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20 •
PENNSYLVANIA
RESTAURANT & LODGING
matters
•
Spring 2017
There’s no doubt that
going outside of your hotel
or restaurant to bring in
people with great skills
and fresh ideas is essential
for growth. But isn’t it
time you began cultivating
and “home-growing” your
own talent? When you
focus on attracting entry-
level hires that are eager
to learn the ropes and
ambitious about possible
advancement opportunities,
you’re leveraging a tactic
that will set you apart
from your competitors
and significantly grow your
company’s talent pool.
About CareerCo
The CareerCo™ platform allows
employers, big and small, to source
job candidates with convenience
and speed through smartphones,
tablets, computers, and other mobile
devices on demand. The service
to employers is on a cost-per-
applicant (CPA) basis. The platform
is a scalable, performance-based
recruiting solution (employers pay by
applicant) that utilizes the company’s
proprietary job-mapping technology
to match members to various job
openings.
How to Add Homegrown Talent
Take a look at some reasons why cultivating homegrown talent is an important HR initiative, along
BENEFIT
Home-growing talent decreases your
hiring costs overall
Think about it... if you don’t have to continually
post jobs, offer sign-on bonuses, or let positions
remain vacant to the point where it’s negatively
affecting productivity and customer service, you
can maximize your budget. It’s far less expensive to
promote from within your company, even with the
offer of a substantial raise, assuming you make that
decision wisely.
WHAT TO DO
Having a company culture that
allows for leadership development and rewards top
performers is the perfect recipe for homegrown talent.
BENEFIT
Less employee turnover
From an employee point of view, it’s easy to
become disenchanted if your job appears to
have no real opportunity for advancement. If the
position is just a job and not a path to a career,
eventually employees will look to move on and
possibly leave you blindsided.
WHAT TO DO
Keeping the lines of
communications open with regular employee
reviews and check-ins with supervisors is the best
way to identify if someone becomes unhappy with
their job. This gives you the opportunity to work
out a solution before employees start jumping ship.