Gulf Stream Search > Mish Mosh > Food and Beverage Industry Recruiters > Hiring best practices * Little things

Master the little things.

Landing top talent for your food or beverage company requires winning many small “sales” along the way, all of which lead to that individual saying yes

Hiring Best Practices
More hiring best practices - Master the little things. When it comes to hiring great talent for your team, make sure you master the little things.

This is another installment of Hiring Best Practices – this is all about mastering the little things.

When you master the little things, you reap the big reward – a company exploding at the seams with talented, engaged employees.

Hiring is a slight edge game – if an A-player has competing offers, companies similarly aligned, the A-player is going to choose the opportunity where they feel they have the most chance for success, the most upward growth, and the best chance of attaining their personal goals.

As a hiring leader, how do you ensure you position yourself and your company above the others? How do you give yourself that slight edge?

Master the little things.

Make sure the red carpet is rolled out for each prospective “guest” you have in to interview. Make it your personal mission to make sure the Security Guard, the Front Desk Receptionist, and any other first contact is aware your guest is coming, they’re offered a welcome, a smile, and immediate attention.

If this doesn’t happen, make a stink about it and make sure it happens next time. Seriously.

Over schedule the interview – give more time than is needed. If you need 30 minutes, schedule the conference room for 45 minutes. Get there early. Linger afterwards.

There’s nothing more annoying than a knock on the conference room door from the next person in line to use the room.

Lingering afterwards with the candidate also takes an edge off of the “official” interview – interviews are won and lost during the moments where the candidate and hiring manager let their guard down and get “real”. Create these “unplanned” moments by giving yourself enough time.

Your “rush” to get to your next meeting and the “check the box off” vibe you give to candidates is a lasting impression.  Don’t rush.


Make interviewing your “GUEST” the priority in your day, not an interruption. Communicate this message to your entire team.

Prepare, prepare, prepare.

Each person on the interview team should have access to the candidate’s background at least 24 hours in advance.

The hiring manager should orchestrate, with the help of HR if necessary, the lines of questioning that comes from each person on the interview team. Take ownership of the cross-functional dynamics(Plant Ops to Quality – Quality to R&D – R&D to Strategic Sourcing) and tailor questions that address how this person thinks, acts and collaborates with the different partners.

Review assessment reports that are part of the interview process – our PXT Select™ reports have interview questions developed specific to each candidate.  Take advantage of all resources to engage the candidate.

Own the follow-up.

Schedule in time in advance for after the interview with each person on the hiring team. Get their feedback as quickly as possible. Have debrief questions prepared in advance. Be thorough(ask open-ended questions, drill down on ambiguous feedback, fight for tangible examples in the interview that led to their feedback).

Say thank you, be transparent and close the loop.

Don’t leave the goodbye to HR or Talent Acquisition. Follow up after the interview yourself and say thank you for coming in. If the candidate isn’t selected, pick up the phone and/or send a personalized email thanking them for their time. The words you use are less important than the action.

Take ownership of the entire candidate experience.

The candidate experience starts with the application or their first contact with company. It ends with a rejection letter or their first day of work. Own the entire process from start to finish – micro-manage if necessary all the players involved in the process.

You’re the host of the party when it comes to inviting top talent in to interview.  It’s your party, your home…you’re the one responsible for making the “event” go off without a hitch. You want to win the A-Players?

Master the little things.

Our Talent Acquisition Methodology™ accounts for every step along the way to ensure an off the charts experience for top talent when they visit your food and beverage company.  Learn more about the Capture Stage HERE and how it fits into our Talent Acquisition Methodology™.

Bob Pudlock

Looking for an executive search partner that employs hiring best practices and then some??

Let’s discuss.

1 Step 1
What would you like to discuss?






For more hiring best practices, check out more HERE.

You can connect and follow Bob at his Linked In profile or at the Gulf Stream Search company page – more hiring best practices can be found there.