel dollars. Regardless of your department, there will be ways to help develop the online presence of the hotel to help bring every facet of the operation to the forefront of consumers’ attention when they are online.
While social media and online advertising are the predominant ways hotels are drawing in new guests, hotels are still not dedicating enough focus and resources to promoting themselves online. The manager that comes aboard with a realistic plan of attack can end up being a superstar for that organization.
Are you looking for that next great opportunity? If you are not working with hotel recruiters, you may be missing out on dozens of possible opportunities available to you, which is why you should be working with JDI, one of the top-ranked hotel recruiters in the country. For more information about our candidate services or to see some of the opportunities we currently have available for executive hotel managers, click here.
The post Stand Out During Your Hotel Management Interview appeared first on Joseph David International.
The competitive landscape for talent has evolved dramatically in the past two— almost three, years. We’ve gone through hiring shutdowns, hiring waves, hiring shortages, and everything in-between.
So how can you find talent when the landscape keeps changing? Many companies rely on job boards like LinkedIn and Indeed. However, when the market becomes saturated, or alternately, becomes stretched thin, are you finding the right people?
Don’t waste your time. If your organization is using job boards, here are some questions you should ask yourself:
1. Are you targeting the right people?Determine what value you bring and how that will impact your target demographic.
While you already know the talent gap you’re facing, consider what your candidate needs. Are you looking to fill in a temporary position or is this long-term? The value of job stability will take you far. On the other hand, task force work may be perfect for those seeking a temporary solution. If they’re fresh graduates, that may also be a way for them to get their foot in the door.
More importantly, are those people going to find your job ad? Are they going to be interested enough to apply? Passive candidates do not use job boards.
Passive job seekers are people who are currently employed and are not actively looking, but would be interested in a good career opportunity if one presented itself. Many employers target passive job seekers because they want candidates who have a good work history and are happy and successful in their jobs. Oftentimes, there is a shortage of qualified candidates to fill critical roles, and finding and successfully luring passive job seekers is critical for organizations in a tight labor market. Even when people start applying, targeting the right candidates eliminates the hassle of shuffling through thousands of resumes.
2. Are you embracing digital?There are many demands to juggle. Even just a decade ago, it would be hard to believe that we would have remote doctors. The remote workforce is here and it’s here to stay.
Many organizations, especially ones like senior living and hospitality, have recently started making huge leaps in adapting to technology. These new innovations can enhance your hiring process and give you a leg-up on competing companies. You can also attract a new pool of talent by advertising that the role has a remote or hybrid element.
3. Do you have a clear mission/vision?People are hesitant to work for different organizations after the pandemic. Especially if your company experienced layoffs during that time, it is important for employees to feel like they’re valued within the company. Word gets around, so even if you don’t have an influx of negative Glassdoor reviews, you still need to build that positive momentum.
The most effective public relations campaigns involve human interest. Reach out to local news outlets and pitch a story. Work with any local organizations or non-profits? How are you keeping up your team’s spirits? Do you have any employees that have gone above and beyond? Highlight these stories on your website and social media platforms.
4. Are you focused on your present needs?Reach out to a recruiting firm to have strategic conversations about your resource needs. Certain positions are in demand, so there’s a high chance you’ll need extra staffing during the winter months. Taskwork employees can solve your short-term hiring needs.
This is not the time to spend weeks dragging your feet through the hiring process. For non-clinical workers, it’s time to fill search through adjacent industries. With the amount of displaced hospitality talent, providers now have an opportunity to hire the best. When there’s an increased need for clinical employees, there’s no need to extend the time of these searches when there’s a large pool of talent. A recruiting firm can sift through the candidates for you.
5. Are you work with a recruitment firm?Job searching is extremely time-consuming. You’re going to need to find talent quickly and efficiently. Utilizing a recruitment firm is a solid investment when you’re dealing with an oversaturated talent pool AND a thin-spread talent pool. If you’re looking for talent in senior living or hospitality, reach out to us! You can reach out to one of our recruiters by clicking here.
The post Are Job Boards Working For Your Company? appeared first on Joseph David International.
The days after an interview can be an awkward part of the hiring process. As a candidate, you must abruptly shift from being an eager go-getter to sitting back and being patient. It’s a fine line to walk between remaining relevant in their minds and appearing overly eager. Here are some things to do and avoid during post-interview communication.
DO: Alert your referencesYou should notify your references who will be contacting them and send them an updated copy of your resume. Never assume that someone will serve as your reference without a proper heads-up. One of the best things you can do is to send over the job description beforehand so they’re prepared to speak on what’s relevant.
DON’T: Ghost your interviewer or recruiterIf you’ve decided to take another job or simply aren’t interested in the job you’ve interviewed for, please notify your interviewer and/or the recruiter via email. Ghosting will most likely come back to bite you somewhere down the road. Even if it’s a last-minute decision, communication will prevent bad karma from ruining future job opportunities.
DO: Connect with your interviewers on LinkedInYou don’t need to wait until you get the job. The connections you make with the team, including your recruiter, are great connections to have within your network. When you do decide to send over your LinkedIn invitation (which is best done at the end of the application process and after the interview), also include a personalized message with it.
DO: Respond as soon as possiblePatience is a virtue when it comes to post-interview communication. You can send them an email in a few days thanking them for the opportunity to come in and interview, but let them reach out to you with the next steps in the process. If the company contacts you, try to respond within a few hours, if possible. A maximum of 24 hours.
DON’T: Be OvereagerThis is where the balancing act takes effect. You obviously want to come across as interested, but acting too interested can rub the company the wrong way. The last thing you want is for them to think you are more interested in leaving your existing job than starting the new one. This will lead them to believe you’re changing jobs for the wrong reason. Just like in any relationship, if you seem desperate, it lessens your chances of getting the job. Give it a few days before emailing to follow up with the hiring manager, and, also, never send a double email. Be patient – understanding the process can take some time. This will send the right message to the new company.
DO: Remain CalmAfter an interview, it’s easy to get anxious. You can catch yourself refreshing your email constantly waiting for something, anything, regarding the job. This isn’t a bad thing. Obviously, if you care this much, it means that it’s a job you’re passionate about and would love to have. After the interview, particularly if it’s the final interview, give yourself 5 days to be all-in on the job. This means you’re not applying to any others, and you’re confident you are going to get the new job. If after five days you have not heard anything, start job hunting again. Remain confident that you still will earn the job where you made it to the final interview, but keep life realistic by beginning to apply for new ones. This unique process allows you to be eager and all in for that job while still remaining realistic by keeping your options open.
DON’T: Take rejections personallyLife happens sometimes and you get let down. Enough time goes by after the interview and you realize you did not get the job. If this happens, realize it is a great learning experience and just a stepping stone to that job you really want. Be sure to reach out to the hiring manager and thank him for his time and consideration. If applicable, tell him you’d love to be considered down the road for future openings, and stay in contact with him by connection on LinkedIn. Post-interview communication is often just as important as pre-interview communication, even when you don’t secure the job.
The post The Dos and Don’ts of Post-Interview Communication appeared first on Joseph David International.
You have an offer on the table. It’s almost exactly what you want. Key word: almost.
Is it better to just accept the offer? Or should you start the dialogue for a negotiation?
“Executives have mastered the art of business deals, but some don’t bargain well for themselves” especially when it comes to salary negotiations. (Wall Street Journal). Salary negotiation is a crucial skill for everyone, including executives. However, a surprising number of people stumble in negotiating job offers. Despite their significant levels of career success, some feel uncomfortable advocating for themselves, while others simply don’t understand the best ways to reach an agreement. Below is a list of the four most important mistakes to avoid when you’re in the negotiating phase.
Forgetting to do your researchMaking a plea without the research to back it up can ruin your chances. What would you think of a candidate who showed up to an interview unprepared? You’d probably quickly eliminate him/her from the candidate pool. The same is true for executives who are interviewing for a position with a new company. Before going into an interview, learn as much as you can about the company’s history and performance, the employees who work there, and so on.
Making aggressive demands too early in the processExecutives vying for higher-level positions frequently exaggerate their earnings and begin salary negotiations too soon. Before you start making demands or discussing salary, make sure the employer knows you’re qualified for the position and that you fit well with the company culture.
Giving your bottom line salaryIf you’ve already talked about salary expectations, the last thing you want to do is to give them your bottom dollar. If you give your minimum salary requirement, many hotel organizations will use that as the ceiling rather than the basement.
Forgetting to consider non-salary items during your negotiationFor many organizations, compensation will not be a barrier to hiring the right person, but there are other benefits packages to negotiate besides monetary compensation. You should have a good idea of what is and isn’t negotiable by the time you receive an offer.
There are many important tips to know when negotiating your executive salary, as well as many things to avoid. The simplest way to avoid the most common salary negotiation mistakes is to imagine how you would approach the salary negotiation process with a candidate, or how you would negotiate business with a potential client in your industry.
The post Have a Job Offer? Don’t Make These Mistakes When Negotiating Salary. appeared first on Joseph David International.
Just hearing the word ‘recession’ creates panic inside the walls of many organizations. The word has been buzzing around for the past several months and the anticipation for the new year is not unwarranted, especially considering the past three years. Being an effective leader and having strong leadership is vital.
Leadership, in its most basic and practical form, will always be about leading people to their full potential. It is not contingent on the easiest outcomes and the best leaders are the ones that are able to navigate adversarial circumstances.
Unfortunately, many companies are still recovering from the pandemic, so the frigid horizon is sending many in a tailspin. The world has become an unpredictable place, but here are some ways to have effective leadership in today’s ever-changing economy:
The bottom line isn’t the only thing that mattersWhen the economy underperforms, leaders frequently make the mistake of focusing exclusively on the short term — stats, figures, and the bottom line, usually at the expense of people. People get laid off, even premeditatedly before the downturn occurs. The bottom line is important and will always be a deciding factor in onboarding and retaining talent. However, it’s always a mistake to not consider the future beyond immediate circumstances. Your reputation and trustworthiness will be impacted. As we saw with the pandemic, hiring managers struggled to navigate talent shortages with many companies still understaffed.
Great leaders know how to strike a balance between focusing on numbers and staying engaged with their team. They play the short game and the long game.
Creating hiring strategies for tomorrowLiterally, just a couple of months ago, we were talking about the “great resignation” and the talent shortages impacting every industry under the sun. Now everyone is talking about hiring freezes and the lack of new positions. Where is the truth?
Right now, there is a lot of changes being made on the hiring side of things. There have been overcorrections in job openings due to the mass layoffs and the immediate need for talent post-lockdowns. Hiring good talent will always be necessary for businesses to thrive. However, the key is to take a targeted approach. There are many critical roles that, with the right talent, will increase your business revenue in 2023.
Ultimately top talent is and will always be in high demand. The challenge for organizations is to place the best people in the right roles in ways that are advantageous. Hiring without strategy is a recipe for disaster, so make sure that you have the right recruitment team to build the roadmap.
Don’t stop investing in your teamRegardless of the circumstances happening in the outside world, people want to feel engaged with their workplace. Going into survival mode is hard for leadership and the teams underneath. Invite feedback, always say thank you and celebrate every victory that comes along.
An effective leader also knows to set development goals with success. It’s also a good idea to hold one-on-one discussions about what motivates the team in order to create a continual dialogue.
The post Being An Effective Leader Despite the Economy appeared first on Joseph David International.
A good resume is a good way to get your foot in the door, but it’s not enough to secure the job. Your reputation is important. After reading your resume, recruiters and hiring managers are going to look you up.
