An online platform can be enough for some recruitment needs.
For others, it wastes valuable time.
The right choice depends on the type of role and the need for discretion.
This guide is for hotel directors and restaurateurs. It explains how to choose between advertising a vacancy and approaching candidates directly, depending on the level of responsibility.
In brief:
- Advertising a vacancy and approaching candidates directly can complement each other.
- The seniority and scarcity of the role, as well as confidentiality, should guide the choice of channel.
- Direct applications still have value, including for some strategic roles.
When a job platform is enough
Job boards are well suited to high-volume recruitment and operational positions.
Seasonal roles: strengthening operational teams during busy periods.
Standard roles: commis chefs, waiting staff or receptionists where rare specialist experience is not required.
Recruitment without immediate urgency: when a vacancy can remain online without affecting day-to-day operations.
When direct search gives access to a different part of the market
A recruitment consultancy’s direct approach becomes particularly useful when a role requires precise expertise, a confidential search or access to people who are already employed.
Leadership teams: department heads, head chefs and senior hotel management.
Hard-to-fill roles: sought-after people who do not respond to adverts and need to be approached directly.
Urgent replacements: replacing a key manager without disrupting daily operations.
The cost of choosing the wrong recruitment channel
An unsuitable channel is expensive, particularly in management time, early departures and reputation.
Lost management time: reviewing unsuitable CVs consumes hours for department heads.
Staff turnover: hiring by default often leads to an early departure.
Damage to the employer’s image: leaving sensitive vacancies online for too long can harm a property’s reputation.
Choosing a channel based on the role
At Signature Hospitality, we advise clients based on the seniority of the role, the urgency of the search and the need for confidentiality.
The choice is not necessarily exclusive. An advert may attract a strong direct applicant, while executive search opens the process to people who are not looking at vacancies.
Frequently asked questions
Can the two approaches be combined?
Yes. Vacancy advertising can complement executive search. Some strategic or operational roles require a direct approach, but there is no reason to close the door on strong candidates who apply themselves.
How do the costs compare?
Some platforms charge per advert, while others are free. The cost needs to be weighed against the time spent reviewing applications, the quality of the screening and the seniority of the role.
Signature Hospitality assignments include a guarantee during the initial probation period, subject to the contractual terms, whether the departure is initiated by you or by the candidate.
To find out more, explore our hospitality recruitment consultancy or read about when to use an executive search consultancy.
You can also review our tailored recruitment approach.