The Power of Adaptability

This is the fourth in a five-part series.

As the hospitality industry undergoes constant transformation, private clubs grapple with an array of evolving requirements.

When it comes to executive searches, relying on a one-size-fits-all approach, often referred to as "the process," proves inadequate for addressing the distinctive and dynamic demands of individual clubs. Recognizing the importance of adaptability in executive searches, it's essential for Boards of Directors to ensure they are partnering with recruiters who understand their specific requirements and are willing to answer key questions that demonstrate their commitment to a customized approach.

Rejecting the One-Size-Fits-All Approach

The belief that a single standardized approach can effectively cater to the diverse needs of different clubs, timelines, budgets, and leadership abilities is firmly rejected by modern day recruiters, such as RCS. Each club possesses its own unique vision, ambiance, and set of requirements when it comes to finding and hiring its top leaders. Instead of imposing preconceived notions, recruiters should choose to adapt to the specific demands of their clients.

Board members can take a proactive step by asking questions that delve into the recruiter's approach:

• Can you describe your approach to executive searches and how you tailor it to meet the specific needs of each club or organization you work with?

Putting Your Vision First

At the core of any effective executive search should be the principle of putting the club’s vision at the forefront. The focus should be on ensuring that the executive search is led by the club's vision, not the recruiter's “process.” This means recruiters should be here to facilitate and support the club's choices at every step of the way, not to dictate what a successful team member or recruiting process should look like for the club.

Board members can inquire about how recruiters prioritize the club's vision:

• How do you ensure that you align the executive search process with our club's vision, values, and culture rather than imposing a one-size-fits-all method?

Navigating Industry Shifts

One of the most significant challenges clubs face today is the constant evolution of the hospitality market. These shifts can be sudden and disruptive, making it crucial for clubs to have the right leadership in place to navigate through these changes successfully. A recruiter's adaptability becomes a game-changer in such scenarios. A well-equipped team can understand the specific challenges posed by industry shifts and identify hospitality professionals who not only have the required skills but also the vision to lead the club through any turbulent times.

Board members can explore how recruiters manage industry shifts:

• Can you provide examples of how you have successfully adapted your recruitment approach to address unique challenges or changes within the hospitality industry?

Managing Organizational Changes

Internal changes within a club can be just as challenging as external industry shifts. Clubs go through phases of growth, restructuring, and transformation, and these phases often require a change in leadership to align with evolving goals and objectives. An adaptable recruiter ensures that clubs have access to a pool of hospitality talent who can seamlessly integrate into the club and provide the leadership needed during times of change.

Board members can inquire about the recruiter's experience with organizational changes:

• Could you share instances where you have guided clubs through leadership transitions during periods of significant change or growth, and how did your adaptability play a role in those situations?

Efficiency and Modernization to Ensure the Club’s Success

In hospitality and private clubs, the member experience takes center stage, and the presence of the right leaders can significantly influence the club’s ultimate success or downfall. This commitment to adaptability extends not only to identifying hospitality professionals who grasp the club industry's intricacies but also to flexibly accommodating the schedules and preferences of candidates and those they will interact with at the club.

In today's fast-paced and competitive labor market, where top candidates are in high demand, employing technology like one-way video interviews or Zoom meetings to quickly “narrow the candidate funnel” becomes essential. A recruiting process that has remained stagnant for decades is no longer effective in accommodating the schedules of multigenerational working professionals who volunteer their time in leadership positions at the board level.

Board members can inquire about the recruiter's approach to adapting to modern demands while ensuring a cultural fit:

• How do you ensure that your recruitment process remains agile and efficient, especially in today's fast-paced and competitive labor market where top candidates are in high demand?

• Do you have a history of successfully placing candidates who not only possess the necessary qualifications but also seamlessly integrate into the culture and ethos of the organizations you work with?

Conclusion

Adaptability is the key to survival and success, and it is crucial for Boards of Directors to ensure they are partnering with recruiters who understand the importance of tailoring their approach to the unique requirements of each club. Rejecting the one-size-fits-all approach and prioritizing the club’s vision ensures that every executive search is customized to meet the specific needs of the club. When Boards of Directors partner with adaptable and empathetic recruiters, they are not just getting an executive search firm; they are getting a strategic partner committed to their club’s success. By asking these critical questions, Board members can make informed decisions to ensure the success of their executive searches.

About the Authors:
Pat Fleming, SHRM- CP is an executive search consultant and recruiter for RCS Hospitality Group. She has more than 30 years of experience from a corporate, human resources and club level perspective. Pat previously served in a variety of capacities at the club level as communications director, membership director, and HR director, collaborating directly with the club’s board of directors, committees, executive leadership team, members, and staff. Her passion is employee relations, which encourages appreciation and respect for each department and how ongoing employee engagement plays a vital role in the success of the club to provide best in class service to its members.

Amy Paris is RCS Hospitality Group’s lead recruiter. As a seasoned professional in the hospitality industry, Amy is driven by a genuine passion for identifying and hiring top talent.  Amy has honed her expertise in time management, social media, and project management over the course of her career. As a dedicated recruiter, she collaborates closely with diverse clients to grasp their unique requirements, diligently sourcing and screening candidates, coordinating interviews, and skillfully negotiating offers. Drawing from her past experiences as a director of special events and in club management, she adeptly develops and executes captivating recruitment campaigns.