Harri and ADP Team Up to Help Hospitality Businesses Find and Keep the Best Talent

Staff turnover tops 70% in the hospitality sector, driving new need for streamlined HR solutions

New ADP Marketplace app can greatly reduce hiring costs and hiring time

(03/27/17 - New York): For the first time since the ‘Great Recession’, staff turnover rates for the Leisure-and-Hospitality sector topped 70 percent. This means that bars, hotels and restaurants are having to recruit and train an almost entirely new workforce every year, placing a huge burden on HR departments and driving up profit-squeezing administrative costs.

To help keep costs down while freeing-up HR teams’ time, companies should look to consolidate their Human Capital Management (HCM) and recruitment systems. Through a new integration between Harri and ADP® clients in the hospitality industry are able to do just that.

Harri’s suite of hospitality-specific recruitment and workforce management tools has been integrated into ADP Workforce Now®, ADP’s leading HCM platform for midsized businesses. In combining the two offerings, the companies have created a one-stop-shop solution that gives clients full control and visibility over every stage of the employee’s lifecycle: from recruitment, onboarding, employment, to retirement.

Harri’s solution has already been shown to help greatly reduce companies’ hiring costs. In one case study, the Altamarea Group’s hiring expenses fell by 48 percent and its time to hire fell by 68 percent.ii Now, with a combined Harri and ADP solution, HR teams will stand to achieve even greater efficiencies by no longer spending time coordinating independent systems or moving complex and sensitive employee data between them.

Once ADP Workforce Now clients download the Harri app from the ADP® Marketplace, a cloud-based app store designed to help employers manage an ecosystem of enterprise applications from ADP, they will also benefit from:

• Seamlessly onboarding new hires to payroll: As new employees are hired and on-boarded, organizations can send employee records to ADP directly with a single click.

• Reducing data errors with employee data sync: With automatic syncing between Harri and ADP platforms, clients can fluidly manage employee information.

• Eliminating unneeded systems: Harri’s app can perform the functions of as many as 10 different recruitment and talent management systems, meaning ADP Workforce Now clients can reduce the number of independent solutions they use.  

“In the hyper-competitive hospitality industry, finding and keeping great talent is more important than ever,” said Luke Fryer, CEO and founder of Harri. “By combining our solution with ADP Workforce Now, we’re giving operators and HR professionals access to tools that will fundamentally change the way they find, hire and manage talent, while still having direct access to their payroll and benefits system of record.”

NoHo Hospitality Group has already adopted the combined Harri and ADP solution across its 10 properties of more than 1,100 employees. Kelly Perkins, Director of HR for NoHo Hospitality Group, said: “The Harri and ADP platform has streamlined all of our HR related activities while saving us time and money. Our new hires and employees actually enjoy interacting with the digital onboarding system, which eliminates manual entry and the inevitable errors that come with it. Our managers appreciate the transparency and access to information that this integrated solution has provided.”

Additional restaurant and hospitality groups that have leveraged the unified Harri and ADP solution include Nando’s, CAVA, Mercer Street Hospitality and ThinkFoodGroup.

“The realities of rising wages and higher staff turnover have become mission-critical issues for hospitality businesses,” said Don Weinstein, ADP chief strategy officer. “Our integration with Harri enables businesses with a single HR platform to access workforce data, securely integrate other applications, and utilize developer resources to enhance their existing solutions, so they can correct underlying inefficiencies and ultimately succeed.”  

i Bureau of Labor Statistics

ii Altamarea Group Savings Case Data                              

About Harri

Harri provides the most comprehensive suite of tools to help companies attract, discover and connect with the best talent for their needs. Their platform features extensive scheduling and real-time collaboration tools that simplify the labor management process and boosts its overall effectiveness while empowering hospitality companies to discover, interview, hire and onboard new employees on a single, intuitive platform. To learn more about Harri, visit www.harri.com

About ADP (NASDAQ: ADP)
Powerful technology plus a human touch. Companies of all types and sizes around the world rely on ADP's cloud software and expert insights to help unlock the potential of their people. HR. Talent. Benefits. Payroll. Compliance. Working together to build a better workforce. For more information, visit ADP.com.

ADP, the ADP logo, and ADP Workforce Now are registered trademarks of ADP, LLC. ADP A more human resource is a service mark of ADP, LLC. All other marks are the property of their respective owners. 

Copyright © 2017 ADP, LLC. All rights reserved.

ADP-Media

ADP Media Contact

Michael Schneider

ADP, LLC

(973) 974-5678

michael.schneider@adp.com

Harri Media Contact

David Barkoe

Carve Communications for Harri

(917) 359-7222

david@carvecomms.com

Drowning in Open Positions? Try Custom Swim Lanes!

