As an operator for 30 years and a recruiter for the last 25 years, I have seen the hospitality management talent pool fluctuate from a surplus of great managers to a complete drought of talent.
We are currently in the middle of a drought.
Great managers are hard to find. They are still in the market, but are harder to find, attract and keep – below are some of my thoughts that may help you change that.
Where are all the great managers? – The good operators are most likely working with one of your competitors.
What has changed? – Operators are realizing that money is not always the number one draw. The culture, workweek, and inclusion and treatment matter.
Why has it changed? – One word “turnover”. The financial cost of hiring and training a manager and then losing him /her after 6 months is substantial. The intangible cost is much higher. The staff and customers get to know the new manager -then he/she is gone – it definitely affects the staff.
What part has COVID play? – Covid had a great impact on the hospitality / restaurant business. Thousands of hospitality professionals left the industry. The labor pool shrunk and the great managers stayed where they were, or left the industry
How do I find the great Managers? – Ads don’t attract the great managers – most of them are working and don’t look at online ads.
- Social Media sites are a good place to post a request.
- Referrals – letting other operators, vendors and friends in the business know you are looking for a great operator is a great resource.
- In House- Great restaurant managers can be found in a variety of places, including within your own restaurant staff.
How do I attract the great operators? – How do I get a great operator to leave where he/she is currently working and come work with my company? First -ask yourself -what is my company’s point of difference from my competitors. What do I offer that my competitors don’t? It might be time to do a full inspection of your concept, culture and offering. Be honest with yourself -accentuate the positive and make changes where necessary. A great manager will know immediately the status of your operation.
The worst possible scenario is when a great manager tells his next interviewer -when asked why they looking, Their response is simple: they didn’t do what they said they were going to when they hired me.
The Follow shift is an excellent way to do this. Also, a multiple interview process will help identify the strengths of the manager candidate -Have lunch at a restaurant and observe.
How do I keep great operators? – Three things a jobseeker is considering when searching for a new opportunity
- Quality of Work
- Quality of Compensation
- Quality of Life
Create a positive work environment. Include Management in major decisions. Praise when deserved. Most of all let the manager manage. If your company is growing, let the great manager be involved in the growth.
HPS works with management jobseekers throughout the US for all restaurant concepts and positions -If you are a current jobseeker visit www.HProSearch.com click on Job opportunities -if you find a position of interest, apply to it – a hospitality recruiter will contact you to discuss the details of the opportunity.
You can also visit www.HProSearch.com to learn more about how HPS can help restaurant companies find and keep great managers. Feel free to contact me directly with any questions or comments. [email protected]