From the Frontlines: A Conversation with Scott Dobrydney

In this series, Harri is highlighting members of our team who are up to big things and have big insights. This week we have Scott Dobrydney, Account Executive at Harri, discussing the market happenings he is seeing. As restaurants are working to fill open positions, we are the different components operators need to be focusing on to be successful in this current climate.

Q: So Scott, as someone who works closely with Large to Enterprise sized clients to solve people-related issues in hospitality,tell us what you see as the biggest challenges facing restaurants hiring and rehiring during COVID-19.

A: It’s no secret that the hospitality industry is rapidly evolving in the COVID-19 era, and there stands to be dynamic landscape shifts for the foreseeable future. There are a variety of factors going into people’s decisions on whether or not they will return to work or apply for new positions. While the majority of folks choosing to leave the industry are perhaps industry veterans and a bit older, there are others that are at risk at a younger age– i.e. those currently or planning to become pregnant. Now more than ever it is crucial that HR and management find the right people for these job opportunities, and do everything they can to create a sense of security in the onboarding process.

Q: Have you heard concerns over a shortage of talent in the hospitality industry? What can restaurant operators do to set themselves apart from competitors?

A: What I’m seeing of the industry’s talent pool isn’t necessarily a shortage as much as it is a shift. This will produce a younger workforce including younger managers, at least for the time being. The crucial piece to look at in all of this is how groups will be nurturing the onboarding experience. How will they provide adequate ‘emotional guidance’ needed to navigate employment in this current environment? Hospitality stands to observe immense gains as younger candidates are ushered into its stores. This opportunity will echo for many years as hospitality’s workforce will, in turn, become even more cognizant of healthy business practices with respect to the current and future climate.

Q: What changes in operations are you seeing? Are there positions being created specifically to combat the COVID-19 spread?

A: Companies are creating the role of Safety Executive/Sanitation Specialist/Safety Ambassador to help not only assure in-house safety, but also incorporate into the message for the employment brand. Restaurant brands want to set themselves apart from other operators in the space, and these new positions are a great way of doing that. There is a younger talent pool that is not as high risk that will be racing back to jobs once they become available and who are more than willing to adhere to safety regulations such as wearing a mask and other necessary PPE.

Q: Since HR and hiring practices are becoming more difficult, how do Harri’s solutions work to make finding the right for the job candidate easier?  

A: HR and Talent Acquisition teams must utilize systems that will free up time during the hiring process so they can focus on communicating with new hires being onboarded and set the stage for a healthy and safe employment. Operations teams must utilize systems that will continue to engage this new workforce on a daily basis, reminding employees of best practices and helping them grow and develop within the system. Managers and Operators simply cannot assume staff will continue to adhere to safety protocols without daily reminders. They must continue to communicate best practices on a daily basis. Our Workforce Management solutions are geared towards better communication and overall employee experience. We have been working tirelessly to strengthen our tools to meet these new challenges.