People have been trained to apply for open job opportunities. First, “Now Hiring” signs. Then, newspaper ads, and later, job boards. A company decides a position needs to be filled. A requisition is completed, a job description is created and posted, and candidates are sought. It’s a transactional experience, and it’s very impersonal.
Companies, despite pronouncements of seeking the best talent, more often find the best talent available at the minute. Sometimes, that person already works for the company. Other times, the successful candidate comes from outside the organization with unique experiences. Most companies hire for need. They react with urgency, instead of hiring proactively. Businesses can only justify spending for so long before there’s a return. Proactive hiring requires a separate budget, non-existent in most organizations.
It could be different.
While companies may approach hiring in a non-human way, candidates can capitalize by shifting their approach to job search. Timing is crucial though. Candidates should never wait for desperation to drive the job search. The best way to stay in-the-know is to engage an industry recruiter. Industry recruiters specialize in acquiring talent. They work with many companies and can provide candidates with multiple options. They build talent pipelines proactively, communicate opportunities, and can offer industry insight.
The value of expertise.
Some people sell their own homes. You’ve seen the “For Sale by Owner” signs. Some people are willing to expend energy, time, and money to put a few extra dollars in their pockets following the sale. Those folks freely decide what the value of their time is, and how it impacts other aspects of their lives. Most people, however, choose to work with a realtor because a realtor knows the market, understands the competition, and has insight into inventory and housing trends. The realtor is motivated to sell the property. If the home seller values the realtor’s expertise, then he or she sees the relationship with the realtor as an investment. According to Zillow Research, “36 percent of sellers attempt to sell their homes themselves, but challenges along the way lead many of them to eventually hire an agent. In the end, only 11 percent of sellers end up selling their home without a real estate agent.”
What this means for you.
Candidates can find jobs on their own. It happens every day. However, finding a job is a job in – and of – itself. When someone is employed, managing a job search can become an arduous task. That’s why most successful candidates work with a professional recruiter (in some capacity) to broaden their search. With so many companies’ hiring, and so many candidates looking for jobs, it gets very hard to differentiate. A professional recruiter can centralize a job search and help distinguish a candidate from his or her competition.
If you’re a hospitality or culinary leader in the United States, this is your call to action.
Learn what opportunities are available now and establish a professional relationship with a recruiter for your future. Do not apply. Build your career instead. Search for something better. Start by scheduling an introductory call today.
Call, email, or text:
David Rose, Partner and VP of Talent Acquisition