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"We're gonna need a bigger boat" – Chief Martin Brody (Roy Scheider), Jaws

Welcome to our 3rd newsletter! Looking back, I never thought I would be able to get this newsletter off the ground, but thanks to our readers out there, you have made this happen, and I thank you!

Last week, we started talking about building your A-Team: figuring out who you need and in what positions, and when (you can read all about it here). This week, we turn to recruitment. As I started researching and writing, I realized there are 3 legs to this stool. We have companies specialized in events (event production companies, meeting planners, destination management companies, etc.) looking for staff, and we have midsized companies to corporations looking to hire staff to organize events as part of their jobs. But just as important are the people who want to either work on events full-time or as part of their jobs.

That's when I realized, “We're gonna need a bigger boat”! Instead of covering it in one newsletter, we're breaking it up into 2. This week, we will look at recruitment: how to attract top talent, the interview process, etc. from the perspective of event companies and companies whose staff organize events as part of their jobs.

Next week, we will 180 the process and look from the job hunter's perspective. If there are questions or ideas you want to share, don't be shy, drop us a note in the comments section below. So, are you ready?

As an event professional, you know your staff are the backbone of every successful event. From the venue team meticulously setting the stage to the registration staff making guests feel welcome, having the right people in the right roles is pivotal. But uncovering that A-team isn't always easy. Let's explore the 4 top strategies for recruiting top-tier talent and equipping them for success.

Attracting Rockstar Performers (Top Talent)

Nailing the hiring process starts with crafting job postings that truly attract attention. Be crystal clear about responsibilities, schedules, compensation, and any non-negotiable skills or certifications. And don't forget to inject language that ignites candidates' excitement about your company culture. 

Once the applications start rolling in, adopt a methodical approach to screening. Scrutinize work histories and references thoroughly. For mission-critical roles like event producers, you may want to take it a step further with skills assessments or phone interviews before the in-person interview.

The Audition Stage (aka Interview Process)

Interviews allow you to assess both hard competencies and soft skills. Is this candidate an articulate communicator who can stay cool under pressure? Role-playing exercises can provide illuminating insights into how they might handle diverse event scenarios.

Depending on the position, background checks may also be needed. For staff entrusted with cash handling or alcohol service, this final vetting step is an absolute must.

Comprehensive Coaching

Even your most seasoned rock stars require proper training to truly excel. Develop training resources that spell out your processes, standards, policies, and protocols. Self-paced online modules and hands-on workshops allow staff to hone their skills at their own pace.

Don’t forget the training mandated by law. For example, some states in the US require mandatory sexual harassment training for people working in the hospitality or event industries.

Any roles with direct customer interaction should also benefit from in-person training. Role-playing, job shadowing, and situational drills give them the tools to deal with real-world challenges.

Training is paramount for new managers or assistant planners you're cultivating for greater responsibility. They need a panoramic view of your operations alongside instruction on leadership, budgeting, timeline management, and more.

The Perfect Fit

Of course, not every hire needs the full-court press of skills assessments, background checks, and multiweek training curriculums. For day-of staff like registration staff, ushers & greeters, or security, a streamlined process focused on clear communication of expectations and core policies might be enough.

Regardless of the role, finding people who are truly the right fit pays dividends. With thoughtful preparation and an amazing team at your side, you can orchestrate events that consistently "wow" the crowd.

As the HR professional at a midsized to large corporation, you're tasked with finding the ideal candidate to handle event planning duties alongside their other responsibilities. What qualities, qualifications, and experience would you seek in the ideal candidate?

I recently sat down with my friend Laura M., a New York-based Director of HR, to get her insights on this very topic. Here’s what she had to say:

"When I recruit for a role, I make the job description as specific as possible. So I would include organizing meetings, scheduling, travel arrangements, event coordination - essentially everything. Most of the time, I break it down into two or three key areas.

There's the core job description, the required skills, and then the technical capabilities needed. We also mention the essential soft skills, like being detail-oriented, organized, and a self-starter. The environment factors in too - it could be a more collegial work setting or a fast-paced, entrepreneurial one that can get a bit crazy.

It starts out almost like a laundry list, and then I carefully whittle it down to the most critical skills and experience. That way, we can identify candidates who are the ideal fit, not just the ones who check the most boxes."

So there you have it. Need more recruitment insights? Leave us a comment.

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