So, what happens when everything doesn’t go according to plan? Our careers drag on throughout the course of our lives, and it’s possible that you don’t have the best reputation with every single one of your previous employers. It can be worrisome to think that you could be so close to getting your next big break, only to have it ruined by one small aspect of your past.
Here are some ways to audit your reputation.
Start with social mediaPeople live online, but that isn’t always a good thing. What you post on the internet can create permanent damage. Trivial things, like a snarky comment, can be the reason you’re not hired. In other words, delete your political arguments from your LinkedIn and stop getting in fights with the comment section.
In that same vein, privatize accounts that include posts about drama, raunchy photos and any qualms you have with other people. Regardless of the circumstance, right or wrong, employers don’t want to see that kind of content posted publicly. Everyone serves as a brand ambassador for the company they work for. If you can’t represent yourself in a positive way, you won’t be considered for any role, regardless of the title.
Own and overcome itIf there’s a negative part of your history that you can put to bed, do it. However, If you KNOW something is going to come up, there’s no use in putting off the inevitable. Hiring managers know that they’re not going to be hiring an absolute “perfect” person, but they do want a candidate that is capable of overcoming their mistakes. When bringing up problematic issues from past jobs, take the opportunity to share how you’ve grown from that situation. Own your mistakes.
Shift to the favorable parts of your resumeIt may be in your best interest to shift focus towards jobs that have favorable references. You don’t want to shine an extra spotlight on an already bleak situation. Once it’s come up, you need to change the trajectory of the conversation by focusing on the good stuff.
You chose your narrative when you step into an interview, so make sure that you spend the majority of your time showcasing why you would be a good fit instead of why your past mistakes don’t affect your performance.
Check before using your employer as a referencePeople may assume that companies don’t call up references, but many still do. Before you hand out every number for references, you’re going to want to double-check with your former supervisors. Ask them directly what they would say and if they’re willing to serve as a reference. You can also use a colleague to call them to see what they would say before submitting them.
Our Consultants take a holistic and consultative approach to the leaders and managers we serve. Regardless of the next step in your career, our goal is to ignite your professional growth and leverage our expertise to help you with your next step; whatever that may be. Reach out to them here.
The post Is Your Reputation Ready For Job Interviews? appeared first on Joseph David International.
What people want and what the market demands are not always on the same page. Looking forward to the new year, there is still plenty of time to make some much-needed adjustments to your revenue management strategy to ensure the hotel maximizes its potential for profit.
#1 – Understand Your Market SegmentsWhat does the local market dictate and demand? What types of travelers are using your property during the week and weekend? What is the competition, even if not in the same area, offering these guests that you are not or are unable to offer?
Knowing the answers to these questions will enable your sales team to develop an appropriate pricing strategy to maximize room rates for each specific niche of traveler. It will also enable the team to dial in specific advertising campaigns and offers for each market segment.
#2 – Improving Search Visibility and RankingsWhile rankings are obviously important, so are the overall online presence and visibility of the property. Everyone wants to be at the top of search engine results, but there are only a few slots on the first page of Google. Lower rankings, however, can be offset by a strong online presence.
This can be done with a focused social media strategy, a proven and tested online advertising campaign, as well as better content management. Assuming marketing has the ability to contribute and manage some aspects of the website, a steady stream of quality content that offers real insight for travelers can be extremely beneficial in terms of the property’s online presence.
#3 – Direct Booking IncentivesThere is far more benefit in getting guests to book directly with the property than relying on outside booking sites like Hotels.com and Travelocity to sell rooms. First, there is no need to pay a commission to a secondary outlet for providing room sales, but that is far from the best benefit.
Because commissions are not being paid, hoteliers can offer significant benefits to guests booking directly with the property. This can come in the form of bonus points on frequent traveler accounts discounted rates, exceptional amenities and perks. However, it also provides the property with the opportunity to offer these guests upselling opportunities not necessarily available when using outside booking sources.
Many big brands like Hilton offer the opportunity to check in early or secure a late checkout when booking directly. Properties can also offer a variety of packages, such as a room and dinner package. It enables you to drive sales in other outlets of the property, something that is not likely to be available when relying heavily on outside booking agents for the bulk of room sales.
#4 – Interdepartmental CooperationIf you want to tie benefits and selling points outside of room sales, it is imperative to work with the other departments rather than force-feeding these department heads and directors your ideas. The last thing you want is to create a wedge between sales and another department that can create significant animosity and problems moving forward.
For instance, if you want to create a book and dine package, consult with the Food and Beverage Director to ensure the package offered also helps the food and beverage department meet its goals. I can go back to my experience in the industry of having sales managers who knew nothing about F&B costs randomly offering packages where we actually lost money in our department on every sale. In essence, offers created to help these managers meet their goals were preventing my department from meeting our goals.
The post 4 Revenue Management Strategies to Improve Hotel Sales for 2023 appeared first on Joseph David International.
Is your company dealing with ghosting candidates? You would be amazed by how many new hires don’t show up on day one. The hospitality industry, for instance, struggles with onboarding seasonal staff and housekeeping. The senior living industry struggles with hiring caretakers and nurses. It’s even worse when an executive-level position, like an executive director, doesn’t pull through.
We understand why this happens during the recruitment process, but why does this happen when the candidate has already signed the offer letter?
The biggest turnoff for candidates is when there are discrepancies when it comes to the job. An inaccurate job description is the number one hiring offense. It’s common for candidates to put two and two together before they even clock in for their first shift and move on without a word.
If they’ve actually made it in on their first day, the inaccuracies in the job description can (and will) become apparent pretty quickly. This can put hiring managers in a dilemma when the job isn’t desirable, they’re desperate for employees, while simultaneously needing a candidate who will stay in the role.
Luckily there are a few things you can focus on to keep your descriptions realistic and attractive.
1. Be upfront about the benefits packageBenefits are a huge deal, especially retirement accounts and health care. Don’t just say 401k, talk about the specific match and how long it takes to get fully vested. If you offer health care and there is no or only a small contribution needed by the employee, be upfront about it. If there is no benefits package, this is also something that will need to be disclosed from the beginning.
2. Create a clear path toward advancementNot every candidate is going to be looking for advancement, but the top talent in the industry will. They will want to know just how challenging that road is going to be for them moving forward. Jobs that aren’t the most glamorous need a trajectory-based focus that isn’t centered solely on present reality. Where can this position take them realistically?
If they decide to come to work for your company, you can tout the specific percentage of upper-level management positions currently filled with in-house promotions.
3. Consider the culture fit from the beginningIt is a waste of everyone’s time and money if you go through the process only to find they are not an ideal fit for the culture of the company. This is something you will obviously go into more detail about during an interview, but you can also narrow down the field of applicants by being very upfront about the culture of the property in the job description. If there are disparaging reviews online, do not shy away from addressing them.
Joseph David International is a top-ranked executive talent recruitment firm that will help you find the ideal candidate for your specific needs. For more information about our hospitality and senior living management recruiting services, please click here.
The post Hiring Managers: Do These 3 Things To Avoid Ghosting Candidates appeared first on Joseph David International.
You have worked hard to get to this point in your career. There is a good chance you feel comfortable with where you have gotten and just want to settle down for the time being— there’s nothing wrong with that. However, while you may be completely satisfied with your current position, you may be starting to feel that you are ready for a career move.
Admittedly, you may be hesitant to explore new opportunities. You may also not want to make a switch if you’re not fully confident. In cases such as this, where confidentiality is utmost importance, using a recruiter is, by far, your best option. In fact there are many reasons why a recruiter may be the way you need to go. If you need any of the following… get in touch with a recruiter.
*✓ Y*ou need confidentialityYou don’t need to post about your career move publicly or throw yourself out there. When working with a recruiter, most candidates still have regular employment, and it is often crucial to keep this fact private to avoid soured relationships or even retribution. A recruiter understands how important confidentiality is to a client, and they work as hard as they can to preserve it. They work with many passive candidates, this is nothing new.
✓ You’re looking for support/mentorshipNot only will a recruiter talk with you about your career objectives and goals, but they will also walk you carefully through each stage of the hiring process. Recruiters can help you prepare for job interviews, negotiations for your salary and your benefits package, and they will provide you with objective, honest feedback, and constructive criticism regarding your experience and skills as they relate to the jobs that you are sending resumes to.
✓ First access to top positionsWhen an employer or a hiring manager is looking to bring someone on as a new hire, roughly 70 percent of the positions they are looking to fill will not even be published on job boards. Recruiters often have considerable access to “hidden job markets,” as these companies have spent decades building up industry experience and relationships. Not only do they have first, sometimes even sole, access to new job postings, but these recruiters also know the opportunities that are incredible and which ones are not.
✓ Insights into the industryWith their specialty firmly in place, recruiters are the undisputed masters of their chosen industry. They know the exact skills, qualities, and competencies that companies want from new hires. They also have tremendous insights relating to different company cultures, the reasons behind job openings, growth plans, any details on recent turnover, advice about the hiring managers, and information on recent promotions inside different organizations. They even have advice for you on which businesses you should avoid entirely. Every one of these is an insight you cannot get when you apply to a job directly.
✓ You want long-term connectionsMost recruiters know that a candidate today is a client tomorrow. Even after they have secured you a position somewhere, they can easily become a life-long contact who can help you with industry knowledge, potential career moves, and career advice while you keep developing as a professional in your field.
Are you ready to make a career move to a new position in the hospitality industry? Joseph David International is the best hospitality and senior living recruitment firm in the country for good reason. We find the ideal fit for both the candidate and the hotel or hospitality organization. For more information about our placement services for candidates or to see a list of current opportunities, click here.
The post Making A Career Move? A Recruiter Is Your Best Friend. appeared first on Joseph David International.
The holidays are almost here and the common belief is that nobody is really looking for new employees because the decision-makers are on vacation. November and December are the months when businesses suspend hiring and cut their workforce. But is this true or not? While some think January is the best month to “search for […]
The post Real or Myth: The Holiday Hiring Freeze? appeared first on Joseph David International.
More and more hotel companies are finding their top candidates somewhere other than hotel job boards. To find out where they are looking, click here...
The post What’s Better: Recruiters or Job Boards? appeared first on Joseph David International.
We all want the most from our staff, but there may be three obstacles preventing your staff from performing at their best. The good news is they can all be addressed and changed fairly easily to improve your staff production and morale.
The post 3 Ways to Improve Productivity appeared first on Joseph David International.
If you have a job interview coming up with a recruiter, we put these tips together to help get your name to the head of the pack. Read more...
The post What Recruiters Look For During the Phone Screening appeared first on Joseph David International.
Long gone are the days of sticking with a job for decades. People are constantly looking for new ways to navigate the workforce and capitalize on opportunities. There are many job-searching strategies that have a solid track record and will pay off. On the other hand, there are many that are a total waste of […]
The post RANKED: The Best and Worst Ways To Job Search appeared first on Joseph David International.
Rules are constantly changing. While it was once ideal to stay with one job for most of your career, many employers now value candidates who have changed jobs every few years. Let’s compare the pros and cons of staying with one job as opposed to being a job hopper. The Pros Gaining expertise: The […]
The post Should You Start Job Hopping? appeared first on Joseph David International.
Why are more and more hotel guests flocking to boutique hotels over major brands? Read more...
The post Independent vs. Branded Hotels: Where Should You Work? appeared first on Joseph David International.
If it was easy to find right candidates, the hiring process would be short and talent would be hired in days. There isn’t a secret formula, there is an art and science in recruiting that enables headhunters to find the best. If you’re relentless in your search efforts and you still can’t find quality candidates, […]
The post Where Are The Right Candidates? appeared first on Joseph David International.
