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 package
Benefits 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 advancement
Not 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 beginning
It 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.