A growing trend for businesses in the hospitality industry is to hire candidates with multi-unit management experience. Candidates with this experience typically have the soft skills needed in the business: multi-tasking, delegating responsibility, organizational skills and time management.

'Companies are interested in employees with multi-unit management experience because they know how to hire, train and coach a team of people,' said Reg duDomaine, associate partner and restaurant recruiter for Lucas Group. 'Multi-unit managers work hard and are used to long and odd hours, which can be a key causing factor for industry turnover.'

Retention is also a very high priority for companies. It is more difficult now than ever to find great candidates who are dedicated to the demands of the hospitality industry. Mid-to-upper level managers are leaving the hospitality industry to go into other industries after learning the great systems, disciplines and transferable skills from these demanding jobs. Many companies are seeking outside professional hiring help from recruiting firms or other third parties. A recruiting firm that specializes in your industry and understands YOUR culture can help to make that perfect match!

'Retention is critical to the profit of this business,' said duDomaine. 'When you lose a manager, you lose employees and customers, and then sales suffer and profit drops. The cost of hiring and training new employees is lofty, and companies will suffer if their turnover is high. The hospitality industry is very competitive but very rewarding. It is imperative that companies put measures in place to attract and maintain successful employees to stay ahead.'

However, no matter how hard you try to avoid or prevent it.. turnover happens. The smart way to handle this is to build a "talent pipeline". Then when a position opens, you can fill it quickly with top talent. No more treading water while you wait for the recruiting wheels to turn. Smart employers are already gearing up for their seasonal hiring, and are also now advertising positions they anticipate filling in Spring or Summer. By the time many employers get around to recruiting, the top talent will be long gone. You should begin "filling your pipeline" at least 4 - 6 months before you anticipate hiring.*

Recruiting top talent rests on selling the advantages to working for your company. Competitive compensation, benefits, life/work balance and opportunities for growth and advancement are all key components in a job offer. Now in our fourth consecutive year, our salary surveys are invaluable analytical tools as you design the strategy for your talent pipeline. What's more, the results are free and sent immediately via email upon completion! And if that's not enough incentive, you will automatically be entered to win a "Featured Employer" package with WineAndHospitalityJobs.com (a $3,009 value). We will have one winner for each industry!

View results specific to your concept, your demographic, your annual revenue. Download to PDF or Excel, filter, sort - whatever you need to do to manage the information and make it meaningful to your unique business model. For a brief time investment and with 100% guaranteed confidentiality, you can't afford NOT to take advantage of this retention resource tool.

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*WineAndHospitalityJobs.com has packages priced for any size employer, or can create a custom package based on your needs. Call us now at 707.933.0687 or email us for more information.