Hiring is always risky. No one wants to invest their time, money, and energy into a candidate that falls through; but unfortunately even the most promising candidates can have a red flag worth double-checking. Here are some warning signs to look out for: No introspection Although they may be good at carrying a conversation, […]
The post Telltale Signs They’re the Wrong Candidate appeared first on Joseph David International.
Does your company have an inclusive workforce? Creating an atmosphere that welcomes different types of people and encourages equal engagement is fundamental to building a diverse team. In the same way that sports teams need different kinds of players to fill each position, companies need inclusive recruitment to outperform their competition and inspire growth. Many […]
The post 5 Ways To Build An Inclusive Workforce appeared first on Joseph David International.
Revenue per available room (RevPAR) is a performance metric that assesses both the room revenue and the occupancy rate of a hotel. It is often used to help hotels measure themselves against competing properties and is an important part of any hotel’s revenue management strategy. The two most common formulas for calculating RevPAR are: Rooms […]
The post Tricks to Increase Your Hotel’s RevPAR appeared first on Joseph David International.
What are the top pet peeves of hiring managers in the hospitality industry? To find out so you don't make them, click here...
The post Common Resume Pet Peeves That No One Ever Talks About appeared first on Joseph David International.
Do you consider yourself a lifelong learner? Human knowledge is doubling every 13 months. To put it in perspective, in 1900 human knowledge use to only double every 100 years. With the amount of data pouring through the internet alone, humans are barely able to stay ahead of the curve if they’re not constantly educating […]
The post Are You a Lifelong Learner? Your Career Will Depend On It. appeared first on Joseph David International.
If you want to stand out from the crowd, THESE resume writing tips will help. Read more...
The post How to Get Your Resume Noticed by Recruiters appeared first on Joseph David International.
Change management has had a staggering evolution over the past decade. For change to be successful organizationally, employees need to be well equipped and supported. Unfortunately, many companies fail in this department, which results in high turnover, increased dissatisfaction, and low morale. The solution? Efficient change management. First, what is change management? The simple answer […]
The post How to Use Change Management to Ignite Organizational Growth appeared first on Joseph David International.
Senior living is one of the fastest-growing industries in the US, with 1.2 million nursing jobs needed by 2025. This makes it a fantastic industry for anyone looking for a fast-paced and high-demand career. Most facilities, like hospitals, are unable to offer the same level of care as an assisted living community does. So, when […]
The post What Are the Requirements For Senior Living Nurses? appeared first on Joseph David International.
There’s one free tool that provides the boost that every job seeker needs: email. Getting into the inboxes of the right people can help you stand out in a sea of talented applicants. The best ones have certain key features that grab the reader’s attention. Taking a strategic approach to your emails can ensure that […]
The post Sending The Perfect Email When Job Hunting appeared first on Joseph David International.
Everyone is all too familiar with the staffing shortages that have plagued the industry. While we haven’t fully returned to the pre-pandemic days, hotels are filling up regardless of the employee count. We have a fresh hiring landscape to navigate. It isn’t 2019 anymore. With an understanding that talent acquisition is permanently altered, we can […]
The post The Future of Onboarding Hospitality Talent appeared first on Joseph David International.
There is not a single HR exec on earth that doesn’t want to increase employee retention. Unfortunately, most industries aren’t exactly encouraging longevity. From interns up to executives, turnover rates have been a common top-of-mind discussion. Turnover trends are many compelling leaders and hiring managers to up the ante when it comes to implementing employee […]
The post The Key to Employee Loyalty in 2022 appeared first on Joseph David International.
Recruiters offer a multitude of benefits to job seekers, as they can provide information on job openings from their various clients. In fact, they’re usually the ones who champion you into consideration. For this reason, they’re a great resource for securing a new job or discovering a new opportunity. LinkedIn is the best resource for […]
The post Reaching Out to Recruiters on LinkedIn appeared first on Joseph David International.
After two years of remote work being the “status quo”, some companies are relocating their employees from working remotely to return to the office, and many workers are flat out refusing. Many executives in the C-suite are facing resistance from even their top performers. Which brings up the question: how important is it for teams […]
The post The Battle to Return to Office: Where Do You Stand? appeared first on Joseph David International.
What should you do when you realize an employee is not the same person you thought you had when you did the interview? Read more...
The post Oops! We Just Made a Bad Hire appeared first on Joseph David International.
If you want to turn your next interview around and completely take it over, THESE questions are a great place to start. Read more...
The post The Best and Worst Questions for Your Interviewer appeared first on Joseph David International.
Hiring freezes and layoffs are all common themes in the current job market. One thing that isn’t? Rescinded job offers. It’s so uncommon that most people don’t know what to do when it happens. However uncommon it has been in the past, the looming recession has made this more of a commonality than in previous […]
The post Job Offer Rescinded: Here’s What You Do appeared first on Joseph David International.
Despite your staff’s best efforts to provide exceptional service to your residents, you’ve received a one-star review. It happens to even the best establishments. Now what? If you’re a facility that frequently receives four- and five-star reviews, getting a negative review can be nothing short of a headache. Not only does it bring down your […]
The post 5 Ways to Manage Your Senior Living Community’s Reputation appeared first on Joseph David International.
Hiring is a constant battle in every industry. Demand is always changing, and as a result, hiring is often an ongoing process. Considering the unemployment rate is 3.7 percent, there is a high probability that your next executive is currently employed. It’s hard for many companies to not only keep up with the administrative tasks […]
The post Quick Tips to Help You Pick the Best Recruitment Company appeared first on Joseph David International.
Choosing the right General Manager is pivotal for the success of your hotel. A GM needs to be just about ready for anything, so you want to make sure you’re hiring the best. Here are 4 ways to make sure your GM search is right on track. 1. Focus on your interview questions If […]
The post 4 Methods to Hiring the Best General Manager appeared first on Joseph David International.
When we think of negotiation, for many, we instantly think of salary and business deals. The truth is, almost everything is negotiable whether we realize it or not; our cars, homes, insurance rates and a multitude of services can be negotiated. From the job searching angle, it’s more than just figuring out your salary expectations. […]
The post Have you Made These 5 Common Negotiating Mistakes? appeared first on Joseph David International.
You found your dream candidate. They seem to like the company and are excited to learn more about the role… but then suddenly, they stop responding. You send them a follow-up, but you hear nothing— just crickets. Sometimes finding the perfect candidate can feel like you’re chasing down a feral cat. We know. While it’s […]
The post Do You Recognize the 10 Warning Signs of a Ghosting Candidate? appeared first on Joseph David International.
The senior living industry is growing! The career opportunities are multiplying and operators are playing catch-up. In the United States, there are already more than 46 million adults over 65. By 2050, that figure is projected to reach about 90 million. There will be nearly an 18 million increase in the number of older individuals […]
The post Why Senior Living Is Growing Quickly appeared first on Joseph David International.
If your company is struggling to keep employees, there is always a reason why. Facing those harsh truths and identifying those reasons during an exit interview isn’t easy. People may be afraid of burning bridges and are generally reluctant to share their insights, especially if they’ve just quit. As a recruiting company, we are constantly […]
The post Insights From the Employees that Quit Their Job appeared first on Joseph David International.
Job searching is a race against the clock when you’re competing with hundreds of other candidates for your dream role. Recruiters make their decisions quickly, so you want to make sure you’re making the most out of the space provided. Pick a format Before typing, it’s a good idea to decide on […]
The post A Step-by-Step Resume Guide for 2022 appeared first on Joseph David International.
Here are some ways you can become an invaluable team member...
The post 7 Ways To Be Indispensable At Work appeared first on Joseph David International.
Today, social media is everything for the travel industry. Guests are using social media to research hotels, plan events, and document their own trips. While creating and maintaining a campaign is quite involved, simply avoiding these three common hotel social media marketing mistakes will keep you pointed in the right direction. Hotel Social […]
The post Social Media Mistakes Your Hotel Is Making appeared first on Joseph David International.
Everyone gets a little nervous before an interview and nobody wants to stand out for the wrong reasons. You might wonder if there is anything you could possibly say to absolutely kill your chances at an offer. To avoid throwing out red flags, here is a list of things you should avoid saying to your […]
The post Your Interviewer Doesn’t Want to Hear You Say This…. appeared first on Joseph David International.
You’re waiting and after many agonizing days, you finally receive an email from the hiring manager after your big interview. It’s not what you wanted. A rejection. We’ve all experienced it. It’s easy to say that you’re going to use this as a learning opportunity, but it’s not as easy to do. Rejection bogs you […]
The post Turning Rejections Into Opportunities appeared first on Joseph David International.
When looking for a senior living role, you don’t just want to be noticed, you want to come off as the absolute best applicant for the job. Recruiters look for someone with the right skillset paired with empathy and a people-oriented mindset. With a growing industry like senior living, you may need even more than […]
The post How Senior Living Professionals Can Stand Out in the Job Search appeared first on Joseph David International.
If you expect to get a job offer out of your next interview, you MUST get this question right. Read more...
The post Traits of a Great Mentor appeared first on Joseph David International.
Why do people shop for hotel rooms online? Other than the sheer convenience, most people like to compare and book at the lowest possible rate. So, the question then becomes if a certain aspect of your audience is looking to save money when booking a room online, how can you get that specific niche of […]
The post Upselling the Frugal Hotel Booker appeared first on Joseph David International.
If you expect to get a job offer out of your next interview, you MUST get this question right. Read more...
The post Hoteliers: Managing Vacation Requests appeared first on Joseph David International.
If you expect to get a job offer out of your next interview, you MUST get this question right. Read more...
The post How to Build Your LinkedIn Brand appeared first on Joseph David International.
If you expect to get a job offer out of your next interview, you MUST get this question right. Read more...
The post How to Successfully Land a Relocation Job appeared first on Joseph David International.
If you expect to get a job offer out of your next interview, you MUST get this question right. Read more...
The post How to Recession-Proof Your Career appeared first on Joseph David International.
If you expect to get a job offer out of your next interview, you MUST get this question right. Read more...
The post What Does Your Hiring Process Say About You? appeared first on Joseph David International.
If you expect to get a job offer out of your next interview, you MUST get this question right. Read more...
The post The One Interview Question You HAVE to Get Right appeared first on Joseph David International.
The talent shortage has been a top concern for employers across the globe for a while now. Now more than ever, it’s almost impossible to recruit without utilizing a recruitment firm in filling searches. Employees are leaving their jobs and it’s time to develop a retention strategy. Even when every external factor is checked off and […]
The post How to Keep Employees From Leaving appeared first on Joseph David International.
Performance reviews are a fantastic way to engage with the team and find new areas of opportunity. Things can get difficult, however, when you’re forced to give an underperforming employee a poor performance review. While it’s always uncomfortable, if done correctly, a negative review can motivate the employee to increase productivity. If done incorrectly, it’ll […]
The post Tips For Delivering a Poor Performance Review appeared first on Joseph David International.
Despite talent acquisition managers targeting Millennials for the past decade, the newest generation has entered the workforce. Although you may think that the same tactics can be applied to Generation Z, these are fundamentally different groups of people. Many of them are fresh out of college and it’s important to start funneling them in. After […]
The post 4 Things That Attract Gen Z Talent appeared first on Joseph David International.
Before an interview, most candidates perfect their elevator pitch, research the company and prepare answers to potential questions; they may schedule time to practice or arrive early to get a feel for the office. There are a variety of ways people prepare, but how many people practice their body language? It doesn’t take long for […]
The post Body Language Mistakes You Need to Avoid in the Interview appeared first on Joseph David International.
