招聘要素[文献翻译]2011-01-09.docVIP

原文： Recruiting Requisites Chapelle,Tony. There is a world full of terrific people and you would be surprised at how many of them are looking for a good offer. The question is—how do you get them to want to work with you! Marketing to prospective staff members is no different (and no less important) than marketing to your guests. If you create a strong magnet, you will pull in more good people than you can believe! As it is with your guests, nobody is likely to walk in the door if they don’t know that you are there or what you have to offer. This brings us to the subject of recruiting. Looking for the “Sparklers” Don’t underestimate the value of a well thought-out recruiting program. Part of the job is to identify the best of those candidates who apply; that part often receives a lot of attention. But you also need to have a good system in place to ensure that your candidate pool is always being replenished with high quality candidates to choose from. Never forget that the success of your operation depends on the quality of your staff. Recruiting should be an ongoing project. You always need to be on the lookout for what Mike Hurst of Ft. Lauderdale’s 15th Street Fisheries called a “sparkler.” This is that natural talent who instinctively knows how to delight your customers and brighten up your operation. You cannot afford to let a “sparkler” get away when you run across one. If you do, by tomorrow, he or she will be helping to build the business of someone else’s operation. Another key point to keep in mind is that the people you most want to hire may not be actively looking for work. They may not even be employed in foodservice right now. The simple fact is that you have to market for staff the same way a restaurant or other business markets for customers. You may have built a great foodservice department, but you can’t assume that “since I’ve built it, they will come.” If your facility is a great place to work and you have a great opportunity to offer, you have to