| With all the advertising opportunities on the internet, | | | | assesses the candidate's skills, competencies and |
| you might be asking yourself is it necessary to have | | | | motivations. Any independent, valid and proven |
| the extra expense of paying for the services of a | | | | assessment tool is going to improve your chances |
| hospitality agency? | | | | making the right hiring decision. |
| Here are some points to consider: | | | | Hiring Directly |
| Using a hospitality agency | | | | Cost: the cost of hiring a recruitment agency is a |
| Save time - these days, with so many active job | | | | consideration for companies looking to fill a job |
| seekers in the market, one ad in the newspaper can | | | | vacancy. As many agencies' fees are based on |
| draw hundreds of qualified and unqualified | | | | percentages of the candidates annual salary, this can |
| résumés. The man hours required to sift through | | | | be considerable for high-paying positions. |
| all this data and select those resumes that suit your | | | | Good exposure when advertising directly in jobsites: |
| requirements could end up costing you a lot of time | | | | with internet available to almost all job seekers these |
| and money, as you sift through the piles of | | | | days, countless opportunities exist for advertising |
| résumés. A hospitality agency will not only place | | | | your job vacancy - whether in your own website on |
| the ad for you, but will screen the bulk of applications | | | | the careers page, or on the numerous job seeker |
| for the job and present you with a list of only a | | | | websites, most of which offer free services or ones |
| select few applicants. You will only have to choose | | | | for only a nominal fee. |
| your employee from the best and qualified | | | | Social networking sites like Facebook, LinkedIn and |
| candidates. | | | | Twitter offer new opportunities to find and interact |
| Check candidate credentials - apart from sorting | | | | with potential candidates. This exposes your job |
| through all the candidate CVs, recruitments agencies | | | | vacancy to an unlimited number of qualified job |
| have the knowledge and experience to verify the | | | | seekers. If you have the time or inclination to sift |
| applicants' credentials, check referees, research any | | | | through all the applications, this could be a most cost |
| lapses in their employment history and find significant | | | | effective way of finding your employees. Job |
| inaccuracies in CVs, tasks you might not have the | | | | websites also offer CV databases for employers, |
| means or time to do. | | | | usually for a small fee, giving you access to a huge |
| Wide data base of applicants - While your options for | | | | number of potential candidates without advertising |
| advertising may be limited, the hospitality agency | | | | your job publicly. |
| would have a variety of advertising options, including | | | | Your company's career page: many companies have |
| their own data base and website, subscriber job | | | | Career pages on their website. Candidates can find |
| sites, web and CV data bases and internal knowledge | | | | out all the job details, while getting up-to-date |
| through professional connections. | | | | information form the website about the company, |
| Confidentiality: Many employers in the hospitality | | | | the workplace, training offered and career |
| industry hire recruitment agencies to help fill job | | | | development opportunities. Advertising on the web |
| vacancies that require confidentiality. You can go | | | | on a good website reaches an untold number of |
| through the whole recruitment process without | | | | prospective candidates. |
| exposing your company publicly. | | | | Customized skills testing: rather than use the |
| - Market expertise - if your organization is not very | | | | hospitality agency's generalized skills and evaluation |
| big and you do not have a recruiting department, a | | | | tests, you might want to present the applicant with a |
| high quality hospitality agency will have inside | | | | very specific evaluation, tailored to the particular job |
| knowledge of the market and will be able to provide | | | | and environment you are offering. Personality |
| advice about candidate availability and current salary | | | | assessments are also available now to help you judge |
| levels that might not be available otherwise to you or | | | | the candidate's "emotional intelligence" which will help |
| your personnel staff. They might know of people | | | | you focus on those personality trends that you are |
| that are perfect fit to your job description who are | | | | seeking or want to avoid on the job. |
| not actively looking for a job, but might be interested | | | | Before you decide to hire a recruitment agency or |
| in a move if offered. These people do not necessarily | | | | place a 'wanted' ad for your job vacancy, remember |
| go through the job vacancy ads regularly and would | | | | that internal recruitment is always the most |
| most probably not have heard of the vacancy | | | | cost-effective and efficient way of filling the vacant |
| otherwise. | | | | job. Your own staff, who are knowledgeable and |
| They will be able to help negotiate on salary and | | | | familiar with the way your organization works might |
| benefits, save you time and alleviate costly mistakes | | | | fit the job description better than any 'outsider'. So, |
| from your staff who are inexperienced in the field | | | | take a good look at who's suitable amongst staff |
| Skills testing and other assessment tools - all high | | | | whom you know and can trust - you might just find |
| quality recruiters will have some form of testing to | | | | the perfect fit at home. |