Before signing up with a recruiter, prepare by getting your answers together for THESE key questions. Read more...
The post 5 Tips to Help You Nail Your Next Phone Interview appeared first on Joseph David International.
Exceeding guest expectations can seem difficult. Providers can feel overwhelmed with the thought of frequently innovating their services. Big updates can come with steep pricing that is impossible to justify in a time of financial restrictions. The good news is there are many things hotels can do to elevate their offerings without breaking the bank. […]
The post Little Things That Improve the Hotel Experience appeared first on Joseph David International.
Most companies include reference checks as a standardized part of their hiring process. Gathering a solid list of references may be crucial. Even though many companies may skip the check, they’re not asking as a novelty. References can have a strong influence on whether or not you get the job. While selecting your references, here […]
The post The Secret to Choosing the Right References appeared first on Joseph David International.
Congrats on the new job! Out are the days of stressful interviews and in are the days of working a new gig. While you may feel a sense of relief after securing the role, you may also feel anxious. Intrusive thoughts forcing you to reevaluate if this was the right move or if you’ve made […]
The post Mistakes to AVOID When Starting a New Job appeared first on Joseph David International.
Owners and operators understand that the leadership within an elder care community can make, or break, the community. This is especially true when it comes to finding the perfect executive director. Being a top-level senior living executive is no easy feat. Do you have what it takes? If you want to pave the path to […]
The post Do You Have What It Takes to Be a Senior Living Executive? appeared first on Joseph David International.
The hiring process has evolved. Age-old processes that were incorporated a decade ago may not be relevant anymore. Emerging trends have a huge impact on how we approach talent. Here are some trends to look out for: Proactive hiring The days of creating a job posting on Indeed in the morning and sipping margs […]
The post The Evolution of Hiring appeared first on Joseph David International.
You should always go for the job that is offering you more money, right? Maybe, not. Yes, a large salary seems like the way to go, but sometimes it comes at a price. Location, benefits packages, flexibility and growth opportunities are all major facets of any job. Just because you can make more money at […]
The post Is a Pay Cut Ever Worth It? appeared first on Joseph David International.
What does it cost a company to hire the wrong person? You may have heard that the cost of a bad hire is astronomical. When a recruitment firm argues that the cost of an executive role can be as much as a million dollars, you may roll your eyes. This isn’t hyperbole. Companies do lose […]
The post How Much Are Your Bad Hires Costing You? appeared first on Joseph David International.
One of the most important parts of bringing in new residents is the initial phone call. In the already competitive world of assisted living, potential residents have a variety of options. Most are hesitant to move to a facility and the others have already investigated the competition. That’s why you must refine your phone strategy. […]
The post SENIOR LIVING: Convert Phone Leads Into Residents appeared first on Joseph David International.
Not every job is right fit. It’s easy to take a role that looks better on paper than in reality. Even when we try to power through, nothing seems to improve. You shouldn’t have to struggle to get out of bed in the morning. You deserve to find fulfillment in your work. Admitting that you […]
The post 11 Signs Your Job Isn’t the Right Fit appeared first on Joseph David International.
The hiring process is broken. Internal hiring teams are struggling to steamroll through piles of applicants and candidates are frustrated with poor hiring management. Hiring new talent is a complicated art, and if it’s not done properly, you’ll end up with a deterred candidate and a negative Glassdoor review. Here are some tactics you can implement […]
The post 6 Proven Ways to Improve Your Hiring Process appeared first on Joseph David International.
Leaders have had their fair share of challenges in the past couple of years. Only a decade ago, it was standard to drive up to the office early to beat the morning rush hour. Now, people are rolling up to work in their pajamas at a desk that’s located in their house. It’s been a […]
The post Top Challenges Leaders Face in 2022 appeared first on Joseph David International.
Social media is a great form of advertising for any hotel IF the pages are active and generating interaction with your fans. If your pages are sitting idle, we have a few ideas that can help.
The post Ways to Boost Your Hotel’s Social Media Presence appeared first on Joseph David International.
People hate negotiating. Most people want to avoid the confrontation or they’re afraid of having an offer rescinded. So, it should come as no surprise that only 37% of people negotiate their salaries. The art of negotiation isn’t taught as a life skill and takes some practice, which is why very few people are actually […]
The post 7 Rules for Negotiating Salary appeared first on Joseph David International.
It’s hard to find and retain good caregivers.
Most of these jobs don’t require extensive qualifications, and because of the sheer volume of applicants, many communities have come to view caregivers as transient commodities.
Your staff is your greatest asset; they give you a competitive edge. The domino effect of turnover begins when executives stop caring about their employees. Here are some for hiring managers to successfully attract senior living caregivers:
Make applying easy It’s one thing to request a cover letter, but another to demand the candidate retype out their entire resume on the website. This isn’t going to weed out bad candidates, but it will weed out everyone who isn’t desperate. You should have a section where candidates can attach their materials, answer a couple of questions and submit. You should not, however, have a complicated form where candidates have to manually write out their entire CV.
Promote Though many providers usually have a company presence on Facebook, Twitter and Instagram, it’s a good idea for brands to make a separate careers page exclusively for job-seekers. If you’re trying to establish your community as the best place to work, social media is the best way to start.
Communities should also monitor their online reputation, especially on Glassdoor. It’s not uncommon for a candidate to bring up a review they saw online during an interview, so make sure you’re aware of what’s currently out there.
Start an employee referral program Offer a given incentive for successful referrals. Caregivers referred by others are typically more qualified and are worth investing in. Even if it’s just a couple hundred dollars per hire, it’s enough to get the ball rolling and it is way more cost-effective than spending months on the job boards.
Be consistent when screening Once you find what works for you, consistency is key. The onboarding process shouldn’t vary too much from candidate to candidate; and if it does you may notice inconsistency in your new hires. Caregivers have to work closely with the seniors, so you’ll want to make sure you always conduct background and reference checks. Be transparent about what the job entails and let them know the pay expectations early on.
Job fairs Virtual or not, have your caregivers represent the community in job fairs. Your current staff is going to be your strongest recruitment tool. Enlist personable employees that naturally demonstrate to them the value of working for your community.
Use a recruitment firm Sometimes it’s hard to find THE one. If you need access to the top talent in the industry, sometimes a recruitment firm is the only way to tap into that Rolodex.
(P.S. If you’re looking for senior living executives, we have the connections. Check our services out here.)
The post How to Get the Best Caregiver Applicants appeared first on Joseph David International.
Congrats on scoring an interview!
This could be the first big step in your career… or it could be a nightmare. You can wait until you get the job to find out, but there are probably many signs that will cue you into what the company is all about. Here are some red flags to look out for:
Your interviewer is unprepared You wouldn’t show up late to an interview and expect to get the job, right? You also probably wouldn’t show up to an in-person interview without knowing anything about the role. Everyone knows that this is interview etiquette 101. We like to throw these hefty expectations on candidates, but they also apply to hiring managers as well.
So, when the hiring manager brings you in, is late to the interview, unengaged and vague about the job description details… this could be a warning sign. It could mean that they are juggling way too many candidates. It could indicate a lack of respect for people in the workplace altogether. It could also be a sign of general disorganization within the company.
When this happens, you’ll likely want to figure out if this is just a bad day for them. Ask them specific questions like, “What does this role look like day-to-day?” or “What are your expectations for this role within the next 3 months?”
Negative comments about previous hires When you step into an interview, you never want to speak negatively about your previous employer. With this same logic, you will want to see how the employer speaks about their previous hires.
An off-color remark from the hiring manager is never a great sign and you can assume that this is normalized talk. Negative comments about the person you’re replacing is a sign that this company may be prone to unethical behavior or that the morale is generally low.
The interview took forever to plan The job process takes forever, and it’s been over a week without hearing anything back. The process seems confusing altogether. You’re about to throw in the towel, but a small inkling of hope keeps you hanging on. When you finally get a call and complete an in-person interview, you find that you’re only to be left in the dark for another week.
If the communication sucks right now. It will not get better once you get the job. In fact, it’s bound to get worse.
You don’t feel heard We admit that sometimes a “red flag” isn’t necessarily an actual red flag and more so just a faulty hiring system. That in itself isn’t always negative for the company as a whole. (Perhaps they need to hire an amazing recruitment firm to lend them a hand…)
However, if the hiring manager or recruiter doesn’t take the time to know you, take a pause. Before anyone can assess whether you’re the right fit, it’s important to establish what YOU are looking for. What are your past accomplishments? How do they correlate with this opportunity? If you feel largely ignored now, it is likely to get worse with time.
The post Red Flags to Look For in Job Interviews appeared first on Joseph David International.
Competition for skilled candidates is high. It was and always will be. Within the snap of a finger, top performers come and go, and the speed of your hiring process will determine whether or not you get your pick of the best candidates. We live in an instant gratification world where coveted applicants will take advantage of the speed and efficiency of your competitors.
Candidates are no longer willing to “work through the process” to find their ideal job. Currently, the best candidates are off the market within 10 days.
Unfortunately, many hiring managers miss out on this pool of viable candidates as they spend weeks, even months, going through hundreds of applicants. It doesn’t reflect positively on the company or the executive management as a whole. Not to mention that this lengthy process wastes time, manpower and money!
Here are some reasons you need to get the ball rolling on a speedier hiring process.
Slow hiring = weak performers Slow hiring practically GUARANTEES a weak performer. Top talent is rarely available after the 30-day mark because of alternative offers they’ve received. Passive candidates will be unwilling to wait and oftentimes they’re the most qualified candidates. If these lower-quality hires stay, the cost of low-performance work accumulates fast. Just as bad, if they quit or get fired, you’re now back at square one.
Not preparing is preparing to fail Transparency should be expected. Be honest about the next steps and a timeline. If you are unsure about your timeline, create one. Just as with any goal, it is oftentimes impossible to accomplish things in a timely manner when there’s no standard for the team. Streamline your process to prevent candidates from losing interest and moving on.
Many candidates are going to ask about your timeline at the end of your interview. If you’re answering with a “We are willing to wait as long as it takes, we don’t really have any deadlines”, there is a problem.
The longer you wait, the pricier it gets The longer a top candidate is in the job market, the more expensive they become. You want to move the process quickly when a top candidate has just applied because the competitive bidding hasn’t started. You’re actually saving money if you can nab them before they’ve circulated through the job market.
Verbal offers aren’t reliable So, you’ve given them a verbal offer. That’s good enough to buy you some time, right? Wrong.
If you’ve provided a verbal offer, you need to get the written offer back to them within 24-hours, ideally, on the same day that you spoke to them. Nothing is ever official unless it’s in writing. Candidates are keener on competitive offers that are typed out. There needs to be no confusion between the hiring manager and the candidate.
The process is a waste of time This is one of those situations where you need to make time to save time. Identify why the process is taking forever in the first place. Is it because you have too many interviews? Is it because you aren’t using a recruitment firm? Is it because the candidates are ghosting? Managers can’t complete their managerial work when the process is taking an eternity. The entire recruiting process will suffer, which takes the manager and recruiter time while amping up the initial hiring costs. Dedicating concentrated time, in the beginning, is almost always worth it. Candidates are certainly expected to make time to interview, and so should management.
Outsourcing to a recruitment firm can widen the talent pool and increase your hiring speed. At JDI, we offer quality candidates after just 3 business days. Reach out to one of our recruiters here.
The post Why You Need to Speed Up Your Hiring Process appeared first on Joseph David International.
