Three Timeless Hiring Lessons from a Seasoned Executive Recruiter
By Benjamin Farber, President of Bristol Associates
After more than 20 years in executive recruitment, I have had the privilege of working closely with many leaders across the hospitality space. With those interactions came lessons that have continued to help me grow and shape my approach to hiring. Here are three takeaways, drawn from both experience and observation, that remain relevant to hiring authorities navigating any market conditions.
Lesson #1: Even the most impressive candidate requires due diligence.
Executives are expected to understand the basic etiquette of the hiring process. Because of that, it can be easy to take things they say at face value. Unfortunately, just because someone has been at the top or stayed at an organization for a long time does not mean everything is as straightforward as it seems.
There have been instances when a placement—or even a hire for our own firm—has fallen through after a background check revealed that the candidate was dishonest about something they said or included on their resume. It is especially disappointing when the embellished credential was not even a requirement for the role. In such cases, it is not the missing experience or skill set that causes the hire to fall through; rather, it is the breach of trust before the candidate has even started working with the new employer.
While it is common for seasoned professionals to have gaps, transitions, or missteps at one point in their careers, what truly matters is how they choose to address and move forward from them. At the end of the day, honesty and integrity really make a difference in building a successful work relationship (and this goes both ways, of course).
Lesson #2: Seek clarity before making assumptions.
Do not jump to conclusions based solely on what is written on the candidate’s resume or briefly mentioned in an interview. Instead, seek clarification early in the process.
We have seen clients make assumptions based on initial reservations during the interview process, only to find those concerns alleviated once our recruiters obtained clarification from the candidate. Resume gaps are not always cause for concern and can stem from understandable reasons such as unexpected personal situations, a challenging job market, or caregiving responsibilities. A title or description on paper does not always reveal the full scope of someone’s career journey either. In certain cases, a director-level position at one organization equates to a VP-level at another.
If a candidate appears promising but raises a couple of concerns, do not write them off too quickly. Give them an opportunity early in the process to provide more context. There have been quite a few occasions where we advised a client to keep an open mind about an applicant they initially had reservations about, and ultimately that individual was hired. In general, making early assumptions and delaying important conversations allows uncertainty to grow and tends to result in either missing out on a candidate who will thrive in the role, or a waste of everyone’s time.
Lesson #3: No matter how seamless the process appears, expect the unexpected.
As recruiters, we have learned all too well that anything can happen, so it is best to be ready for curveballs. This industry constantly reminds us that even when everything seems to be going smoothly, unforeseen challenges can still arise.
A candidate may appear to be the perfect fit and eager for a change of pace, while the client is equally enthusiastic. Until we find out the candidate has used the offer as leverage for a counteroffer with their current employer. Another might seem fully committed, only to backtrack later after seriously discussing the opportunity with their family. In some cases, non-compete clauses come to light late in the process, creating complications neither side had anticipated. And other times, an employer’s priorities change last-minute, putting the search on hold indefinitely. These experiences are just a few examples to show that well-planned processes can be disrupted by uncontrollable shifts at a moment’s notice.
One of the realities of working in recruiting is that it constantly keeps us on our toes. Even though our executive search firm has been around for more than 55 years, we continue to encounter situations that are completely new, which we like to coin as “#BristolFirsts.” No matter how experienced someone may be in recruiting and hiring, the work remains dynamic and full of surprises. Unpredictability should be embraced. Each new situation offers a chance to learn, grow, and revisit what success looks like for our business. It poses an opportunity to reflect and reassess strategies currently in place to determine what’s working, what could be improved, and where a fresh perspective might make all the difference that can lead to meaningful results.
As Published in Gaming & Leisure Fall 2025 Edition
Bristol Associates, Inc. is an executive search firm with over 55 years of excellence in recruiting nationwide. Bristol specializes in recruiting for the Casino Gaming; Facility and Concession; Food and Beverage; Healthcare; Hotel and Resort; Nonprofit; Restaurant; and Travel, Tourism, and Attraction industries.
If you’re interested in working with Bristol Associates, click here if you’re an employer or here if you’re a candidate.
Subscribe to our monthly newsletter here.