The Hospitality Resource Group Executive Search Division

International

Introduction to The Hospitality Resource Group International

Executive Search Process

Recently, The Hospitality Resource Group International has been asked by several clients to assist them in finding key executive personnel.  As most of our clients know, this service is not the core component of our business.  However, due to our vested interest in our client’s success, we have elected to provide this service.  Our research shows that 50% of hires are mis-hires and that the cost of a mis-hire to a private club can be staggering.  Additionally, it is our belief that most of the executive search firms in the industry do not perform nearly as well as they should.

Also, once an opening occurs, a club may be inundated with resumes and personal referrals.  Our experience shows that almost everyone looks good on paper and how does one know if an individual would be a good fit for your club?

Should we be asked by a client to provide this service, we begin by a personal visit to the club, to identify the club’s characteristics, with respect to facilities, financial performance, governance, staff, current circumstances, reason for change, and expectations.  We then develop a job description and compensation package.  Finally, we determine what might be the best background (i.e. food and beverage, financial, general operations, recreation, marketing) for an incoming manager with respect to the client’s needs.

How we identify and present a candidate

One of the first things that The Hospitality Resource Group International did to identify possible candidates for any position, was to develop a very comprehensive questionnaire relative to the position in question.  All potential

candidates interested in the position are required to complete the questionnaire.  Our experience shows that 75% of the candidates do not, for a wide variety of reasons.  This process helps eliminate non-serious, or flawed candidates.  The questionnaire was once referred to by a potential candidate as a “dissertation on club management”.  Once a candidate has completed the questionnaire, we determine, based on our experience and our evaluation of your club’s circumstances, whether or not this candidate’s answers indicate that they might be a good “fit”, at which time our firm conducts a telephone interview with the candidate.  If we still like a candidate, we then conduct a background check.

Based on the candidate’s background, answers to the questionnaire, and the telephone interview, we then put together a package on the candidate we feel would be right for the client.  This package includes their resume, questionnaire answers, photo, our impressions from the telephone interview, and previous employer input. 

We only present one candidate to the client and recommend that they be interviewed.  Based on the above criteria, this is a candidate that we would hire ourselves if we were in the client’s position.  At this point, the hiring committee or board, have the package in advance of the interview and can shape their questions appropriately.  Also, the client is usually looking to see if the personalities mesh and are also selling the potential candidate on the club.

Summary

If a client hires us to assist them, then we are not doing our job if we present multiple candidates to be interviewed.  Anyone can do that.  Our job is to do the work for the client and present them with a candidate that meets all the previously established criteria.  Our questionnaire is proprietary and is the key

to the hiring process.  If the client knows of a candidate that is interested in the position, the candidate should be referred to us for evaluation.  As stated before, the cost of a mis-hire is absolutely devastating and can take years from which to recover.  Our job is to help insure that our client’s have the best opportunity for success.