Unless you’re fresh out of college, every job searcher has been asked, “why are you leaving your last job?” or “what’s your reason for leaving your position?” It’s an interview staple.
Most people try to figure out their answers beforehand in order to keep job applications and responses in interviews consistent. Depending on your answer, it could raise cause for concern that you’re going to leave the new company in the same way you left your last. However, lying could get you blacklisted from the organization.
If you have an iffy reason for your departure, here are some things you should say.
If you left because of a toxic work environment You shouldn’t badmouth your old boss, your position, the company… or really any of your old jobs. Keep it positive, regardless of the circumstances.
Have some negative posts/comments on LinkedIn? Delete them. You would be amazed how many TOP candidates go on the chopping block because they decided to gossip about their company on social media. Even if it’s justified, it can leave a bad impression.
Look at it this way. You probably wouldn’t want to go on a first date with someone who complains about their ex the entire night. Similarly, interviewers are trying to figure out how compatible you are with the company and the negative energy can be off-putting.
Instead, say you are looking for better career prospects and want a work culture where you can grow. You don’t need to elaborate more than necessary.
If you left because you got fired Maybe leaving your last job wasn’t your choice. In an interview with Alistair Campell, Anna Wintour the Editor-in-Chief for Vogue Magazine said, “Everyone should be sacked at least once in their career because perfection doesn’t exist. It’s important to have setbacks because that is the reality of life.”
Thousands have been fired/laid off this past year, so you’re not alone. It doesn’t mean your career is over or you need to remove the job from your resume. The best approach is to talk about the situation as a learning experience.
A good format to follow is to talk about what your expectations originally were, what actually happened, and then what you’ve learned from it.
Example: “When I was originally hired as the [job title], the description of the job was different from what I ended up doing. Because of that, I had some struggles early on. My supervisor and I realized that it wasn’t the best fit. Since then, I’ve been able to clarify my own professional goals and I have a better idea of what kind of roles I would thrive in. I’ve also worked on communicating better so I have clear expectations from the beginning.”
If you left because you were passed for a promotion This is another one you probably will want to leave out the extra details on. Completely avoid mentioning instances where your boss didn’t keep their promises of a promotion. If you left your job because you felt underutilized or unappreciated, you’re not alone and it’s a common reason people leave. If you say you were unjustly passed for a promotion, the hiring manager will interpret it one of two ways: that you left as a result of your ego or because you had truly achieved as much with a company as you could. It’s risky to roll the dice on this one, so you want to make sure your intent is as clear as possible.
Don’t mention the promotion, but state that you’re looking for a company with growth potential. It’s normal to hit a cap and if you’ve been with your company for a while, it’s doubtful that the hiring manager will press on it. You can keep it to a simple, “I am looking for a position within a company where I can contribute and grow.”
There is no reason why leaving your last job should hurt your future job opportunities! If you prepare beforehand, you’ll roll on through the interview with no issue.
Looking for talent or a new opportunity? JDI is the trusted resource for talent in our industries. With decades of expertise in executive search placement, a proven systematic approach to recruiting, and a candidate database of over 500,000 executives, we are able to consistently deliver excellence to our clients.
The post Is Your Reason for Leaving Your Job Ruining Your Job Search? appeared first on Joseph David International.
The great resignation is going strong in 2022. A recent government jobs report indicated that well over 20 million people quit their jobs in the second half of 2021. In January of 2022, 4.3 million Americans left their jobs. While many made this choice due to a career transition, other people are resigning despite not having anything lined up.
The high labor demand is forcing employers to pay higher wages to attract talent, and this higher pay is luring workers away from their current jobs. If you’re one of these individuals that have just given your 2 weeks notice without a job offer… here’s what you need to do:
Ask for a recommendation If you’re on good terms with the leadership in your organization, ask your manager if they would be willing to write you a letter of recommendation. It’s best to do this when you’re actually resigning so there’s enough time for them to write the letter before your official last day. If you’re not comfortable with that, ask your colleagues if they would be willing to serve as a reference.
Tap into your network LinkedIn is a great place to start. Before you even bother hitting up the job boards, it’s a good idea to notify your connections that you’re going through a transition period. If you’ve ever scoured a public job posting on Indeed or LinkedIn, you’ll notice that you’re usually competing with 200-300 people. If you have a referral, you’ll have a leg up on that competition and potentially avoid it altogether.
Create a 60-day plan You don’t want to sit on the bench forever. Reflect on your career and decide where you see yourself moving forward. Perhaps you want to take a small break from working altogether, or you want to transition into a different career path completely. Create a goal of when you would like to get back into the workforce and plan to make this period of your life as actionable as possible.
Don’t burn bridges Even if this was the absolute worst job on planet earth, this is not the time to voice your grievances. You never know if or when you’re going to cross paths in the future. Play it safe. Express your gratitude, stay positive and keep an open mind towards your future endeavors.
The post 4 Steps to Take When Resigning appeared first on Joseph David International.
The contingency plan is beyond over, with many organizations resigning permanently to a work-from-home environment. Both hospitality and senior living industries offer remote roles alongside their in-house team.
While many remote workers are finding that they enjoy the flexibility, many are finding that their career is suffering. Surveys showed that about 95% of employees were thinking about quitting their job this past year. A third of them listed burnout as their main reason. This clearly skyrocketed during the pandemic and is partially responsible for the work shortage we are experiencing now.
This should not be the case, especially in 2022. Unfortunately, when an employee loses sight of a clear growth trajectory, they lose motivation to stay with the company. Remote engagement is extremely important… now more than ever. Here are some things you can do to keep retention on track.
Don’t neglect communication Unlike an office environment, you don’t get to see your colleagues every day. Because of this, issues can easily fly under the radar and kill morale. Keeping remote employees informed reminds the employees that the organization has a vested interest in their relationship.
Some companies have found that having a remote hour for employees is beneficial. Weekly meetings can be a great way to solicit feedback from remote teammates. What’s important is that your remote employees don’t feel like they’re siloed off. They deserve to have a seat at the table.
Competition Applying game-playing elements to rudimentary tasks is a popular tactic with modern companies. For a remote team, it’s even more important, because it encourages engagement in a fun way.
Having a competitive edge can standardize performance metrics. With established evaluation criteria, staff members won’t feel like they have to be physically present in order to know if they’re successful in their role. On the contrary, research has shown that 39% of people working from home complete their tasks faster than those in standard workplaces.
Get together when the opportunity arises Even if you have a team that is spread out across the United States, getting together in person once or twice a year will strengthen team relationships. Depending on the industry, there may be conferences or yearly celebrations that provide an opportunity for the remote team to meet up with the non-remote employees.
Streamline communication Remote communication is different from in-office communication. Since you don’t see the team in person, colleagues may be conflicted on whether they need to pick up the phone, shoot out a text or write up an email. Remote employees, sometimes feel like their team isn’t around when they are because of differing time zones.
Whether you choose to use an instant communication tool, it’s best to figure out the preferred method within your team. Since you don’t want emails to get buried, it’s important to build a standard of picking up the phone when it’s needed, but also being considerate of your teammate’s hours.
Stay organized Dropbox or Google docs are necessary tools for those out of the office. Since the training models are different for those who work from home, they need to have a place where they can refer to essential documents when necessary. This is important when you have employees that are staggered across different states.
Need help finding remote employees in hospitality and senior living? Reach out to one of our recruiters here.
The post Why You Should Focus on Retaining Remote Employees appeared first on Joseph David International.
The competitive landscape for talent has evolved dramatically in the past 2-years. First, there was a new hiring wave of service-oriented professionals. Now, we are experiencing a hiring shortage.
There’s a huge increase in demand for healthcare workers. So how can you find talent when you’re short-staffed and the talent pool has been stretched out?
Know what you offer Determine what value you bring and how that will impact your target demographic.
While you already know the talent gap you’re facing, consider what your candidate needs. Are you looking to fill in a temporary position or is this long-term? The value of job stability will take you far. On the other hand, task force work may be perfect for those who are seeking a temporary solution. If they’re fresh graduates, this may be a way for them to get their foot in the door.
Embrace digital There are many demands to juggle. Even just a decade ago, it would be hard to believe that we would have remote doctors.
Senior living communities have only recently started adapting to technology. These new innovations can enhance your hiring process and give you a leg-up on competing communities. You can also attract a new pool of talent by advertising that the role has a remote element.
Tell your story Some clinical employees may STILL be hesitant to work for a senior living community after the pandemic. As reputable as your facility may be, this is a virus that impacts seniors more than any other demographic. Being on the frontline has its drawbacks.
The most effective public relations campaigns involve human interest. Reach out to local news outlets and pitch a story about the efforts your workers are taking to protect your residents. How are you keeping up your resident’s spirits? Do you have any employees that have gone above and beyond? Highlight these stories, not only with local outlets but also on your website and social media platforms. Clinical workers want to know that they’re working for an organization that is making a positive impact.
Focus on your present needs Reach out to a recruiting firm to have strategic conversations about your resource needs. Clinical positions are in demand, so there’s a high chance you’ll need extra staffing for the remainder of the year. Task work employees can solve your short-term hiring needs.
This is not the time to spend weeks dragging your feet through the hiring process. For non-clinical workers, it’s time to fill search through adjacent industries. With the amount of displaced hospitality talent, providers now have an opportunity to hire the best. When there’s an increased need for clinical employees, there’s no need to extend the time of these searches when there’s a large pool of talent. A recruiting firm can sift through the candidates for you.
Work with a recruitment firm Job searching is extremely time-consuming. You’re going to need to find talent quickly and efficiently. Utilizing a recruitment firm is a solid investment when you’re dealing with the oversaturated hospitality talent pool AND the thin-spread clinical talent pool. If you’re looking for talent in senior living, reach out to us! You can reach out to one of our recruiters by clicking here.
The post Attracting Service-Oriented Talent appeared first on Joseph David International.
The goal of any company that is searching for a prospective candidate is to fill its vacancy with qualified people who will bring their professional best to the table. To achieve this end, a recruiter is far more effective. Here are some things a good recruiter should be doing for you and your organization…
Provide You With a Targeted Approach Finding the person whose mix of know-how, soft skills, and personality is a great fit for your company is more difficult when you remove the human element. Hiring a recruiter is much like using a real estate agent when looking for a home – they help you find exactly what you are looking for. In addition, the recruiter is skilled at understanding the company’s needs and targeting their approach to find that perfect person. Contrast this to posting on a job board, which to a great extent, will cause you to work blindly.
Sales Skills Recruitment is not too different from sales. While you may not be the most natural salesman, the majority of the recruiter’s job is to sell the job to the candidate. Uninformed hiring managers may think they can succeed by whipping up a quick ad and pushing out some shot-in-the-dark emails… but that usually doesn’t work. With the targeted approach mentioned previously, recruiters are able to navigate through a plethora of candidates and effectively sell a role to a qualified lead.
Save Your Resources Using a job board may initially take less time, but in the long run, it will require more time and money to achieve your desired result. In today’s job market, many people may apply for jobs to which they are ill-suited, thus creating a tremendous workload for the company that is hiring. A recruiter will save the hiring manager from wading through digital stacks of resumes to find the right person, saving the business both time, money, and frustration.
Attract Talent Investing in a recruiter means that you will have access to a wealth of contacts that you otherwise would not. This is particularly important when you are seeking to fill a position that has not been advertised. Prospective employees know that their odds are better at gaining employment when using a recruiter, and so the finest professionals will utilize this method for advancing in their career, giving recruiters a distinct advantage.
