Hospitality Executive Search

Top Interview Tips That Hospitality Executive Search Firms Recommend

Job description

A recruiting agency experienced in the art of interviewing candidates for the hospitality industry knows the job descriptions at different levels of hierarchy. While a pastry chef is responsible for baked food production and decoration, there are managerial aspects to the job such as maintaining supplies and managing kitchen staff. While an interview by a hospitality executive search firm can cover the managerial and attitudinal aspects of the job, a demonstration on the floor is a good way to ascertain the true level of the candidate’s ability.

Question bank

In order to evaluate a number of candidates, it is better to keep a list of standard questions that will be asked for each job. A recruiting firm can work out the necessary attributes that the interview questions must cover along with the client. A set of questions meant for each vacancy under process allows for a comparison of answers from different candidates. The contingency search firm may be expected to carry out a detailed interview and present a report with a candidate rating to the organization. The report and rating can help determine whether further interviews are necessary or whether a skill demonstration is required.

Use open ended questions

Open ended questions allow a candidate to elaborate and thereby reveal personal traits. While a hospitality executive search firm can be expected to provide a profile and rate suitability of candidates, it is necessary that the method mentioned here be utilized by organization insiders who are trained in interviewing skills. A potential supervisor for the candidate may be keen to know about the candidate’s relationship with the present superior. Further, there may be other stakeholders who must know whether the attitude of the candidate will fit into the work culture. A hospitality executive search firm can be asked for guidance in identifying key questions to be asked to understand the candidate better.

Display talent

Interviews in the hospitality industry need to have a mix of conventional interviews and demonstrated ability. If a pastry chef is interviewed and found suitable on paper, the next step is to have a demonstration of process and output. Organizations prefer to recruit for attitude since the incumbent can be trained. The hospitality executive search firm can define the processes to be tested along with key role holders and implement the ability test. The organization may provide a score of acceptable or otherwise or utilize the internal intelligence of the recruitment agency.

Display corrective ability
Recruitment outsourcing agencies know that a key aspect of cooking is the knowledge of the missing ingredient. A possible interview question by a hospitality executive search firm may test the chef’s knowledge with, “If extra baking powder was added to the batter, how will the cake turn out?” The chef can then be asked the steps to correct the error. Another process that can be carried out by the hospitality executive search firm is to test corrective ability. The chef may be asked to test a cooked item with a missing ingredient and identify the ingredient and advise on the amount to be added.