Washington City Paper recently released a document of most of the food critics’ likes and dislikes. The author of the handbook kept great details of what the critic’s preferences were and who should be responsible on dealing with the critic. Here’s an example:
If food writers were philosophers, Todd Kliman would be the one writing about the Metaphysics of food . He is an excellent and intelligent writer but not always balanced as a critic. He can be ornery and unpredictable as a guest at times, but is generally very nice to staff and can be expressive as a diner. He excels most at capturing the spirit of a particular restaurant or dish.
Position: Food critic for the Washingtonian magazine
Writing Level: Expert
Food & Beverage Knowledge: Advanced
Likes: Engaging servers, ethnic food, spicy dishes
Dislikes: Emotionless service, superfluous descriptions, foodie cliches
Seat With: Most personable server.
Now, put this in the HR perspective. There are so many ways they can create a detailed handbook.
Let’s start in the recruiting front. You can’t have a scouting report on all the applicants because that would take time. However, you can create a scouting report the top 25 people in their ATS. Although one person will get the job, it is still good to keep a record of the quality candidates and what are their strengths and areas they need to improve on. A great way to keep up with the talent pipeline.
In addition, when your department needs temp workers/freelancers, they can scour their Rolodex and see who has done similar work before.
This also helps in client/vendor relations. You can write details of what the clients/vendors strengths and weaknesses, you can write up if the people are just pitchmen or people who want to help your business. If it’s a long-standing client/vendor, you pull out all the stops like their favorite food, favorite font, something that makes them feel appreciated.
Why the restaurant manager gave a detailed report on food critics is to make the workers; from servers, waiters, cooks, chefs, and others; to step up their game and take their job seriously. HR should create a scouting report on who their dealing with, what their personalities are, their likes and dislikes, strengths and weaknesses, their history, their favorites.
Your scouting report should not only be a guide to deal with relationships of any kind, but how to handle a two-way conversation. Both sides have their own agendas; it is up to both sides to collaborate on making each other better. That’s why you have detailed reports of one another: to relate and aim for the same goal.