Applicant volumes vary for hospitality depending on the role being recruited. Low-skilled guest-facing roles tend to get high applicant numbers, whereas non-guest facing skilled roles such as chefs tend to be hard to find candidates for.
Because of this, using assessments rather than just asking for resumes has different benefits. For high applicant volumes it enables you to see which candidates to prioritise in the talent pool. For low applicant volumes, asking candidates to complete a fun and engaging realistic job assessment enables you to assess whether they have the right skills and behaviours much more quickly.
Assessments for entry-level, guest-facing roles can be used instead of the traditional resume review to automatically screen candidates for the job. Realistic job assessments can also communicate role realities to candidates encouraging ones that aren’t fully committed to opt-out of the recruitment process.
Most of our hospitality customers use their assessments at the start of the hiring process – just after the point of application. Hiring managers can use the insights generated on each candidate to make a more informed hiring decision and recruiters can use the time they would have spent screening candidates on finding great people to apply in the first place.
Hospitality companies are not all the same. McDonalds doesn’t have the same expectations of candidate service as the Four Seasons. As such, generic assessments don’t work in this sector. ThriveMap works with a range of hospitality brands to create bespoke assessments that model the skills and competencies required to thrive in your unique environment.
Administering a realistic job assessment approach ensures not only that candidates have the right combination of skills and competencies to thrive, but also that they know what type of working environment they are committing to ahead of joining. Often this involves a combination of judgement based questions to measure customer service and problem solving and skills-based questions to measure essential attributes such as attention to detail.
In recent years we’ve seen the emergence of technology-literacy questions to measure whether candidates can cope with operating handheld devices. ThriveMap’s approach to this is to typically involve simulating the tasks that people find challenging when in the role and designing realistic scenarios and tasks. This has been proven to be more effective than generic tests at establishing whether candidates will be able to perform the tasks your roles demand.
When recruiting staff for hospitality its best to use assessments at the top of the recruitment funnel, automatically after job application to identify which candidates to prioritise in the applicant pool for faster, more effective hiring.
Identifying which candidates have the right behaviours and skills required to work in hospitality is difficult to do with resumes and CVs. That’s why a number of forward-thinking hospitality groups are using pre-hire assessments to streamline their hiring processes.
ThriveMap is the #1 Realistic Job Assessments platform.
Combining the most predictive selection methods into one assessment, ThriveMap’s Realistic Job Assessments take candidates through the experience of a working day in the role in your company – giving you and them a better picture of suitability from the outset.
We’re different for the following reasons:
Each company is unique. In fact, each role within each company is unique. Someone could perform well in the same job in another company and fail in yours.
People behave differently in different contexts. Measuring someone’s ability in one environment does not mean they’ll display that ability in another.
Jobs are constantly evolving. Unlike other assessment providers, if something’s not working, you have the power to change it.
We place the candidate in the heart of the story of a typical work day. If they don’t like the sound of the role or culture they can withdraw from the process at any time.