Bring abundance into your application situation.
Posted: Tue Jan 07, 2025 4:55 am
Choose your employees carefully.
If all employees work together towards a common goal, momentum and a positive working environment are created that attracts other suitable employees. With a clear company vision, you not only formulate job advertisements more accurately, but you can also interview potential candidates more specifically iran phone data and assess whether a collaboration makes sense. Because it usually comes back to haunt you after a short time if you simply hire the next best employee due to an acute shortage of employees. The costs of changing employees are usually higher than the short-term search for alternative solutions (e.g. overtime for existing employees or short-term staff leasing).
Klaus Kobjoll from Schindlerhof in Nuremberg carefully implements this idea: "The applicants go through a meticulous 14-part recruitment filter. It takes a few months to get in here, even if the suffering is great."
Invite applicants to send unsolicited applications, even if you have not advertised a position. To make this easier for applicants and companies, you can provide an application form on the website. If the form contains the essential questions and is a certain length, only those interested parties who are really interested in the company will take the time to fill it out. In this way, the application form pre-selects. If you do not have a need for anyone at the moment, you can create a pool of applicants or pass on good applicants to other restaurateurs. Because regardless of your quality as a restaurateur, the day will come when an employee decides to go to another "coach". Then you can fall back on your own pool of applicants or ask other restaurateurs for support.
If all employees work together towards a common goal, momentum and a positive working environment are created that attracts other suitable employees. With a clear company vision, you not only formulate job advertisements more accurately, but you can also interview potential candidates more specifically iran phone data and assess whether a collaboration makes sense. Because it usually comes back to haunt you after a short time if you simply hire the next best employee due to an acute shortage of employees. The costs of changing employees are usually higher than the short-term search for alternative solutions (e.g. overtime for existing employees or short-term staff leasing).
Klaus Kobjoll from Schindlerhof in Nuremberg carefully implements this idea: "The applicants go through a meticulous 14-part recruitment filter. It takes a few months to get in here, even if the suffering is great."
Invite applicants to send unsolicited applications, even if you have not advertised a position. To make this easier for applicants and companies, you can provide an application form on the website. If the form contains the essential questions and is a certain length, only those interested parties who are really interested in the company will take the time to fill it out. In this way, the application form pre-selects. If you do not have a need for anyone at the moment, you can create a pool of applicants or pass on good applicants to other restaurateurs. Because regardless of your quality as a restaurateur, the day will come when an employee decides to go to another "coach". Then you can fall back on your own pool of applicants or ask other restaurateurs for support.