FANTASIA BODON
There’s an old parenting tip that advises catching a child doing something good, instead of bad. It’s based on the premise of using positive reinforcement to change behavior, versus ruling by fear and negativity. Hiring can be like that too. Today, in the world of talent acquisition and competition for attracting and retaining the best talent, it seems that with the growing use of tools such as personality assessments, psychological tests, and background and credit checks, many hospitality organizations hunting for talent might be screening OUT candidates rather than screening IN potential hires. To best grow your talent pool – consider ways you can expand it, rather than narrow it and always stay in the market for great talent who can grow and support your team, whether there is a current opening or not. At the time of this writing, the Bureau of Labor has stated that that the leisure and hospitality professions are recovering from the outsized losses that occurred during the pandemic. That’s great news and is good reason to think about your current hiring process and why you should use some, if any, of today’s popular pre-employment tools. This is a warning to not over-complicate your process. Let’s take a step back and consider what and why we hire. The hiring process should be a direct reflection of your CULTURE, which is the basis for why you hire, what you hire and how you hire. Who are you targeting? Do you have some individuals who really stand out? Have you thought about
Fantasia Bodon cooks up a storm at the nationally famed Breakers resort in Palm Beach Florida. Fantasia does double duty as she attends Johnson and Wales University, and also works cooking at the resort. She has wanted to be a Chef, even as a child, it was her dream to become a Chef. Fantasia is well on her way, and we will check in with her periodically, to see she is progressing with her dream career.
hospitality news / January/February P 32
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