The property uses the same management company, so this would have been intra-company. After a few phone interviews they flew him out to Boston. This was for a stated Director of Front Office position. The interview goes well. Even after phone calls and tracking, no call or word for two weeks.
When the call comes through they offer him a Supervisor position. One step back from the position he currently held!! A few weeks later the same position pops up again on their career boards.
- If you don't like someone for the position, tell them why. I realize from an H.R. standpoint, that may be tricky. Direct them toward what they need to do to achieve that position at the least. This was intra company! You want to maintain this person as an excellent possibility!
Look what just happened. You flew him out for a meet and greet. Then he waits 2 weeks only to receive a lower position offer? The credibility of that property, and the management company itself just took a huge dive. Not just with him, but anyone else he speaks to.
How much demonstrable talent and background do you think exists out there especially when they are masters of your specific brand??
Whereas before he was a staunch ally of a particular brand, now he is exploring other options. You just lost a terrific, well educated, well referenced mover. Companies that do not recognize value especially ones that already exist within their management sphere, lose them. Until properties realize this, they will continue to blow money on turnaround and continue to drive excellence elsewhere.
