Here we are again, about to begin another new year!  

We at the Kinsa Group want to wish you and yours a happy, healthy, and prosperous 2020.

As we prepare for another great year in the food and beverage industry, we know there will be lots of jobs opening up and lots of candidates submitting resumes for your food industry positions. That’s wonderful! But as the new year begins, do you wonder if there’s more your company can do to bring in the best candidates?  

 

New Year, New Procedures  

As a food and beverage jobs search partner, Kinsa Group is here to help. Here are a few pieces of advice to attract top candidates in 2020 and beyond:   

 

1) Get creative. There’s an abundance of information and job postings out there. What are you doing to set yours apart? Consider hosting an open house to draw in new candidates or those just starting their food industry career. Take it a step further and involve your local community members. Invite them to your facility and allow them to network with your leadership team. Who knows, maybe someone can make a referral for your next executive! 

 

2) Utilize social media, but make sure your account is in good shape. Does your company actively tweet or post on Facebook? How up-to-date is your LinkedIn account? And how often are you utilizing social media to find new candidates? For the most part, social media is a free and wide-reaching net that can help draw in new talent. Boosting a post, in which money is spent to expand your reach, can be an incredibly affordable way to gain attention in areas you might not otherwise be noticed. 

 

3) Follow up with clients and applicants. People who apply to your jobs will remember whether they’ve heard from you after the initial auto-reply. If someone comes in for an interview or goes through a phone screening, let them know where their application stands. Some candidates will get discouraged by silence even if it’s not reflective of your interest in them. If the process is taking longer than anticipated, send a short note to let them know they’re still in the running. Or, if you’ve selected your candidate, let the other applicants know they’ve not been selected, but you appreciate their time and effort. A little communication goes a long way for your recruiting reputation.

 

4) Make sure all job postings have the appropriate amount of detail. Candidates might skip over your ad if the salary range isn’t listed or if they don’t have a good understanding of what the position entails. Make sure the mission of the job and its key responsibilities are shared. Add information about your company’s mission and some of the perks of working there to entice people to apply.

 

5) Create a standard interviewing and hiring process. This is a two-fold objective: It ensures all candidates go through the same procedure and process, giving you a consistent baseline on which to compare candidates, and it helps lower the influence of personal and unintended bias. Someone who shares your love of a sports team or went to the same school may or may not be the best person for the company and the job, but personal bias and preferences can cloud your judgment. Making the process uniform will provide a much clearer view of who’s the best person for the job.  

 

Ready? Set… Search!   

Recruiting new employees can be an overwhelming task, and these pieces of advice from Kinsa Group can be adopted as new year’s resolutions to make strategic hiring of the right talent easier. But don’t fear! Kinsa Group remains your partner in finding the perfect candidate for open positions. We’re always here and ready to help, and we’ve got decades of experience in assisting companies like yours successfully recruit top talent.  Contact us today for a consultation and start the new year on the right foot.

Leave a Reply

|