Every week we comb through the news to find employment trends affecting the hospitality industry so you don’t have to. This week’s topic: setting clear job expectations.  

Setting Clear Job Expectations

Hiring managers know that creating a job description is one of the most important steps in recruitment. There are several things to consider when creating the advertisement such as length, content, and most of all, accuracy. By setting clear job expectations, you’ll properly prepare new hires, leading to higher employee retainment.   

According to a survey by Glassdoor, 61% of employees reported that their new job ‘is not what they expected.’ In a worst-case scenario, this confusion so early in employment can lead to turnover, which is currently over 70% in the restaurant industry.  

So how do I start setting clear job expectations? By starting with the job description, candidates should know immediately if they are a good fit for the position and if they have the skills required to complete it successfully. Here are some tips for putting together a description for an open position:  

  1. Be 100% honest and accurate. You should list all the responsibilities and duties assigned to the job, whether they’re “glamorous” or not. For example, if the server you’re hiring needs to assist in taking out the garbage every night, make sure that’s mentioned in the description. No matter how small the task, if it’s a requirement for the job, candidates should know ahead of time and be able to decide if it’s something they’re willing to do. 
  2. Ask someone currently working in the position you’re hiring for to write it with you. If you’ve been in management for a while or have never worked the position you’re hiring for, you may forget to include some of the lesser known responsibilities. By asking an employee who is currently working in the position you’re hiring for to help you write the advertisement, you can rest assured knowing nothing pertinent is missing from the description.
  3. Hire for soft skills, not just technical skills. Soft skills may include being friendly, positive, or a great communicator – all characteristics that make a great hospitality employee. Soft skills are usually identified during the interview process and will help show you if the candidate is a good personality match for your open position. Remember, just because someone has the technical skills, doesn’t mean they’re automatically a great fit for the job.  

By setting clear job expectations in the description, managers will attract candidates who are interested in the position and understand the requirements that come along with it. Being honest and transparent about the type of worker you need is key to a successful partnership between employee and employer.  

About LGC
Since 2003 LGC has been building connections between businesses with staffing needs and job seekers looking for new opportunities. Our range of solutions include temporary and permanent placements (and everything in between) in a variety of industries. With offices located nationwide, we can tap into a dynamic pool of talented professionals. We have a passion for creating partnerships that last and work hard every day to ensure both clients and candidates reach their employment goals.