SAMANTHA FROM NASHVILLE ASKS…
I’m swamped with professional advice about hiring for my restaurant, but I don’t have time to read or digest it all. Can you tell me in a nutshell what I need to do or not do?

THE STAFFING DOCTOR ANSWERS…
Samantha, you’re right-on about the fact that information overload does not equate to informed action. Let’s focus on six key things to avoid when hiring.

Blunder #1: Pressure Hires
There’s pressure from within the company to bring someone on in a hurry (“I was under such a time crunch that I had to roll the dice.”) and pressure from candidates and by the general manager to shortcut the process. In either case, we’re depriving ourselves of the opportunity to make a careful, informed decision.

Blunder #2: First Interview Offer
The best employees often make mediocre first impressions on interviews, but candidates who make great impressions on first interviews often don’t hold up over time. That’s why you’re always best advised to go for a second impression before making a hiring decision. It is only by taking at least two snapshots that you can get a sense of whether a candidate is an acceptable fit.

Blunder #3: Can-Do Versus Will-Do
Just because a candidate has the ability to perform a hard skill or job function doesn’t mean he or she will do it to your satisfaction. There are all kinds of motivational and interpersonal factors involved in what a candidate will actually do on the job. Ignoring these factors is one of the biggest blunders hiring managers make. By the way, “will-do” is way more important than “can-do.” This is why I recommend use of pre-scripted interviews and formal personality assessments (call me for some examples at 877-568-2222 or visit staffdynamics.biz/personalityassessment.htm).

Blunder #4: Gut Reactions
Most of our “gut” responses tend to be light on supporting details. What you need is a detailed scoring sheet that allows you to assess each person you interview according to criteria that you (and your team) agree are essential. It’s only when gut is supported by metrics that you’re likely to make a great hire. When we interview by gut—someone looks like us, dresses like us, talks like us, and it feels right—we get buffaloed.

Blunder #5: No References
An important piece of the hiring puzzle is third-party confirmation. The best way to do this is via reference verifications, preferably with the candidate’s former supervisors. Provided your questions are detailed and probe for negatives as well as positives, references can provide insights about both the hiring decision and how best to manage the new employee. If the first two people you call fail to respond to your reference inquiry, call a third. References deserve the effort required to secure them.

Quick tip: If you get a reference that is really negative or overwhelmingly positive, be sure to get a second opinion.

Blunder #6: Not Using Personality Tests in the Hiring Process
Bottom line: In today’s hurry-up workplace, we hire for skills and fire on personality, and the turnover and disruption are costly. I recommend using personality tests with new hires to minimize bad hires and turnover.

Compatible employees with a will-do attitude make for a more efficient team. Personality is as much a predictor of successful blending with an existing team as skill set. Knowing what makes the workers you have tick can show you how to more effectively utilize their talents.

Many organizations, including StaffDynamics, develop personality benchmarks that compare prospective employees in the F&B industry with existing top performers. It’s an essential tool in hiring your F&B employees, who hold some of the toughest jobs in the hotel and often interact with guests. A personality assessment is just the beginning, although the six-step process outlined above is quite revealing about an individual’s work style and habits.

CONTACT THE STAFFING DOCTOR
As president of StaffDynamics, www.staffdynamics.biz, Daniel Abramson has focused on workforce performance strategies and “raising the bar” for over 25 years. His energetic, no-nonsense style appeals to hoteliers seeking results at a new level. He is available as a corporate trainer, management coach, and speaker for high-impact engagements. His latest book is Secrets of Hiring Top Talent. You may reach Daniel at Daniel@staffdynamics.biz or 877-568-2222. Your anonymity will be respected. Send questions you would like him to address to editor@hotelfandb.com.