Automate HR processes to manage recruitment peaks in the hotel and restaurant industry?

Automate HR processes to manage recruitment peaks in the hotel and restaurant industry? Cybersecurity

For players in the hotel and catering industry, sectors of activity bound by a very strict health protocol where deconfinement proves to be particularly complex, managing recruitment and the administrative paperwork which accompanies it is an additional task which they would like to be able to happen.

While recruitments for the season usually start in March, restaurateurs and professionals in the hotel industry who are planning to restart their business this summer are jostled by time. “This year, nearly 300,000 positions were put on stand-by. Recruiters will therefore have less time to recruit, ”says Emilie Legoff.

The time factor, essential post-containment, is one of the reasons for Troops Duo, post-Covid-19 recruitment platform in the HCR sector. Duplicated on the Troops model, a full web software platform active since 2016 which mainly targets short-term contracts and temp agencies, this new solution dedicated to the hotel and restaurant sectors offers to put candidates and establishments in touch with each other. recruit for all types of contracts (CDI, CDD, apprenticeship contracts, etc.)

Save time on the administrative part

She ensures the entire digitalization of the HR process and immediately makes available to recruiters the administrative documents of their future employees. “The fact of being in charge of recruitment at the last moment leaves less time to sort through the candidates. We had to adapt to the crisis. Today, the objective is to help speed up the process, ”explains Troops CEO to ZDNet.

The platform also incorporates a new video system, allowing candidates to present themselves more dynamically and anticipate questions likely to be asked during a traditional job interview. The recruiter can also choose, if he wishes, to refine this questionnaire online and to configure the criteria for published job offers. Applicants have the option of incorporating the opinion of their previous employer into their profile. So many modifiable parameters, which have no effect on the algorithms and do not penalize the candidates, assures Emilie Legoff.

If there are still far fewer missions available than requests on the platform, “the objective is to seek between 5 to 10% of recruitments,” hopes the director.

To reach its objectives, Troops rakes wide, from the local café to the largest establishments that manage around thirty employees. “For all these types of structures, the desire to simplify is felt,” notes Emilie Legoff. “When a recruitment takes place on Troops, the pre-employment declaration, the employment contract and the pay slip are automatically generated and the person can start the next day! “

Don’t skimp on security

Due to the sometimes very short deadlines, candidates can freely deactivate their profile when they wish, modify their availability and refine the geolocation of their searches.

This automation of administrative steps also emphasizes the security aspect of the platform. For Emilie Legoff, this platform project was matured with one objective in mind: that of “legally securing the candidate”. All the difficulty is there: “to create software which is at the same time secure, reliable and flexible. The simpler the software, the more powerful it is, “admits Emilie Legoff, who certifies data storage in France, with” redundancy on three servers 300 km apart from each other, “she explains.

For Troops, investments in technology represent 98% of total spending. The start-up, which employs 45 people, had to recruit about fifteen employees during the confinement, essentially to come in reinforcement on the technical part (devops, dev ‘back and front, etc.) In 2020, the French company hopes to continue improve its product and finalize the HR tool.

Predictively, “planning will be the next step in our development by the end of the year,” says Emilie Legoff. For the time being, confinement has at least made it possible to accelerate digital transformation among professionals, she believes: “we have gained three to five years of progress in digitalization in terms of awareness”.


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