ACT RecruitMore Applicants, Reduced Workload!

Recruit & Onboard without the Hassle

ACT Partners believes that our most effective recruitment efforts stem from grassroots campaigns. In addition to employing traditional methods such as placement ads, we proactively seek potential candidates in various everyday encounters. Whether it’s a waitress displaying exceptional service or a barista engaging in a great interaction at your local coffee shop, we firmly believe that these individuals represent the finest prospects, and we are eager to recruit them on the spot. Moreover, we hold the belief that the best candidates often emerge from our very own exceptional employees. We take great pride in the fact that many of our current employees have referred excellent candidates to our organization, further reinforcing our commitment to nurturing a talent-rich environment.

Identify

Identify Ideal Candidates

The process of finding the ideal candidates starts by recognizing the specific requirements of your community. The initial stage involves the ACT team’s discovery meeting, which sets the foundation for connecting you with the perfect match.

Pre-Screen

Pre-Screen Candidates

ACT Partners takes the security and safety of our clients seriously. As part of our commitment to delivering exceptional service, we conduct thorough background checks for all our staff members.

Coordinate

Coordinate Interviews

When you opt for ACT, rest assured that we will handle the entire interviewing process for you. No longer will you need to manage multiple applicants and their schedules. Our streamlined process guarantees a seamless and hassle-free experience.

Convert

Convert New Hires

Choosing a new team member has never been more straightforward. With our on-call personnel, the transition onto your team becomes smooth and effortless, alleviating you and your team from the burden of the onboarding process.

Schedule

Schedule Training

After identifying the candidate, we initiate their training process, covering Fair Housing Training, Safety Training, and Front Desk training at their designated location. However, this is merely the initial phase, as ACT Partners firmly believes in the importance of continuous learning. We wholeheartedly embrace ongoing training through active coaching, providing real-time updates on site operational changes, and fostering a culture of continuous improvement.

1. Job Posting

  • Create a job description outlining the responsibilities, qualifications, and requirements for the concierge position.
  • Advertise the job posting on relevant job boards, company website, and social media platforms.

2. Resume Screening

  • Review incoming resumes and applications.
  • Identify candidates who meet the minimum qualifications and desired skills for the concierge position.
  • Shortlist potential candidates for further evaluation.

3. Initial Interviews

  • Conduct initial phone or video interviews with shortlisted candidates.
  • Assess their communication skills, customer service experience, and ability to handle concierge responsibilities.
  • Select candidates who demonstrate a strong fit for the position.

4. In-Person Interviews

  • Schedule face-to-face interviews with the selected candidates.
  • Conduct comprehensive interviews to evaluate their interpersonal skills, problem-solving abilities, and professionalism.
  • Assess their knowledge of the local area, customer service approach, and willingness to go above and beyond for guests.

5. Background Checks & Reference Checks

  • Conduct background checks, including criminal records and employment verification.
  • Contact provided references to gather feedback on the candidate’s work ethic, reliability, and suitability for the concierge position.

6. Job Offer

  • Select the most qualified candidate based on the interview performance, background checks, and reference feedback.
  • Extend a job offer, including details on compensation, benefits, start date, and any other relevant information.
  • Provide a deadline for the candidate to accept or negotiate the offer.

7. Pre-Employment Preparation:

  • Once the candidate accepts the job offer, initiate pre-employment tasks.
  • Send necessary paperwork, such as employment contracts and tax forms.
  • Arrange for the candidate to complete any required pre-employment assessments or training.

8. Onboarding and Orientation:

  • Prepare an onboarding plan that includes an overview of the company, its culture, and core values.
  • Provide a comprehensive overview of the concierge position’s responsibilities, expectations, and performance standards.
  • Conduct training sessions on relevant software, systems, and procedures specific to the concierge role.

9. Shadowing and Mentoring:

  • Pair the new employee with an experienced concierge or a designated mentor.
  • Arrange for shadowing opportunities, where the new employee can observe and learn from the mentor’s interactions with guests.
  • Encourage open communication and provide ongoing support during the initial weeks.

10. Ongoing Training and Development:

  • Provide continuous training to enhance the employee’s skills and knowledge.
  • Regularly review performance, provide feedback, and set goals for improvement.