The post Things Your Recruiter Should Be Doing For You appeared first on Joseph David International.
It’s time to make the most important hiring decision you can make for your senior living community…. hiring the Executive Director. This is a hire that you can’t just screw up.
Unfortunately, a lot of communities do.
Not only does a bad hire result in lost revenue, but it can damage the organization’s structure as a whole.
On the other hand, a good hire encourages move-ins and boosts revenue. Here’s what you need to do:
Focus + Prioritize The best candidates are only on the market for a couple of weeks. While you’re dragging out the process, your competition is preparing the offer letter. You also don’t want to jump the gun; impulsively hiring is just as bad as a dragged-out recruitment effort. So, what should you do? Concentrate on the right things.
Things that are a waste of time? Apps that require the applicants to manually fill out their resume. Getting too many people involved in the interview process. Manually scouting the talent pool without a recruitment firm.
That’s not to say that you should be lazy about the process and cut corners. However, working on a myriad of things for limited results is no solution. A portal with a lengthy questionnaire can break your recruitment efforts, especially when it comes to executive talent. It’s important to consider what is necessary. While an assessment test can provide some insight, it’s not going to be as effective as an in-person interview. Optimize your process and perhaps have a bit of tunnel vision.
High Previous Performance ≠ Future Potential Looking at a candidate’s resume, it can be easy to overlook potential red flags when they have nothing but accolades and impressive job history. Unfortunately, a high performer doesn’t always have high potential in your community.
Of course, this doesn’t mean you should recruit a low performer, but it’s not always fair to assume that every candidate is enthusiastic about the role. It’s common to onboard “top talent” that falls through due to disengagement.
You should be able to have answers to the following questions:
- Is this candidate looking for a role that presents challenging opportunities?
- Does this role fit their lifestyle?
- What growth tract do they want in their career?
- What is their market value?
- What is their management style?
- How will their presence play into the company’s culture?
The Quality of Your Search Committee = Quality of Your Talent Quality hiring managers will pick quality candidates. When you’re assembling a search committee, you don’t want to have too many cooks in the kitchen. Including current staff members can temporarily boost morale, but it can also cause a shift in the power dynamics of the community. Alongside this, some communities may consider putting their previous ED on the search committee. This can be helpful as they’ll have a deeper understanding of what the job actually requires. On the other hand, unintentional biases can sway the process in the wrong direction.
We, obviously, are going to recommend that you use an executive recruitment firm to find your talent. Recruitment firms can leverage their talent network to pull from. JDI is comprised of world-class search professionals with successful relationships in the industries they serve. All of our recruiters have a deep understanding of how their senior living communities operate. If you’re looking to hire an Executive Director, contact our recruiters here. Follow our LinkedIn here.
The post The Key to Hiring a New Executive Director appeared first on Joseph David International.
Any good leader has made the mistake of doing too much. This is understandable, especially for managers taking on their first job or managers getting promoted to department heads or higher for the first time. Rather than leaning on your staff, you feel as though you must do everything on your own to ensure it is done properly. This only does one thing, though, and that is that far more will be missed since you are stretching yourself so thin.
First and foremost, realize that in order to get promoted, you need to make other staff promotable, which means training your staff members in every aspect of the job. Rather than being underwater all day, every day, working 70-hour workweeks, and working seven days a week, start thinking about delegating some of your tasks out to managers and crew leaders in your department.
Identify and Define Delegatable Tasks There are obviously some tasks you are not going to be able to delegate, but a large portion of the basic tasks under your purview are delegatable tasks. Giving the team measurable goals is the first step in handing the ball over to someone else. When you delegate a task, give clearly defined goals and rules for the employee(s) to follow to ensure success.
Create Delegation Committees Some tasks, due to their nature, can be too complex for one person to handle. Employees love recognition, so name a committee to address specific challenges and assign multiple employees (and at least one supervisor) to be on the committee. Give them their task, outline the goal and rules as mentioned above and schedule time each day or week to work on this task. Assign a leader to the committee (this will help with his or her leadership skills) and have him or her keep you updated on the committee’s progress. When the task has been completed, conduct a meeting that will include all members of the committee to discuss their possible solutions.
After the committee has reached its conclusions and presented them to you, allow them to implement the final solution to the challenge presented. There may need to be adjustments to their proposal along the way, so build time for these “adjustments” into your ultimate timeline for everything to be in place. This entire process will help every staff member involved improve in their understanding of the business as well as their leadership skills.
Now That You Have Free Time… Initially, delegating tasks will take considerable time, as you are going to have to directly oversee your staff members as they learn their new tasks but eventually, these tasks will be off your plate and onto theirs. You will notice that you are no longer required to work seven days a week, 70 hours a week, but that does not necessarily mean you get to slack off, either.
It is now up to you to make better use of your time. It is now time to make yourself even more promotable with cross-training and learning your direct supervisor’s job. Additionally, start to expand your knowledge beyond your department. The more knowledge you possess, the stronger your bargaining power for promotion or in placing yourself ahead of the competition when searching for a new position.
The post Good Leaders Delegate! appeared first on Joseph David International.
Nurses are in high demand! With populations aging, the Census Bureau projects by 2029, more than 20 percent of the total U.S. population will be over 65 years old. The senior population is going to boom, doubling and even tripling throughout the next couple of decades. What does this mean? Despite everything happening in the world, healthcare support occupations are growing.
You can position yourself for a long and beneficial career. Here are 3 reasons why you should consider a career in long-term care.
Growth opportunities The demand for long term nurses drives a hungry job market that wants nurses who continue to grow their skills specialties. You can also climb up the latter faster than other industries because of the increasing need. Even new nurses that would normally gravitate towards a first job on a med unit, are realizing they can broaden their job search to include facilities to gain diverse experience. Since assisted living can include residents with different types of conditions and needs, it offers stability in the ever-evolving employment landscape.
The community environment Nursing is a people-oriented career. In the senior living space, this is amplified by the fact you’re no longer serving patients for hours or days. Instead, you’re working with the same patients for years. This means that you can form long term relationships with your residents. You get to see the progress in residents, and because of this, working with residents is extremely rewarding. The fulfillment of assist residents and providing for their needs is one of the reasons why so many decide to enter the senior living sector.
Work/Life Balance Unlike other clinical spaces, you typically have more control over your schedule. Although there are overnight employees, it’s not necessarily going to be a requirement for new recruits. Every facility has different needs and it’s going to vary depending on if you go into memory care, assisted living or a skilled nursing facility. The demands range from for LPNs to RNs to CNAs. Long-term care nurses are gifted in versatility. Oftentimes they coordinate care with hospitals, home health agencies and pharmacies, so not everything is reliant on in-house staff members.
Nurse talent has never been in higher demand with the aging population and increased health challenges. JDI understands the paramount need for nurse leaders who not only possess incredible clinical intellect, but emotional intelligence, communication skills, and leadership ability. If you’re interested in exploring our current opportunities or if you’re looking to fill a search, reach out to our recruiters here.
The post Reasons Why Nurses Should Work in Long-Term Care appeared first on Joseph David International.
Finding quality candidates isn’t easy. If it was, the hiring process would be short and candidates would be hired within hours.
That’s rarely the case. Most of the time, companies are dealing with a month-long endeavor that can span the year. By the time “the one” has been found, the potential hire has already moved on to another opportunity or decided to stick their job out.
The Great Resignation has made this even more complicated; it can be argued that the standards for hiring have gone up since the beginning of the pandemic. Americans quit jobs at a record pace in 2021, and more (predicted to be about 23%) plan to quit their jobs this year.
There isn’t a secret formula to finding talent, but there is an art and science to recruiting that enables firms (and hiring managers) to find the best. If you’re relentless in your search efforts and you still can’t find quality candidates, it’s a telltale sign that you’re being nitpicky when candidates are the ones with the power.
That’s not to say that you shouldn’t be particular about who you onboard. You absolutely should! You don’t want to bring a person in who is going to immediately drop the ball and reak havoc. However, adopting highly selective standards shouldn’t mean cutting off everyone. Before you jump to conclusions, make sure you check your boxes to guarantee your candidate struggles aren’t due to a faulty hiring process.
You’re offering a realistic salary In many cases, you get what you pay for. It’s rare that you’re going to be able to convince someone to accept a salary cut because…. your company has monthly happy hours? The company pays for lunch once a month? You host a nice yearly holiday party? Good luck.
You can’t get someone with a decade of managerial experience while offering the salary of an entry-level employee. The candidates are a direct reflection of the listed salary. You can go ahead and shoot your shot, but recognize that it’s unlikely to go anywhere until you meet the national average, if not higher. As the saying goes… “if you pay peanuts, you get monkeys”.
You haven’t been searching long The longer you take, the pricier it gets. Once you start moving candidates through the pipeline, dragging your feet through the mud with force the top performers to leave. If it takes 4 months to decide on a hire, something isn’t right. Job seekers DO notice when you post the same job listing over and over. They’ll wonder: Why hasn’t the role been filled yet? Are people always quitting the company? Does no one want to work in that position?
To expedite the process, it makes sense to use multiple mediums to advertise. It makes even more sense to hire a recruitment firm to do the heavy lifting for you. Similar to real-life relationships, no one is interested in pursuing someone that is putting minimal effort into the pursuit. Excitement should be expressed on both ends. Not just from the candidate.
On the flip side, if you’re concerned about not finding candidates after a week, you likely just need to give it more time.
The job description matches the job Accurate job descriptions will capture the right candidates. Even if the job isn’t appealing, it is never a good idea to embellish the truth. This is an unethical practice that is alarmingly common on job boards. While not all jobs are going to be the most appealing- the truth becomes is going to be pretty obvious on their first day. Why waste your time on a quick turnover when you could have spent your time scouting for the right person?
**It’s also a good idea to include the salary range.
You have open communication with the recruiter You had a couple of phone calls with the recruiter. You detailed the job title, description, salary- everything has been discussed! Now you just have to sit back and wait for the candidates to roll in.
Except you didn’t provide the parameters of the role. It’s not that the candidates are bad, but they’re not exactly what you had in mind.
Sometimes you may not know what you want until they’re right in front of you, but it certainly helps. If you want a particular type of person for the role, let the recruiter know!
Companies that invest in hiring the right people have maximized returns. At JDI, we’re a passionate team with the mission of delivering top talent that ignites your organizational growth. Looking for quality candidates? Learn more here.
The post What The Great Resignation Means For Finding Quality Candidates appeared first on Joseph David International.
Businesses have been utilizing digital technology to bridge physical gaps between themselves and their customers for years. While the metaverse can be viewed as the next technological leap, it’s debatable as to whether it’s going to take off as quickly as Zuckerberg is predicting.
Meeting ever-changing guest expectations is a never-ending challenge. There is a high demand for an optimized guest experience. Because many (if not most) modern travelers are technologically savvy, the metaverse has a lot of potential.
So how can the metaverse change hospitality? The guest experience begins with accommodation research, and if the metaverse is implemented, it has the potential to revolutionize the booking process by allowing travelers to partake in virtual 3D hotel tours and do a walkthrough before even entering the facility. This could provide guests with an experience that photos can’t.
This could also impact how people use hotels as spaces for events and celebrations. The metaverse would theoretically allow people to attend and experience the industry conference or events virtually. Hotels could sell different virtual venues as part of their sales packages. For industry events, presenters could appear holographically and create an experience that feels life-like.
