Searches don’t stall because “there are no candidates.”
They stall because the hospitality hiring decision process is unclear.
If you’ve ever had strong candidates enter your funnel—only to disengage, go quiet, or accept another offer—this is why. The problem isn’t talent availability. It’s what happens after candidates say yes to the first conversation.
At DeVita & Hancock Hospitality, we see this play out across General Manager, Director of Operations, Executive Chef, and District Manager searches every week.
Why the Hospitality Hiring Decision Process Breaks Down
Most hospitality teams believe their hiring process is flexible. In reality, it’s undefined.
That lack of clarity creates friction at every stage:
- Interviews stretch across weeks
- Feedback loops stall
- Decisions get revisited repeatedly
- Candidates lose confidence and move on
Top hospitality leaders don’t wait around. When they decide to explore a role, they expect the process to move with purpose.
The Fastest Hiring Teams Do Three Things Differently
The teams that hire quickly and well don’t rush. They eliminate uncertainty.
Here’s what they do consistently.
1. Define “Must-Haves” vs. “Nice-to-Haves”
Most searches stall because everything feels important.
High-performing teams separate:
- Must-haves: non-negotiables tied directly to outcomes
- Nice-to-haves: skills that add value but won’t block success
This clarity keeps interviews focused and prevents endless internal debate.
2. Commit to Interview Windows (Not “Whenever We Can”)
Top candidates notice timing.
Strong hiring teams:
- Block interview windows in advance
- Communicate timelines clearly
- Respect that candidates are speaking with other companies
Speed doesn’t mean rushing. It means removing unnecessary gaps.
3. Decide Who Owns the Final Yes/No
When too many people own the decision, no one owns it.
Clear hiring processes answer one question early:
Who makes the final call?
Input matters. Ownership closes searches.
The Hidden Cost of an Unclear Decision Process
When the hospitality hiring decision process isn’t defined:
- Candidates disengage quietly
- Searches stretch longer than necessary
- Teams repeat interviews without progress
- Operators assume “there’s no talent out there”
In reality, the talent moved on.
Speed and Quality Are Not Opposites
One of the biggest myths in hospitality hiring is that speed sacrifices quality.
Clarity creates both.
When expectations, timelines, and ownership are clear:
- Candidates stay engaged
- Interviews are more productive
- Offers close faster
- Leadership teams hire with confidence
This is how you respect how fast top talent actually moves—without turning your week into nonstop interviews.
What We’ll Cover in February’s Live Series
In February’s Live series, we’ll break down a simple hiring workflow that:
- Prevents candidate drop-off
- Keeps leadership aligned
- Speeds up decisions
- Works with the market—not against it
Details coming soon.
Frequently Asked Questions
What is a hospitality hiring decision process?
A hospitality hiring decision process defines how candidates are evaluated, who makes decisions, and how quickly interviews and offers move forward.
Why do hospitality searches stall?
Most searches stall due to unclear priorities, long interview timelines, and no clear decision owner—not because of a lack of candidates.
How fast does top hospitality talent move?
Top performers often accept offers within weeks. Slow processes signal misalignment and cost companies great hires.
Does faster hiring reduce quality?
No. Clear processes improve both speed and quality by removing uncertainty and wasted steps.
What roles are most impacted by slow decisions?
General Managers, Directors of Operations, Executive Chefs, and District Managers are most affected due to high demand and limited availability.
How can companies fix hiring delays?
By defining must-haves, committing to interview windows, and assigning final decision ownership early.
Industry Insight
Organizations like the National Restaurant Association consistently highlight leadership clarity as a key driver of operational success and retention.
Contact DeVita & Hancock Hospitality
VISIT US: https://www.dhhospitalitygroup.com
CALL US: 917.275.7883
EMAIL: recruiting@dhhospitalitygroup.com