Anchor Planning Group unveils new talent acquisition process

Anchor Planning Group unveiled a number of valued-oriented programs designed to expedite the talent acquisition process, source better candidates and reduce cost, with each program accompanied by a first-of-its-kind guarantee. In addition, the company offers an “a la carte menu” of services to address the needs of individual clients. The programs represent the first substantial, comprehensive changes to the executive search industry in some 30 years.

“The hotel industry is on the road to recovery, and operators will soon be scrambling to find qualified talent as business levels improve and operators begin replacing some 500,000 associates that were laid off during the recession,” said Jeffrey A. Wade, president and CEO, Anchor Planning Group. “However, it is a major misconception that high unemployment rates will make it easier to fill those positions with talented associates. Many potential employees are skeptical or have left the industry completely due to the massive lay-offs.

“Concurrently, the downturn has caused hoteliers to rethink staffing levels and skill set requirements, which will significantly change the selection process,” Wade added. “The days of turning to a trusted Rolodex of contacts or placing an ad in a newspaper or even on-line are gone. To respond, we have created a new system that combines technology with more than a century of hotel human resources expertise to develop a modern way to source, vet and attract top talent.”

Key components of the Anchor Talent Acquisition package include:
• Fixed, Firm Pricing—Anchor has introduced a contemporary fixed-price recruiting fee model that is well below the industry’s standard commission practices based on the position’s salary, which can be as much as 30 percent of the person’s first-year compensation. “The effort to recruit a top notch GM in New York takes just as much time as a top notch GM in Atlanta but could have fees as much as 50 percent higher under the old commission model,” he added. “A cost of living difference doesn’t justify a higher fee for a recruiter. We’ve created a fixed-price fee, regardless of the city location or salary range, which is below the industry’s historic standard by as much as 60 percent, while delivering a more qualified candidate more quickly. Hotel companies can improve their overall bottom-line by taking the cost difference to improve their employee engagement initiatives to attract a higher quality candidate.”
• Improved Reference Checking—“Typically, reference checking is only to the candidate’s list of former bosses,” Wade said. “Everyone knows that the candidate invariably lists former employers who will give a favorable review, or who are restricted from making any meaningful evaluation for legal reasons. We have developed a ‘360 Degree Reference Process’ that includes a number of different sources from bosses to peers to people they have managed. This review is web-based and completely confidential, allowing us to obtain an overview of the candidate’s skills that is more candid and much more accurate.”
• 15-Day Guarantee—Anchor offers a guarantee to present one to three highly qualified candidates within 15 business days, or it will reduce its fees on a sliding scale until the appropriate candidate is presented. “A recent survey found that it takes an average of 45 to 60 days to find a qualified candidate,” he said. “Not having a director of sales on board for that period of time could cost a hotel hundreds of thousands of dollars in lost revenues. Therefore, we use technology to identify highly qualified candidates from our extensive data base that dramatically increases the speed and quality of candidates.”
• One-Year Guarantee—Anchor will provide the broadest guarantee in the executive search industry: If a candidate leaves employment for any reason, including termination, Anchor will recruit a replacement at no charge. “We have the confidence in our systems to more cost-effectively source the best candidates who have the best fit with the employer.”
• Diversity—In today’s dynamic global economy, the best-in-class companies
recognize that their leadership must reflect the world’s diverse population. Anchor maintains an active network of contacts in key communities to draw in the most diverse and qualified personnel in the industry.
• Technology—Anchor employs a number of proprietary software programs to identify, track, vet and monitor job candidates and filled positions. “We are fully electronic, which speeds the paperwork process, organizes it more effeciently and even allows employers to review taped interviews prior to meeting with a candidate to get a “first look,” with minimal time input.

“We have taken all the key components of recruiting and integrated them into a comprehensive program that is designed to find the best candidates quickly and in the most cost-efficient manner,” Wade said. “While a lot of pain resulted from the last downturn, it also sparked a lot of innovation that will have a profound impact on the hospitality industry and help it operate more effectively and efficiently. Our new process, in which we already have established a proven track record, is one of a number of ways that the industry has changed and is better prepared to move forward.”