However, there is also debate as to whether this impact will even hit this decade. While Zuckerberg introduced the world to Metaverse recently, there has been a lot of pushback. While the metaverse may be idealistic for online microtransaction-centric industries, VR traveling never hit the mainstream market. Frankly, VR gaming itself isn’t as big as many people thought. With the lockdowns impacting the world last year, that would have been the best time for virtual technology to take off. Outside of top-of-funnel sales, where is the immediate revenue for hoteliers? Most demographics don’t have this technology as a household stable and other audiences feel like we are about to live out an episode of Black Mirror.
The impact will not be immediate. In fact, it may not be another 15 years before we see the real impact the metaverse will have on the hospitality industry. The hospitality industry is built around human interaction… so if the social sphere becomes catered to VR tech, so will hotels.
Where do you see the metaverse playing into modern hospitality?
The post Will The Metaverse Change Hospitality? appeared first on Joseph David International.
Getting that promotion can be tough, but what can be even tougher is asking for it. Luckily for you, in this scenario, actions speak louder than words. What you do in your day-to-day work will go much further than a great pitch to your boss as to why you should be promoted. To start making your way to that promotion, you have to exceed expectations. This means not only completing tasks efficiently and on time, but going the extra mile in everything you do. So here are a few ways you can land that big promotion.
Get Visual Seeing is believing. For most people, the impact you have is more tangible if they’re able to visualize it. For example, if your team is meeting your quarterly sales targets, you should use a visual aid to show that. When we can get a short visual snapshot that backs up what you’re saying, it strengthens your cause for promotion.
Go the Extra Mile (Every Time) Meeting and exceeding expectations is great; but to start making your way to that next level, you must find ways to add value to the company by taking on projects and tasks beyond your role. Start doing things that you weren’t necessarily asked to do, or aren’t part of your job description. If all of your work is complete or you have some extra time, help out a co-worker who is swamped, by taking on some of their work. By doing this, you’re making a bigger impact on the company and indicating that you are clearly able to take on more responsibilities.
Don’t Make It About Title or Status Showing a desire to learn and grow properly will go much further than having concern with your rank or status within a company. No one appreciates the cutting of corners. Your primary motivation should be to acquire and master as many skills and as much knowledge as possible. When you do this, having that high rank with a nice office takes care of itself. If you continue to show the ability to thrive and grow, the promotion will naturally come to you.
Always Be Looking to Improve Yourself The biggest factor in how your career goes is you. Never be satisfied with what you’ve accomplished. It’s good to celebrate and reward yourself once in awhile, but once you do, get right back after it. Pick out that next goal you want to achieve and go for it.
Another key to self-improvement is to attack things that may be holding you back. In other words, don’t go for what you know you can accomplish. Work on something you may not necessarily be strong at it. This creates a challenge for yourself and allows you to maximize your self-improvement.
Take on Complex Projects Volunteering for longer projects that are more complex shows you are ready for a position with a higher rank (aka a promotion). Positions further up the hierarchy require you to handle projects with multiple people involved and various deadlines. Managing these types of projects require different skills than handling individual tasks one at a time. It could be difficult trying to handle one of these projects if they are a year-long. Instead begin with one that runs a few weeks or months, then build from there. You want to grow and become better each day. Don’t stretch yourself too far and take on something there is no way you could be ready for. By doing this, over time, you will show your boss you’re ready for the next level.
The post Ready to Earn That Promotion? appeared first on Joseph David International.
At some point, almost everyone starts to wonder if they are with the right company or if it is time to move on. You may feel that way after a bad week or a meeting that did not go so well with the boss, but sometimes it’s more than just a rough patch. Sometimes it’s time to get a new job.
Sign #1 – The Monday Blues How often are you just sitting at the end of the bed putting your head in your hands dreading the start of the day? Do you experience overwhelming feelings of stress at the start of your workweek? Do you feel uninspired and unmotivated on Monday mornings?
When this happens, you are all but guaranteeing you are going to have a bad day. Sadly, when you do this day after day, it really never seems to get better. It is almost as if you have an impending sense of doom the moment you put that suit on and head to work. The Monday Blues are such a cultural phenomenon that it’s easy to just laugh it off. Oftentimes, it’s more than just the way things are and it’s a glaring warning sign that something is not right at work.
Sign #2 – Excessive Stress that Impacts both Work and Personal Life Business is stressful enough without actually hating the job. For some, that stress is actually a rush, because these individuals really do enjoy their jobs. When you are in a company you detest, even the smallest of things can trigger stress. To make matters worse, a negative and stressful work situation will often find its way home with you, which is when things really start to go downhill.
Additionally, constant stress is extremely hazardous to your health. Work pressure is one thing but being completely stressed out all day can start to break down your immune system and lead to health problems. Stress has been linked to cardiac problems, depression, anxiety, premature aging, and headaches, just to name a few.
Sign #3 – You Hate Your Coworkers There is an old saying that you don’t necessarily have to like everyone you work with, you just need to respect them and get along at work. The key there is “everyone.” It is ridiculous to think you are going to like every person, but it is unnatural not to form some positive relationships with coworkers. You are going to be around these people for at least eight hours a day, far more in most cases, so there has to be some type of comradery.
Sign #4 – Work-Life Balance is Gone The moment your life becomes ONLY about your job, it will not be long before everything else falls apart. If you work in an environment when vacations are declined more often than approved and there is not even an effort to give you at least one regular day off and a somewhat normal schedule, you are working for the wrong people.
Sign #5 – More for Less and No Promotions The whole point of busting your butt through the ranks is to get more money and advance up the corporate ladder. When your boss is constantly adding to your workload without additional pay, you are being taken advantage of. When this happens, there are several possibilities as to why…
The company may be downsizing, in essence being forced to ask for more from its staff without offering any additional compensation. Another scenario would be you simply have a boss that is taking advantage of you. We all know where that leads.
Now, there are times when additional tasks are assigned as a learning process in anticipation of a promotion, which is fine. But, if that promotion is always promised and never delivered, then it is clearly time to move on.
The post Is It Time to Find a New Job? appeared first on Joseph David International.
Finding a good Director of Sales is difficult, especially in the senior living industry. You need an experienced leader that is capable of exceeding target revenue and occupational goals, all while being personable and motivated.
This can be a daunting task for hiring managers. Ultimately, your sales leaders are going to set the precedent of what’s expected of the rest of the team. A mistake with this hiring decision will impact the bottom line, resulting in a potential financial loss.
Whether or not you decide to use a third-party recruitment firm or search internally, there are a few things you need to look out for.
Examine their tenure One of the best indicators that someone is a top performer is tenure. It’s standard for resumes to be filled with many jobs. Executives, while they don’t need to have a decade within the same company, shouldn’t be switching positions every year. Your community will not be the exception of a serial job-hopper. Ideally, your director of sales and marketing will be in it for the long haul.
Know their impact on previous employers Sales directors are supposed to maintain (or improve) the community’s occupancy level in accordance with their marketing goals. You’re going to want to see hard numbers on their resume that prove that they’ve had a positive impact on the communities they’ve managed. If they don’t have these figures, check out the projects they’ve led. What has their impact looked like?
The needs of your community are going to affect how important this is to you. If you need someone who can take on a challenge, the numbers are vital. This is especially true if you’re offering a role with large growth potential. Look beyond what they’ve listed on their resume and look at the trajectory of the company since their employment.
In short, work fast This has already been said in previous articles and has been echoed by candidates everywhere. It’s especially tempting to extend the hiring process for executive roles because nobody wants to make a wrong hire and risk wasting time and resources.
Hiring managers that drag their feet through the mud, not only don’t find talent, but they usually get trapped settling for their 3rd choice. Even worse, many don’t fill the position at all… at least for several more months.
In the end, you lose money from not having a filled position or you’re forced to pay for a contract sales director. Don’t want to cough up a bigger hiring budget? Give yourself a realistic, but short timeline.
Outreach > Inbound applications Your next candidate is probably already employed, which is why many organizations opt for recruitment firms. Unless you have a database or want to chip away at LinkedIn profiles, it’s easier to have a recruiter shoot the shots for you. A job board will bring in a few hundred candidates, but only a handful will fit the role. If you’re interested in speaking with one of our recruiters, you can find their contact information here.
The post Find the Best Director of Sales For Your Community appeared first on Joseph David International.
Hiring the right people can save your company thousands of dollars. On the other hand, one wrong hire can increase turnover and cost your company millions. Unfortunately, the hiring process is time-consuming and exhausting. While you’re conducting interviews and evaluating each candidate’s qualifications, applicants are also evaluating you. It’s a complicated process, and most companies struggle to balance the art and science of recruitment.
The first step to creating a fantastic hiring strategy is to figure out your weak points. Here are some common mistakes that can hinder the hiring process.
Having a rigid idea of the “ideal candidate” One of the biggest mistakes is not having a diverse slate of candidates. Not everyone is going to fit within the mold. So while you may have an idea of some key characteristics you’d like your candidates to have, don’t be closed-minded. You should not be afraid to bring in someone who will challenge you; an outside perspective is what can help your company move the needle. A good team has a variety of personality types, so make sure that you haven’t unintentionally formed a company-wide clique.
Taking too long (or too short) We’re currently in the middle of a talent shortage. This isn’t the time to spend 4 weeks evaluating applications. Once you find a qualified candidate, get them scheduled for an interview with the knowledge that they will probably only be on the market for a couple of weeks.
On the other hand, you don’t want to hire just for the sake of having a body to fill a position. When companies are growing, they often make the mistake of not doing their due diligence. If you’re hiring for an associate position, expect the interview process to last a couple of weeks. If you’re hiring an executive, expect to add on an additional week. Your hiring process should not take longer than a month.
Not Widening Your Search What happens when you have a job listing up for months, but you’re unable to find any quality candidates? Do you post it again on Indeed? Do you cross your fingers and hope that an A-player is going to sweep in at the last minute? If the same candidates are reapplying to your openings, it may be time to cast a wider net.
The easiest way to do this is to get a recruitment firm to conduct the search for you. Agencies have databases that can cut through the clutter of digging through thousands of candidates. They’ll also be able to connect you with passive candidates that otherwise wouldn’t apply.
If that isn’t an option right now, you can use multiple platforms to drive traffic to your opening. Utilize your social media accounts. If you’re in a niche market, you can find online groups, websites, or magazines to advertise your openings. You can even attend job boards or consider offering remote flexibility. Don’t rely on one platform.
Not Updating Your Job Description Using a qualifications-based job description may put off top performers. These descriptions rely on generalizations and outdated information. Oftentimes, they don’t even reflect the actual job itself. If you have an archive of job descriptions that you’ve been recycling, make some small modifications to improve noticeability. Even adding a snippet describing the company culture and benefits can make your company stand out from the crowd.
An ideal description should contain the following:
- Pay range
- Hours
- Summary/objective statement
- A list of the general responsibilities
- Expected results
- Qualifications
- Special demands
Creating and maintaining job descriptions is easy. Like a resume, you want to keep everything updated. Just like how you’re sifting through hundreds of applications, candidates may be sifting through hundreds of openings.
Interviewing too many people For a single opening, you shouldn’t be bringing in dozens of applicants to interview. Even if they’re all great, you’re not going to be able to keep track of them. The more applicants you see, the easier it is to forget the notable qualities of everyone, so stick to picking out your top five applicants.
The goal is to get the applicant through the chain. If they’re stuck at a standstill because you’re busy weighing your other options, chances are the A-players aren’t going to wait. Most people aren’t willing to wait a month for a second interview.
Ignoring references and background checks Don’t start a relationship with someone who’s untrustworthy. A good candidate will be forthcoming about their experiences during the hiring process. Even if someone looks good on paper and they’re able to talk up their career successes – they may be leaving out key details. Selling yourself is a skill, and while it’s useful, it doesn’t always reflect reality.
