Skip to main content

Business at RestaurantZone, a national hospitality recruitment agency, has never been better.

“A lot of clients, you know, came to us and said, ‘Yeah, we need 50 managers, we need a bunch of new CEOs. “They are suffering for sure,” said CEO Matt Rodgers.

Rodgers recruits for companies like McDonald’s and Red Lobster. He said demand for resorts and restaurants is double what it was before the pandemic. Businesses don’t just fill high-level positions; he does more recruiting for hourly jobs. But the peak of activity comes with drawbacks.

“Recruiting has been a very difficult environment for recruiting,” he said. “So it takes us a lot longer to get a candidate through the hiring process. “

RestaurantZone is facing the same problem as its customers: a lack of manpower. There are 11 million job openings and only about 7 million people looking for jobs, according to the latest figures from the Bureau of Labor Statistics. The situation in the hotel industry is particularly dire. From 700,000 people to nearly one million people have left the industry each month since last June.

This makes Rodgers’ job tricky because the longer it takes him to hire, the longer it takes RestaurantZone to get paid. The company does not collect research fees until someone has worked for 90 days. In addition, the number of people who drop out before reaching this threshold has doubled. So it’s not just about finding any candidate, it’s about finding the right candidate.

“I think at the end of the day it’s about matchmaking,” Rodgers said.

It has also become a more important part of the process on job boards like Indeed.

“Think of us as a job market. That’s who we are, ”said Raj Mukherjee, senior vice president of products.

Indeed, a Marketplace subscriber is a kind of Google for the world of employment. For a fee, companies pay to place their jobs higher in Indeed’s search results. They can also pay to have Indeed screen applicants. More and more companies are using these features since the job market has become more tight.

“As the economy as a whole is expanding, we certainly see our income increasing,” he said.

ZipRecuiter records similar gains.

“In a tight job market, one thing employers often do first is increase the publicity of their job postings,” said Julia Pollak, economist at ZipRecruiter – also a Marketplace underwriter.

The company uses artificial intelligence to match candidates and companies. Pollak said that over the past four years, recruiting through a job board like ZipRecruiter has grown by more than 15%.

“It makes people more engaged in the job search process,” she said. “It also allows employers to have more skin in the game. They are also more likely to give a candidate a thumbs up when that candidate has responded to their invitation. “

And that’s how we often think of the job search: companies choose candidates. But more and more, it is about candidates choosing companies. Rodgers of RestaurantZone has said more than ever that employers need to sell themselves. He considers job offers to be advertising.

“I think a lot of people just made an ad and don’t really think about it, and I think it’s really important to highlight things like your company culture, what the training looks like,” he said. he declared. . “What is the advantage for job seekers? “

Source link