In Retail and Hospitality, the talent shortage – or the competitive world of talent acquisition – is a matter of discussion: in companies, in events, and quite everywhere; and apparently it’s the biggest concern these sectors are facing, as they say in webinars, in roundtables and in dedicated events.
From my experience and my perspective, the problem relies on the way these sectors are recruiting is “the old style”, I mean, last century style: relying solely on checklists. It oversimplifys the intricate process of finding and securing top talent.
Well, checklists ensure procedural consistency, however they often fail to capture the nuanced aspects of recruitment that require human insight, strategic thinking, and adaptability.
Risks are in recruiting a clone and reproducing the same dynamics, as well as missing best talents and, at the end, missing business opportunities.
I want to write down some key limitations of checklists in recruitment:
1. Lack of Personalization: checklists standardize tasks but overlook the unique needs of employers and candidates. Talent assessors delve deeper into candidates’ goals and motivations, which checklists cannot capture.
2. Oversimplification of Metrics: successful recruiting depends on factors like long-term performance and cultural fit, which extend beyond checklist items such as qualifications or interview ratings.
3. Inadequate for Complex Roles: senior or specialized positions demand tailored approaches involving creativity and strategic sourcing, which checklists cannot accommodate.
4. Missed Opportunities in Sourcing: effective sourcing requires data-driven decisions about optimal channels for different roles and regions, something a checklist cannot dynamically address.
5. Failure to Build Relationships: recruitment is about building trust and relationships. A checklist-driven approach risks treating candidates as mere tasks rather than individuals with unique value.
Then, let’s have a look to strategies to attract and retain Talents beyond checklists:
1. Focus on Strategic Sourcing: utilize data analytics to identify effective sourcing channels tailored to specific roles and industries.
2. Invest in Talent Assessors: employ professionals who evaluate candidates holistically, considering skills, motivations, potential, and alignment with company culture.
3. Enhance Candidate Experience: provide consistent, personalized communication throughout the recruitment process.
4. Leverage Technology: use AI-driven tools like Applicant Tracking Systems (ATS) to streamline processes while allowing room for human judgment in critical decisions.
5. Prioritize Long-Term Metrics: focus on metrics such as new-hire performance and retention rates rather than just qualifications or interview scores.
6. Build Employer Branding: create a positive company image by emphasizing growth opportunities, work-life balance, and a supportive workplace culture.
In summary, while checklists ensure operational / procedural consistency, they lack the flexibility and depth required for successful headhunting and recruiting: combining structured processes with strategic insights and personalized approaches is essential for attracting and retaining top talent.
How?
- My compass is CX: customer experience in both sides, internal and external, considering employees and customers as faces of the same medal, and, just to simplify, focusing on better employees experience so that happy employees will create happy customers. It’s a positive cercle.
- The key factor with this transformation: implementing and having a new approach: we need People Directors – instead of Human Resources Directors – with passion and deep knowledge of business, with passion and deep experiences in people management.
In my perspective, since the world already changed, leaders need to change, so that strategies will change: new leaders, new strategies, new energies, new dynamics…and I could continue.
Next time.
