"Staff wanted!" These days, no hospitality entrepreneur escapes this call. Almost a quarter of the 450,000 hospitality workers have left in the corona time, many regulars have been able to find jobs in other sectors and the demand for trained hospitality staff is growing. What exactly you can do to respond to this problem and make your staff search successful, you will read in this roadmap.
Step 1 - Provide clarity
We humans love clarity. Because when something is clear, we can make an informed decision. So make good use of this when looking for personnel! Draw up a vacancy with an attractive text. Show what is on offer and make sure that your future sous chef doesn't have any more questions like: what will my tasks be, how many days can I work and what will I earn? Don't forget to emphasise the advantages within your company. What makes it so nice to come and work for you? Do you offer creative freedom, do you organise a monthly staff outing or is there simply a lot to learn at your company? The more information you provide in the vacancy, the more clarity you offer and the more valuable the applications will ultimately be.
Step 2 - Provide matching image
We often see it: a vacancy with a clear text and a picture of a tray with two glasses on it. Not really something to get excited about. You have seen this a few times anyway or maybe you do it yourself. A tip from us: don't. Your future runner really has an idea what a tray looks like. Instead, let the atmosphere come forward. Use images of the kitchen on a busy Saturday where everyone is hard at work, show in which neighbourhoods the future neighbourhood runner will be working or give an impression of the team. This way an applicant immediately gets an idea of the size of your business and whether the atmosphere that prevails there suits them.
Step 3 - Determine your target group
The vacancies are finished and, if you say so yourself, they are the crème de la crème. It is now time to determine who will see your vacancies. Make sure that you, as an entrepreneur, have a clear idea of what kind of person you are looking for in which vacancy. Showing a vacancy for a dishwasher to someone aged 50 might be an expensive joke. Perhaps you want your sous-chef to have completed a certain amount of cookery training and your neighbourhood runner to be on site within 15 minutes when it suddenly gets busy. The clearer the target group, the more efficient the search will be.
Step 4 - Build an online campaign
Now that you have identified who you want to reach and what job offers you will use to do so, it is time to start your search online. The Facebook Business Manager is the key tool here. Through this online tool you build a measurable campaign where you can show your vacancies to specific target groups by means of advertisements on Facebook and Instagram. The measurability is especially important because it allows you to see what you are actually getting out of your campaign. Here's a little preview of what we can do for you:
We increase the measurability of campaigns with the help of the Facebook Pixel. This Pixel gives us exactly the information we need to run a successful job ad campaign. We can immediately see how many people clicked on the ad, how many viewed the website, how far they got on the page and which buttons they pressed. All costs are mapped out per step so you as an entrepreneur know exactly where every cent goes.
Simply building a campaign is not enough. It must be optimised so that every cent is actually well spent. It would be a shame if you were to run advertisements that do not actually produce anything. You might as well just burn your money.
Step 5 - Make yourself heard in time
It sounds so logical, yet it often goes wrong: let them hear from you in time. Many applicants only hear from the company after three weeks or not at all. The applicant then thinks: 'Oh, apparently they don't really need me', which takes away all enthusiasm or maybe they have already found another job. By hearing from you in time, your future dishwasher knows that you want him just as much as he needs the job. For example, set up an automatic email to say that the application has been received and that you will contact them within a week. This also helps to create clarity and shows how the internal management is organised. Invite the applicant for an introductory interview within a week and plan a trial day during the interview. This way you can see how the future employee functions in the team and whether he or she likes it.
Step 6 - Hiring and putting to work
The biggest part of the search for new staff is now over. You have been able to see during the trial day whether the new employee is really as good as he says he is. The only thing left for you to do now is to hire your new employee and put him to work. And remember: the better an employee is trained, the faster he can start working independently.
Now it's time to start the search for new and trained staff. We've given you a clear roadmap and you're all set to start strategically looking for your new district runners, runners, dishwashers, sous chefs and more! With our tip of the hat, you know exactly what every penny is spent on and you can see at a glance what is working and what is not.
Does making campaigns measurable sound difficult, do you have no idea at all what the Facebook Business Manager Or do you have any other questions after reading this article? Then please contact with our professionals. We would like to get to know you and your company!