In Part II of our series, we discussed four strategies for seeking out talented and qualified candidates. I quizzed my restaurant-owner friends: Is your work done? Do you now just sit back and wait for the chefs to impress you?
The Number-One Hiring Mistake
The most common mistake ignores this cardinal rule: Always remember to sell yourself. I’ve seen it made over and over again, and my friends admitted their past guilt. Owners become so focused on the interview process itself that they tend to forget the most critical ingredient of how to attract and hire a “great chef”: Their ability to sell their restaurant, the local community, and even the region to the candidate. You want each candidate to leave wanting to be a part of your team and never miss an opportunity to market your restaurant and community. Allow ample time during the interview for this process.
"The most common mistake ignores this cardinal rule: Always remember to sell yourself. "
How do you avoid this mistake?
As I shared with my friends, one has to consider family, spouses, partners, and children and always be ready to share “what’s in it for them.” For example: quality of schools, religious houses of worship, the flavor of the community.
Invite regular customers, community leadership, and other local business leaders to meet and greet your finalists. They can validate your passion for the community and give an unbiased perspective to the candidate on what they like about the community, things to do, places to visit, etc.
The time, energy, and overall importance placed upon this aspect of the interview process is, in my opinion, underestimated and can be the differentiator between why a candidate accepts your offer or declines. As my great-grandfather always said, “Make them feel welcome in your home!”