Recruitment specialist Chantal Walton of HR On Tap (http://www.hrontap.co.uk) gives her advice on finding and retaining fantastic staff.
December 7, 2005 (Press Release) --
One thing which businesses in the hospitality industry have in common is that we all want to keep good staff and likewise find the right people in the first place. This means that there are usually two key qualities that we look for in candidates: technical skill and innate qualities. Most recruitment processes focus heavily on seeking out technical skills. But these can be trained and concentrating too much on these means losing out and even missing a hidden star!
1. Understand your staff
If you understand what your potential recruits and existing people want for the future, you should know whether you are likely to be able to help them to achieve it. Forget the latest fads in reward systems. Do you know precisely what your people want from you? Do you know precisely what made people leave over the past 2 years? Can you spot when an employee is thinking of jumping ship – and can you re-inspire them?
2. Understand your competition
Once you’ve identified your competition (in recruitment terms), you need to understand what makes them attractive. Why would one of your people want to work for them rather than you, and what can you do to prevent that?
3. Give staff a ‘venting’ channel and allow them to play
Staff should have the opportunity to ‘vent off’, to go somewhere to express their frustrations and get it all out of their system. And they also need time out to play. Is there a fun atmosphere or is the office an army boot camp? Could staff be encouraged to socialise together? Team building isn’t always best carried out in a training room.
4. Provide genuine flexibility
Why is it that in the UK we work some of the longest hours in Europe with some of the lowest productivity? What have we learned from this message?
Parents aren’t the only people wanting to work flexibly! It can take a huge leap in mindset to genuinely focus on output (results) rather than input (time put in) but it’s worth it. Less sickness, higher motivation, lower labour turnover, a fresher mind and greater creative energy…in fact better results all round.
And finally, even if people do move on for external promotion, isn’t it better to have them tell everyone what a great place yours was to work?
Ends
A member of the Chartered Institute of Personnel and Development (CIPD), Chantal Walton is an HR specialist with thirteen years’ industrial experience in both the private and public sectors, with clients and previous employers ranging across a wide range of organisations from racecourses to restaurants to a facilities company in Germany. She is a full member of both the Hotel and Catering International Management Association and the Recruitment and Employment Confederation, the professional body for the recruitment industry.
http://www.hrontap.co.uk focuses on helping hospitality clients to reduce their recruitment spend and free up more time. Chantal Walton writes regular articles on ways to improve your productivity and get the most out of your staff. She can be contacted at chantal.walton@hrontap.co.uk or via 07958 607152.
Press
For press enquiries please contact Paula Gardner at Divine Publicity on 0208 504 4557.
1. Understand your staff
If you understand what your potential recruits and existing people want for the future, you should know whether you are likely to be able to help them to achieve it. Forget the latest fads in reward systems. Do you know precisely what your people want from you? Do you know precisely what made people leave over the past 2 years? Can you spot when an employee is thinking of jumping ship – and can you re-inspire them?
2. Understand your competition
Once you’ve identified your competition (in recruitment terms), you need to understand what makes them attractive. Why would one of your people want to work for them rather than you, and what can you do to prevent that?
3. Give staff a ‘venting’ channel and allow them to play
Staff should have the opportunity to ‘vent off’, to go somewhere to express their frustrations and get it all out of their system. And they also need time out to play. Is there a fun atmosphere or is the office an army boot camp? Could staff be encouraged to socialise together? Team building isn’t always best carried out in a training room.
4. Provide genuine flexibility
Why is it that in the UK we work some of the longest hours in Europe with some of the lowest productivity? What have we learned from this message?
Parents aren’t the only people wanting to work flexibly! It can take a huge leap in mindset to genuinely focus on output (results) rather than input (time put in) but it’s worth it. Less sickness, higher motivation, lower labour turnover, a fresher mind and greater creative energy…in fact better results all round.
And finally, even if people do move on for external promotion, isn’t it better to have them tell everyone what a great place yours was to work?
Ends
A member of the Chartered Institute of Personnel and Development (CIPD), Chantal Walton is an HR specialist with thirteen years’ industrial experience in both the private and public sectors, with clients and previous employers ranging across a wide range of organisations from racecourses to restaurants to a facilities company in Germany. She is a full member of both the Hotel and Catering International Management Association and the Recruitment and Employment Confederation, the professional body for the recruitment industry.
http://www.hrontap.co.uk focuses on helping hospitality clients to reduce their recruitment spend and free up more time. Chantal Walton writes regular articles on ways to improve your productivity and get the most out of your staff. She can be contacted at chantal.walton@hrontap.co.uk or via 07958 607152.
Press
For press enquiries please contact Paula Gardner at Divine Publicity on 0208 504 4557.
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