How to decide when to apply to a confidential job post
How to decide when to apply to a confidential job post

A jolt of excitement hits you when a LinkedIn message pops up from a recruiter saying you’d be a great fit for an opportunity. Or you see your dream job on a job board and meet all the qualifications. But when you realize you have no clue what company these opportunities are with, you might hesitate.

In an age of information, where every company has a website and transparency is the default, a confidential job posting can initially be unnerving. But never taking a leap of faith means you could miss some incredible opportunities. Here are some things to consider when you are unsure about pursuing a confidential job:

Companies Choose Confidential for a Variety of Reasons

One of the biggest myths is that companies only hire confidentially because they have a bad reputation or are trying to fire someone. The truth is that most of our clients opt for some level of confidentiality simply because they want to keep their focus on running their business. With little time to review piles of applications, they prefer to only speak to candidates that have already spoken with a recruiter and are serious about applying.

Or sometimes a company may be in the initial phases of expanding or taking on a new business venture, and they aren’t ready for the public to know their plans. Other times, the company doesn’t want to make waves or disrupt operations during leadership changes. While occasionally these searches do involve replacing an existing employee, a confidential search shouldn’t set off alarms for candidates.

Confidential can mean different things

The term ‘confidential’ isn’t always black and white and various factors can impact the level of confidentiality. The most basic level of a confidential search (and the most common) is when a confidential job posting still contains all the opportunity’s details: general location, duties, benefits, salary, and a basic profile of the size and type of business. The only piece of information omitted is the company’s name. Once you apply, a recruiter will reach out to discuss more details about the company.

The next level of confidentiality is when the position is not listed on any job board. You will only hear about it when approached by a recruiter. Again, you’ll learn more about the opportunity and company from the recruiter before the first interview with the company.

Then there is a fully confidential search. These are much less common. The company is not revealed until later in the interview process and sometimes a non-disclosure agreement comes into play. While it can sound intimidating, these tend to be high-profile positions and worth an ambitious professional’s time to hear about.

Confidential Does Not Mean You’re in the Dark

During the process, feel free to ask more questions about the role. The recruiter will happily divulge as much information as possible: position requirements, travel obligations, benefits packages, bonus structure, company culture, etc. Nobody wants to waste time, so if it’s not right for the candidate, being upfront is in the company’s best interest.

Partner with Trustworthy Recruiters

Many business owners realize that a confidential search is only successful if a candidate trusts the recruiter. Recruiters with reliable reputations, like the ones at Horizon Hospitality, can make a confidential search less daunting for candidates. They take time to learn about clients’ and candidates’ needs and find the best fit for both. See what candidates say about working with the hospitality recruiters at Horizon Hospitality.

Check out more resources for your hospitality job search and meet the recruiting team at Horizon Hospitality!