{"id":4368,"date":"2022-04-06T15:35:54","date_gmt":"2022-04-06T19:35:54","guid":{"rendered":"https:\/\/lgcassocprod.wpengine.com\/?p=4368"},"modified":"2025-04-25T15:02:47","modified_gmt":"2025-04-25T19:02:47","slug":"vetting-a-manager-what-to-ask","status":"publish","type":"post","link":"https:\/\/lgcassociates.com\/es\/vetting-a-manager-what-to-ask\/","title":{"rendered":"Vetting a Manager: 6 Great Questions to Ask to Make a Good Hire"},"content":{"rendered":"

Every week we comb through the news to find employment trends affecting the hospitality industry so you don\u2019t have to. This week\u2019s hospitality in the news topic: what you need to ask when vetting a manager.<\/span><\/p>\n

Regardless of the employment landscape, making hiring decisions is never easy \u2013 and it shouldn\u2019t be. Making a \u2018bad hire\u2019 can waste time and energy, not to mention rack up a big bill. According to the United States Department of Labor, the cost of a bad hire can be \u201cup to 30% of the employee\u2019s wages for the first year.\u201d This can yield a huge cost, especially when hiring management or executive positions.<\/span>\u00a0<\/span><\/p>\n

Even if you think you\u2019ve found a great candidate, you still may be surprised to find an executive-level employee leaving within the first several months, like in the case of a well-known restaurant chain. Less than 8 months after hiring her, their new CEO <\/span>resigned<\/span><\/a> from her position effective April 15. Not only is the company now tasked with finding another candidate fit to be CEO, but they\u2019re also on the hook for the cost of a bad hire.\u00a0<\/span>\u00a0<\/span><\/p>\n

But how can you prevent making a hiring decision that comes up short? By learning what questions to ask when vetting a manager.\u00a0<\/span>\u00a0<\/span><\/p>\n

Vetting a Manager: What Do You Need to Ask?<\/span><\/b>\u00a0<\/span><\/h5>\n

Oftentimes when a manager is hired, their technical experience has been vetted thoroughly. It\u2019s the other aspects, like whether they have the right soft skills or are a good culture fit, that aren\u2019t given as much attention. That\u2019s usually the case when an employee in a leadership position quits within the first several months.\u00a0<\/span>\u00a0<\/span><\/p>\n

By carefully vetting a candidates\u2019 <\/span>soft skills<\/span><\/a>, you can help prevent the <\/span>high turnover rate<\/span><\/a> that\u2019s associated with the restaurant industry. This will ensure that the candidate you\u2019ve chosen to join your team will be there for the long run.\u00a0<\/span>\u00a0<\/span><\/p>\n

Since 2003, LGC has been a key player in the hospitality staffing industry, placing great executive and management candidates with clients around the country. Here are some of the questions we suggest asking when vetting a manager for their soft skills and culture fit:<\/span><\/p>\n