A job applicant's resume recently crossed my desk, revealing his journey through five different restaurants over the last three years. Instead of instantly discarding it for the apparent job-hopping, I forwarded it to one of our district managers and recommended that candidate for an interview.
This decision may seem unconventional, but it was motivated by a broader understanding of the evolving career paths in hospitality. Where once long-term job security and loyalty were the norms, today's workforce, particularly millennials and Gen Z, prioritize flexibility, work-life balance and rapid career growth. The allure of traditional benefits like pensions and steady pay increases has waned, making way for a preference for varied experiences and personal development opportunities.
Advantages Abound
Hospitality, a sector known for its dynamic nature, stands to benefit immensely from this shift. Team members who have navigated multiple roles bring a wealth of skills and perspectives that can enhance service delivery, operational efficiency and team dynamics. Their varied backgrounds contribute to a more vibrant, innovative and adaptable workforce. Several key advantages include:
- Adaptability and resilience – Exposure to various roles equips workers with the ability to swiftly adjust to new environments and challenges.
- Diverse experiences – Workers who have spanned multiple establishments bring a rich tapestry of ideas as they have been exposed to different operational systems, problem-solving methods and management styles.
- Updated skill sets – Continuously seeking new opportunities keeps these employees on the cutting-edge of industry trends and best practices.
A More Nuanced Approach
To tap into the potential of career-fluid applicants, hospitality managers need to reconsider traditional hiring criteria that might penalize job mobility. Instead, a more nuanced approach can unlock immense value:
- Explore motivations – Understanding the reasons behind frequent job changes can reveal a candidate's drive for growth and learning. Be wary of candidates who bring up frequent terminations or toxic patterns, of course, but a history of seeking new challenges could be more about possessing a proactive and curious nature.
- Behavioral interviewing – This technique will help get a deeper understanding of how candidates have utilized their skills in real-world situations, regardless of the time spent at each position.
- Assess adaptability – Evaluate candidates' ability to quickly learn their different roles and responsibilities after switching jobs. Those who can rapidly master new tasks tend to be fast learners and adapt well to change, both of which are invaluable qualities in our world.
- Look for upward trajectories – A resume that exhibits an increasing responsibility indicates ambition and the capacity to handle complex challenges.
- Emphasize culture – Candidates who share your organization's values are more likely to remain engaged and committed, even if their previous job tenures have been relatively short.
The landscape of employment is changing, with increased fluidity reflecting broader shifts in workplace values and economic conditions. For the hospitality industry, this presents an opportunity to redefine hiring practices and embrace the strengths that job-hopping workers bring to the table. By doing so, we can ensure that our businesses thrive with a team equipped for the challenges of tomorrow.
Patrick Yearout, FMP, CHT is the director of innovation, recruiting and training for Ivar's & Kidd Valley Restaurants. He is a past president and active member of the Council of Hotel and Restaurant Trainers (chart.org).