Paula Renick is senior vice president of The Elliot Group, a boutique retained executive search firm with expertise in the restaurant, hospitality, retail and service sectors. For more than thirty-five years, The Elliot Group has been globally recognized for its thought leadership and human capital knowledge. This article does not necessarily reflect the opinions of the editors or management.
You’re looking for your next star, a fresh face to revamp operations and rally the troops. Great leaders come from all walks of business, and restaurant companies should make a point to explore outside the industry for great talent. Consider these top reasons why employers should welcome the outsider hire.
You access a larger candidate pool. There’s only so much talent to go around, and most organizations are choosing from a very limited group of professionals, especially when we’re talking about managers and C-suite positions. Competition is stiff, but when so many other industries like retail, consumer packaged goods, or travel share skill sets with foodservice and hospitality, it makes no sense to limit the scope of your search. Organizations that branch out can dip into less crowded markets and increase their chances of finding a qualified candidate.
It boosts diversity of thought. Diversity of thought is important to a healthy business strategy. You don’t want a team of people who all look, think, and act the same way. By reaching across industries, businesses can bring new points of view into the fold. When our team presents candidates to a client, we often include a “Swan” – someone from another industry who has a different background and a unique perspective from the other prospects, as well as the successful competencies for the position. For some of the organizations we work with, the strategic value these candidates offer can make them a top choice.
Here’s a good example: Recently, we did a search for a QSR company that wanted someone to help design the “unit of the future,” including thoughts around delivery and grab-n-go. We found just the person — at Macy’s. Retail is a different world, but this candidate had the intellectual horsepower and experience for the role, and a very new point of view. At the end of the day, that’s what won out.
The whole team benefits. Employees learn from one another. Having someone with a diverse set of skills will rub off on the rest of the team, which can result in your entire staff becoming more multifaceted, adaptable, and capable in the workplace. What could your team do with a bit more marketing know-how, or a brand-new perspective? Employers should ask themselves how the rest of their organization can rally around an outsider hire because they can bring in great energy that helps change and contemporize the entire business.
You’re prepared for change. This is first and foremost an operations-focused industry, but larger trends impacting restaurants are always evolving. Just look at how the delivery industry has changed how restaurants compete. You can’t ignore change, and that’s all the more reason to take someone who isn’t so typical — say, an expert in marketing, data, or technology — and embed them in your ranks. The depth of thought they bring can help you keep pace with the next big innovations, and you’ll be armed with relevant expertise when the unexpected inevitably happens.
Of course, this doesn’t mean you should compromise expectations for your C-suite, nor should you ignore the range of great talent in the restaurant industry right now. But don’t be afraid to look around a little. You never know where a “Swan” is hiding.
Paula Renick is senior vice president of The Elliot Group, a boutique retained executive search firm with expertise in the restaurant, hospitality, retail and service sectors. For more than thirty-five years, The Elliot Group has been globally recognized for its thought leadership and human capital knowledge. This article does not necessarily reflect the opinions of the editors or management.