The post Hiring Mistakes That Will Cost Your Company Millions appeared first on Joseph David International.
How many times has your front desk agent taken a phone call over the last month that inquired about a rate? How many of those phone calls actually end up with the customer booking a room. In all likelihood, regardless of the answer to the first question, the answer to the second question is going to be a low percentage. If you are relying on your occupancy to be filled by OTA bookings, you could be losing thousands of dollars in commission. Aside from the obvious impact on their RevPAR and difficulties maintaining a competitive ADR, you are also missing out on developing guest history.
Train Your Staff Training the staff of the property on basics to ensure guest satisfaction. However, for certain positions, such as the front desk and switchboard, there is also the need to train the staff to ensure more profitability in room sales. By simply training the staff to follow up a rate question with another question, you can drive down commissions by OTAs and increase direct bookings.
The question they need to ask is a simple one: “Would you like me to book that room for you now?”
Beat the OTAs When OTAs used to only be responsible for about five percent of the overall bookings for properties. However, Travel Daily News reported OTAs were “currently capturing 39% of the US online digital booking market.” With that 39 percent goes a significant amount of profit. OTA commissions range from about 15 to 30 percent, so that is money that should be going to your bottom line being paid out for acquisition, often in cases where you have that very guest on the phone with a member of your team.
A major emphasis right now is attracting millennial (and Gen Z) travelers to the property. Well, bad news… millennial travelers use OTAs far more often than the average traveler, booking at roughly 52 percent of the time through on OTA. If you recapture even 10 percent of that market, over the course of a year, how much more would your property be making? More importantly, how much better will you look to ownership when it comes time for your yearly evaluation and raise?
While you will never be able to capture that entire market, you should be able to capture the traveler that is looking for more information. This is the traveler that has the OTA up on their computer or phone and rather than doing another search on the hotel website, they simply call the hotel to check rates or look for specific features that may not be listed on the OTA website, such as a specific view or amenity. This is the individual that needs to be targeted and captured when they call into the hotel.
Have a Conversation The art of conversation is a skill that is becoming rarer and rarer with each passing day. However, merely starting a conversation with a guest as they check out can result in another direct booking. For instance, do your front desk agents check future reservations of a guest while they are checking them out. If they don’t see a reservation, do they inquire if the guest needs them to book it for them while they are there? If not, they are missing opportunities to create a direct booking.
Offer Incentives In today’s world, everyone wants to know what is in it for them, so give them something. Create a program that rewards your staff for capturing a direct booking. It can be a flat fee for the booking or maybe a monthly contest for free dinner at the hotel or a free room night with another property. For the guest, offer amenities or additional rewards for booking directly. Give everyone a reason to offer or accept the direct booking offer. When you factor in the commission that would be paid to the OTA, you are surely going to come out ahead in the trade-out. More importantly, you are actually training your guest to direct book with your property during every stay.
OTAs are not going away anytime soon and most studies have them actually increasing their market share considerably over the next few years. If you are not proactive in capturing more direct bookings now, you may soon find yourself paying OTA commission on more than half of your bookings. If that happens, profits go down and you very well may find yourself looking for a new job simply because your front desk staff did not ask one simple question.
Can your team do a better job of promoting direct bookings? For more information about our hospitality recruiting services, please click here.
The post Converting Direct Bookings through the Front Desk appeared first on Joseph David International.
A recruiter scheduled a call with you to talk about a new job opportunity. First of all, you shouldn’t be nervous—the recruiter is contacting you as part of a screening, and they only want to learn some basic background information on you. It’s crucial for them to appropriately screen candidates, so it’s equally important that you’re honest to ensure the recruiter can match you up with the right opportunity.
Tell me about yourself? To start a conversation, open-ended questions like “Tell me about yourself” are frequently asked at the beginning of the call. This can come in other variations, like “Walk me through your resume,” or “How would you describe yourself?”
Are You Currently Working? This isn’t a question that’s meant to trick you—it’s just an easy yes or no question. If you’re currently unemployed, freelancing, or anything at all, then you should inform the recruiter about those facts.
What’s Your Preferred Next Move? It’s important that you’re honest about your next move and what it is you want. If you are looking for new opportunities but want to be with a company that promotes from within, be very clear about this or you could be in the same position you are in now very soon. This is a time to be 100 percent honest.
What’s Your Reason for Leaving Your Current/Last Company? Everyone knows many things can happen in a lifetime, and the screening is your time to tell your story using your own words. If you’re quitting your old job, have a good reason prepared. On the other hand, if you got fired, it’s often better to be straightforward with recruiters and focus on what you’ve learned from the experience. Not all firings are the fault of the employee, so leave that up to the recruiter to decide and together you can work out a strategy to address the question if it comes up during a job interview. If your previous employer laid you off, there isn’t any shame in it. Most people don’t stay with the same employer forever, hence why recruiters exist.
What’s Your Timeframe Looking Like? Are you currently interviewing? When’s your final day with your current employer? Will you be going on vacation anytime soon? Can you start next week? A recruiter is ready to get the ball rolling soon, so if you’re not available immediately, the recruiter needs to know. Some positions, even relocations, will not be willing to wait more than three or four weeks for someone to start once an offer has been extended. Other companies may have more leniency.
What Kind of Salary Do You Want? For this type of question, don’t compromise or get shy during the proceedings. Tell them what you want and need exactly. Again, a recruiter needs to know your true wants and needs in order to place you with the right job. Depending on the state, they may ask about your salary at your last job, but don’t be worried about answering. If you need more money, that’s no problem. However, be ready to explain the reasons why you deserve a greater salary because you will likely get asked the same questions in an interview, especially if you are expecting to make more with a lateral move.
Would You Be Willing to Travel? Some jobs will require significant time on the road. While many of these jobs will pay more, you have to be comfortable working out of a suitcase for extended periods of time. There is, of course, also the family factor. If you are married, carry certain obligations or have children, this may not be an option for you.
Can You Relocate? A willingness to relocate could open many doors. If you’re not able or willing to relocate, they’ll work to identify local options for you if there are any available.
The post You WILL Be Asked These Questions During a Phone Screening appeared first on Joseph David International.
Many hotels live by the philosophy of promoting within, and because of this, many hotels are managed by former departmental managers with limited experience. Being a hotel general manager requires flexibility and dexterity. This role requires the ability to manage all departments from food and beverage to the front desk. If you’re finding that you are working with a general manager that is unable to adapt, you need to start asking yourself why.
Are they aware of their weaknesses? This broad role requires someone capable of seamlessly bouncing from various departments and assisting as needed. However, many managers insert themselves in areas beyond their expertise. While there is the requirement of being capable of overseeing various departments, your GM should still be aware of their personal strengths AND weaknesses.
You don’t just want to hire a manager; you want to hire a leader. Leading is often found through delegation, even if it requires the manager to provide the initial training.
Do they communicate? Does your General Manager have communication skills? A good GM will keep their staff up to date on what’s going on throughout the hotel. If your staff isn’t updated on policy changes, events, maintenance issues or new processes, mistakes will inevitably happen.
Make sure your GM is meeting with the staff on a regular basis. Staff meetings can help everybody get on the same page, even when it comes to small changes.
Do they listen to guests? Nobody has a better perspective on what can be improved than your guests. Everybody else, including your staff, has a limited and possibly tainted view. Your guests will help you identify areas of weakness. If your General Manager uses complaints to fix issues, you’ll see consistent improvement in operations. However, if your General Manager brushes guest feedback under the rug, the problems will continue to add up.
Are they flexible? Working in a hotel means that problems often arise at the most inopportune times. Flexibility and adaptability are necessary skills that help managers make decisive and well-informed decisions. This goes beyond having a back-up plan. Successful hotel managers do not cave under pressure when it gets rough. This is the time when management must step up and adjust based on the current situation.
Do you have managers that are simply not getting the job done? Is the local talent pool dried up? Joseph David International is consistently one of the top-ranked hospitality recruiters because we work hard to find the ideal fit for both the managerial candidate and the client. For more information about hotel recruiting services please click here.
The post Hotel General Manager Not Performing? appeared first on Joseph David International.
The idea of “corporate work culture” may not come to mind when you think of senior living. However, as you may have observed from your previous experiences, an organization’s culture is critical to the success of ANY company, which doesn’t exclude senior care. A healthy culture fosters successful outcomes like job satisfaction, retention and patient care quality. That is why it is critical to build a culture that prioritizes people over profits.
Looking for less turnover, fewer headaches and lower expenditures? Here are 10 ways you can build a strong culture for your organization:
-
Kick things off with an engaging orientation process Your organization’s onboarding and training procedures can influence new employees’ first impressions of the company’s work environment. Developing a dynamic and engaging orientation helps new employees acclimate to their surroundings and bond with coworkers. More so, it’s a way to stay organized. If you’re bringing on staff members under the same job title, having an inconsistent orientation process can be damaging overall.
-
Celebrate Excellence While all leaders want to expect excellence from their employees, that doesn’t mean it should go without being noted. Not only should top executives be rewarded, but also front-line employees who best represent the organization’s values. When managers champion their top performers, it encourages the team to pick up the slack when needed.
-
Create a mentorship program The best employees want feedback and guidance on the job. Mentorships give employees the opportunity to receive continuous constructive feedback and learn how to improve their performance before receiving formal performance reviews from their managers. A mentorship program can help differentiate top performers, which can help streamline the company’s future recruitment/retention strategy in the future.
-
Build an inclusive workforce While the workforce difficulties continue to persist, a strong focus should be on implementing diversity, equity and inclusion as strategic imperatives in the workforce. This often requires collaboration with relevant organizations that can help your facility reach these goals, such as a nearby university.
-
Lead by example The mark of a good leader lies in their ability to walk the talk. Although leaders provide orders, they should also participate in the real labor to gain a better understanding of the issues the team faces. It comes down to the little things. No one is too good to pick up a piece of lint from the floor or take the trash out.
-
Have a clear goals and rewards system Employee reward systems are typically considered separate from salary, but they may be monetary in nature. While previously thought to be exclusive to large corporations, small businesses have begun to use them as a tool to attract top employees in a competitive job market.
-
Encourage the exchange of ideas Encourage them to collaborative comments, and provide feedback by creating an environment that encourages them to do so. You might come up with a brilliant business idea. What’s more, you’ll boost the work culture and environment. Employees who believe their work, and their ideas, are valued are more productive and less inclined to leave.
-
Hiring the right people As obvious as this sounds, most companies miss the mark on this one. Hiring people who are a good fit is the first step toward retention. Most companies who are worried about their workplace culture agree that while you are able to train certain skills, you can’t change someone’s personality or values. Asking questions during the interview on how they’ve handled certain situations can serve as a good performance indicator.
-
Prioritize safety States and individual providers are adopting different approaches to implementing their own vaccine and booster injection regulations. However, senior care facilities must continue to place a high priority on keeping residents and employees safe. Don’t be afraid to ask your team for their feedback on what would make them feel more comfortable. Not everyone is going to have the same opinion, so employee feedback should be taken regardless of any federal or state mandate.
-
Stick to your mission and vision Aside from employees and residents, your mission and vision were designed to be the heart of your organization and work culture. The mission statement serves as a clear and effective guide for decision-making, while the vision statement guarantees that all actions are in line with the organization’s goals. Remind everyone of those values are until you’re tired of hearing them.
The post 10 Ways to Build a Great Work Culture in Your Senior Care Facility appeared first on Joseph David International.