Category Archives: Recruitment

Onboarding new team members

onboarding new staff

A couple of weeks’ ago I was a guest panellist on Corecruitment’s recruitment webinar. One common theme is the challenge of recruiting and retaining good staff.

When it comes to retention, having gone to the effort and expense of finding a good fit, don’t waste this by poor onboarding, only to have the employee leave again after a couple of months, leaving you back to square one.

In addition to permanent roles, many hospitality, leisure and tourism businesses will be taking on seasonal staff now.

Maybe you are too?

The first few days and weeks in any job will determine how that person feels about your business and whether or not this is the place they want to stay. It might just be for a season initially, but who knows… maybe even to pursue their career here. Is this an environment where they’ll be happy, fit in and feel their contribution is valued?

Getting this right is as important for temporary or seasonal staff as it is for permanent. They too can act as ambassadors for your business, and make all the difference the next time you need to recruit. Quite apart from the impact they can have on other team members and your customers depending on how well they’re equipped for the job.

People like (and need) to know what’s expected of them. So when people start with you a thorough onboarding is absolutely key to ensuring you’re not wasting all the time, cost and effort you’ve put into recruiting the right person.

A thorough onboarding process firstly ensures they’ll be up to speed and able to carry out their job effectively, resulting in less pressure on other team members, and a better customer experience.

But just as importantly, it creates the right first impression, that shows that their role is valued.

Imagine your new team member getting home from work after their first day and their nearest and dearest asking them “how was your first day?” If you were a fly on the wall, what would you like to hear them say?

“It was ok, I suppose”

“Hmm, I’m not so sure; I didn’t really know what I was doing and they just left me to muddle through. I’ll give it a couple more days…”

“It was brilliant. Everyone was so welcoming and helpful, and they’ve mapped out a great training programme for me so I know what I’m going to be learning and doing over the next couple of weeks. I’m really excited to have got this job, and can’t wait for tomorrow.”

Start the onboarding process as soon as possible; the more you can do before their first day the quicker they’ll get them up to speed.

In your job offer let them know how much you’re looking forward to them coming to work for you and then start with information that lets them know that they’re going to get a warm welcome.

If you need to re-vamp your on-boarding process or want to learn more about how to engage new team members I’ve just made that chore a whole lot easier for you!

Take action

If you only do one thing, take a fresh look at your on-boarding programmes and how you engage new team members, and ask yourself do they really give the best possible start for anyone new to your team to be a productive, happy and engaged team player in your business.

p.s Start your on-boarding process as soon as possible; the more you can do before their first day the quicker they’ll get them up to speed.

Discover more here…







Inspiring the next generation

Inspiring the next generation

What has the Olympics got to do with recruitment or inspiring the next generation?

OK, despite my comments at the start of the Olympics, I tune in every evening. Apart from watching our amazing Team GB, I loved seeing the video clips of kids having a go, and improvising with various household props.

A couple of weeks’ ago I wrote about some of the lessons I believe we can take away from the Olympics, or sports, in general and apply in business. If you missed this, you can read the blog post here:

Now the games are over, there are more lessons to learn relevant to so many industries right now, not least hospitality.

At nearly every meeting and on every discussion for hospitality lately the number one topic has been the challenge of recruiting staff. And I don’t believe hospitality is alone in struggling to find good people to recruit.

So many people have got used to the idea of having complete flexibility in their day, so the thought of returning to a full-time role and potentially unsociable hours has been far from attractive. People’s time on furlough or working from home has also given them plenty of time for reflection, and consider what’s really important to them. Even some of your most loyal team members may have had other thoughts about their career.

This coupled with Brexit has left many businesses so short staffed they’ve had to rethink some of their offering.

So, what lessons can we take from the Olympics to help with recruitment?

When you hear interviews with any of the competitors, so many of them refer back to someone or something that inspired them. And their enthusiasm and success has a knock-on impact on inspiring others. Just look how popular cycling has become since the London Olympics.

So what can we be doing to inspire others? If not for today, for the future?

Role models

It might be an entire team, or just one or two individuals who inspire others. So, who are the role models for the positions you find so challenging to fill? Gordon Ramsay as portrayed in Ramsay’s Kitchen Nightmares probably isn’t the best role model nor the best advertisement for encouraging youngsters to train as chefs! If you can’t think of any inspiring role models, why not become one yourself?

Start young

Many (but certainly not all) medal winners have been pursuing their dream for a very early age. Trying to get someone to change their ideas about the type of career they want to follow when they’re about to leave school is probably leaving it too late. The earlier we can engage people and open their eyes to the possibilities in the industry the better.

Getting into schools and educating, not just the pupils, but teachers and parents alike, with inspiring stories of people’s career path and experiences. Getting kids into the workplace to see for themselves. Involving kids in industry related projects.

Shout about success

The lap of honour, the medal ceremony, the hero’s welcome home, don’t just impact the winners, they make us all feel good and inspire others too.

What is your business doing to shout about your successes; whether it’s winning awards, or simply receiving some glowing feedback from a customer?

Do you share your successes in your local paper? Do you recognise individuals within your team, so they feel proud of what they do and share this with friends and family?

All this adds up to impacting, not just your employer brand, but boosting the spirits of your existing team too, and helping turn them into advocates.

Long term future

In most sports people can see a progression; what’s the next level to aspire to.

Demonstrate there’s potential to grow and develop in your business, so you’re more likely to attract people who see this as a potential longer-term career move, rather than somebody who is simply desperate for any job or sees it simply as a fill in until they get a ‘proper job’.

Share case studies and success stories from your team, their career journey and what it’s mean to them.

The full spectrum

Most sports have more than one category. A good runner isn’t just a runner; are they better suited to the marathon, 1500m or 100 meters? And every sportsman or team has an entourage behind them.

Just because someone doesn’t see themselves as the next Raymond Blanc or Tom Kerridge, shouldn’t be a reason not to consider a career in hospitality. Promote the potential breadth of careers available, apart from operational roles. E.g., marketing, finance, HR, training, sales, etc.

If you only do one thing:

Let’s be honest here, this is a not short-term solution, but even if the best time to have done this was 20 years’ ago, the next best time is now! What can you do this week to towards inspiring the next generation, or simply getting one person inspired to consider a career in hospitality (or your industry)?

Kathleen Dawson hopes to inspire next generation