Executive Recruitment in a world of economic uncertainty and new beginnings….
The past year has been a challenging one to say the least and we have seen many companies in the hospitality industry cut back on their employment and with that their level of services and standards.
Considering that we have seen this cycle many times before, in fact every time the economy gets a slight dent, the initial reaction is to cut back on the Management, mostly at the top level. This is an understandable reaction, of course, and what comes most naturally in the face of economic hardship and shareholder pressure. The Global Financial Crisis that has just passed us, so we all hope, has shown how different companies react and how some have crisis management techniques in place that can be implemented almost immediately.
Every crises created by humans or nature has a different face and manifests itself as a new challenge with the exception of the financial crises which was a first of its magnitude in the modern world we live in today.
This was a crisis we as individuals were unable to do anything about. We completely relied on our governments to manage and get us out of this situation. By not knowing the extent, many businesses reacted slowly and with very little planning to what will happen when this crisis is over?
This past year has shown how many managers we have in the industry that were able to deal with the pressure of the challenging times. Crisis management has been a new word and taken on a new meaning many had not experienced before because we had the good times for so many years.
It also showed how differently companies handle redundancy, downsizing or the ‘let go’ attitude prevalent due to the nature of employment contracts.
This was nowhere more visible than in Executive Recruitment when we had suddenly a flood of people looking for work and on the other hand recruitment slowed to a level not seen in years.
The biggest asset, our employees, were the first ones on the chopping board when cutting expenses. This is indeed a lesson when good people that understand the product, have the management experience and skills to overcome these trying times found themselves out of work.
It also says a thousand words about employers who in many cases rather unceremoniously terminated the employment of some of the finest in the industry.
The hospitality industry really has come of age in that respect and is now in line with the financial sectors and most other industries where people are easily disposable.
It might on the other hand also show a side of the industry that hasn’t been really looked at closely and that is the various levels of management, streamlining, job combination and extending areas of responsibility within the management structure.
The hospitality business is a people business and hopefully stays that way, where we still meet the people that make our stay so comfortable and an experience.
Recruitment of the finest in the industry is still something we should strive for.
It is now the time that employers can evaluate what their needs are and hire people that make a difference. There is a job and place out there for everyone and in many cases it is a matchmaking process that is difficult but worthwhile going through. Employee profiles, position guidelines are just a starter and in talks with clients we learn what they are really looking for in that perfect person.
Executive Recruitment in many ways is like a marriage and the ‘in laws’ might be difficult but the new arrival can win over hearts if he is diplomatic and has a character and management style that complements the existing family and in many cases culture.
Finding the matching individual is often a tedious process but in the long term very satisfying for all involved - client, candidate and ultimately the recruitment company.
Being specific on details and background, political correctness in many cases doesn’t provide the opportunity to express the real need and makes finding the right candidate hard work.
Personal relationships and confidentiality on all levels with the recruiter are serious issues and vital to be successful. Trust has to be gained and professional services not only advertised but also delivered, equally to clients and candidates.
Our candidates are our stars of the future and our clients are the people that shape these potential stars and provide for their development.
The relationship between Recruiter and Client is vital to the development of future talent in the industry. Combined we should be making the hospitality industry an even more attractive business to work in where people are considered truly professionals and not disposable commodities.
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About Karl Faux
Karl Faux is the Senior Vice President Global Executive Search at Hospitalitybiz. He is a seasoned hospitality professional that has been in the industry for over 30 years and worked across 5 continents. He firmly believes in the management of human resources on the international markets and is passionate about developing new talents that will shape the future of the hospitality industry
About Hospitalitybiz
Hospitalitybiz is today one of Australia’s leading Executive Search and Recruitment firms specializing in the placement of top performing people in the hospitality industry.
The company provides high quality personalized services as a niche market specialist, delivering superior results for both clients and candidates.
For more information contact:
Website: www.hospitalitybiz.com.au
Email: karl@hospitalitybiz.com.au
