KitchenSync has a thorough vetting process for screening candidates on behalf of our clients. We assist hiring managers by understanding of the culture of your establishment, available positions, and the required and work experience for each job. This conversation will touch on which employees have been successful in the past, what you are looking for in a candidate's personality, and any specialized skills the candidates must have. For managerial positions, we will also talk about the future growth of your business and how you see the company growing under new leadership.
For all candidates, we utilize the following baseline evaluation standards:
Candidates with a track record of loyalty to an employer are generally looked upon more favorably than those who bounce around. An employee should be willing to learn and hungry to prove themselves within a company, not ready to bolt when they have a bad day. A candidate’s longevity at previous jobs is a good sign that the person is reliable, stable and able to work well with others.
People who have received promotions at previous places of employment, or who have changed jobs in order to take on an increased level of responsibility, are more attractive candidates. These people demonstrate, grit, talent and self-motivation.
Candidates should recognize that their personal image is reflected through their job application. Resumes that show attention to detail (like proper grammar, good organization, and consideration for the job to which the person has applied), are looked upon more favorably. We want an application to be thorough and thoughtful.
4. Skill set.
This comes back to our initial assessment conversations regarding your organization. For roles that require more work experience, or special skills, we will carefully evaluate the types of establishments they are coming out of and what their specific responsibilities were. For roles requiring less work experience, we would be more open to considering candidates who have translatable skills.
Hiring with KitchenSync as simple as:
1. Telling us the position you need hired.
2. We read resumes, screen candidates (see below), and send you only the most qualified.
3. We schedule interviews for you on-site.
4. Tell us who you want to hire, and we send the candidate onboarding.
For staff level positions, once a candidate passes our initial pre-screening, we will schedule them for an interview with your appropriate on-site manager.
For managerial/salaried positions, we will work directly with your executive team to get a feel for the ideal candidate before we begin our search. Our evaluation process is a bit more in-depth and includes the extra step of an initial candidate phone-screening before we put any candidate in contact with you.
Please feel free to call 424-248-9289 or email Joe at email@example.com with any additional questions or to begin using our recruiting services! If you are an HR client, these are included at no extra charge with your services.