5 tips to make sure job candidates show up

One of the most challenging aspects of hospitality recruiting in 2021 has been getting candidates to show up for job interviews. You set aside time, you get prepared … and then nobody arrives. And to make it worse, some of these candidates will also “ghost” you by refusing to return any form of communication.

If you have encountered this issue at your workplace, here are five suggestions to improve your success rate:

1. Don’t dawdle

Time is of the essence when it comes to recruiting because qualified individuals in this labor market will get snapped up early, so review resumes and set up interviews ASAP. To speed up the hiring process even more, don’t make candidates come back for a second or third interview; arrange the schedule so that two managers can interview them back-to-back in one sitting, or have both managers participate in the same session.

2. Go virtual

When desired candidates cannot come in to your property for interviews right away, ask if they can meet sooner via Zoom, Facetime or Skype. Use your smartphone or a tablet so you can show the candidates around your hotel and introduce their potential co-workers.

3. Try texting

If you’re reaching out to millennial or Gen Z candidates through phone calls and emails and not hearing back, text them instead. Save prewritten scripts in your phone that you can easily copy and paste into the text field so you don’t have to start from scratch each time.

4. Offer incentives

If you serve food at your hotel, ask candidates to come for an interview and a free meal. Tell them you’d like them to try your menu items so they can learn more about your operation and provide feedback. If you don’t serve food, offer a gift card for one of your shops or the spa.

5. Always follow up

After contacting candidates and setting up interviews, follow up with any critical information. Provide your street address and parking information or bus routes to get to your location. Make sure they know which door to come to if your building has multiple entrances. Send them a selfie so they know who to look for. Tell them how long they can expect the interview to be. Send a follow-up message on the day of the interview. Don’t expect them to do all the heavy lifting because they won’t!

If none of these suggestions result in more interviews, perhaps it’s time to consider that it’s not the recruiting process that isn’t working, but rather the job being offered. Ask yourself, “Are we providing a salary and benefits package for these positions that are competitive in the area?” If you don’t know the answer, look at the recruiting ads from nearby businesses or talk to other hoteliers in your support system to see what they may be offering that you’re not. You can also ask your current team members for their perspective about what you could do to become a more attractive employer for future candidates.

Patrick Yearout is the director of innovation, recruiting and training for Ivar's & Kidd Valley Restaurant and a member of the Council of Hotel & Restaurant Trainers.