Every restaurant is different, shouldn’t your hiring process reflect your business?

Introducing: Custom Swim Lanes

At Harri we take the time to hear the needs of our clients and do our best to reflect the feedback back into our system for you.  The term “swim lanes”, refers to the columns in the flow a candidate goes through from application to hire.  We understand that every restaurant business is unique, especially when it comes to hiring processes.  Many restaurants require 2nd and 3rd interviews with candidates, or more commonly trial (aka stage or trail) shifts before extending final offers. With this in mind, we built Custom Swim Lanes (CSL) so that restaurants have the ability to manage applicants their way.  Using CSL restaurants and/or restaurant groups are able to add or subtract the swim lanes depending on the position and hiring process.

Some Excellent Benefits of Custom Swim Lanes:

• Manage and decentralize Source & Hire process effortlessly
• Customize hiring columns or swim lanes to correspond with existing hiring processes
• Gives restaurants the ability to add or subtract steps in the hiring flow
• Allows corporate and management teams to send individual or bulk message candidates at any stage
• Messages are recorded into speedy screen and message center - with the ability to add attachments and save templates
• Corporate and management teams can see every candidate “applied” date and time to help prioritize screening and interviews 

**Custom Swim Lanes (CSL) is a Premium Service for clients presently using Source & Hire.

If you’re interested in learning more about CSL schedule a demo:

Attract Applicants and Tell Your Restaurant's Story with Career Story Pages

Showcasing Your Hiring Brand Can Make a HUGE Difference.

Introducing: Career Story Page

With the industry labor talent pool thinning, the war for top notch hospitality talent is only becoming more fierce with time. Every restaurant and hospitality group is seeking to hire the very best people to work and grow with them.  Using media rich and custom curated content, a Career Story Page gives businesses the ability to attract high quality (and quantity!) talent by showcasing their one-of-a-kind work cultures and open opportunities.

• OPTIMIZE employee fit by telling the story of your company’s unique culture and giving applicants the most accurate sense of what it’s like to be apart of your team!

• EDUCATE potential candidates about your restaurant brand before they even click “Apply”.  This will increase the chances of attracting candidates, who specifically seek out your brand.  

• ATTRACT great talent consistently by portraying a more personal brand, further humanizing your hiring process.  

Our Career Story Page is a premium feature of Source+Hire— only for those dedicated to winning the war on hospitality talent.  Access Harri's Career Story Page by becoming a Source+Hire client.*

To learn more, schedule a FREE 10-Minute demo with one of our Talent Specialists:

How To Spot A Restaurant Employee with High Management Potential

The hospitality industry is built on the backs of its people, which is why internal growth is the cornerstone of restaurant success.  If you are failing to promote from within then you are doing a disservice to your staff and ultimately your business.  Some managers and owners make the mistake of giving promotions to those with tenure, but forget to consider if the respective employee is ready for the responsibilities that come with their new title.  There are also cases of management pushing titles onto staff, whom have no desire for promotion - which usually end in terminations and hostile work environments.  As restaurants expand, their Human Resources practices must as well, recognizing high potential line-level employees (cooks, servers, cashiers, etc) early will only help to cultivate the growth of your business as a whole.   

Great Attitude

A “great attitude” does not always mean “happy all the time”, it implies that he or she has a “does whatever it takes” outlook while at work.  Everyday, service throws curve balls to line-level employees.  Whether it’s an on the fly catering order in the middle of lunch service or the stove pilot decides to not light before peak dinner service, there are obstacles that can really test employees’ ability to keep calm in chaos.  The most capable employees, who overcome these obstacles, usually reveal themselves throughout their time working in the restaurant.  Finding these employees is not difficult, it’s all about paying closer attention to your staff.  Workers who handle challenges that come their way proficiently, tend to go above and beyond in other aspects of service as well.  Maybe they cultivate regulars by remembering their names and orders, coming in a little earlier or staying later to get the job done.  Positivity is definitely a plus, and if that comes with problem management skills and logical thinking in chaos - even better!  These are the employees to watch for potential.  

Exemplary Team Player     

    All of your strongest staff should be team players, if you suspect that even one of them is not, it may be time to rethink your hiring strategy.  As there are accessible systems to keep track of your employees' performance, your restaurant is only as strong as your weakest employee. For the best ones to rise to the occasion they must be surrounded by equally good workers.  For a management potential employee, you need a team player who can teach others how to play the game.  Keep an eye out for ambitious employees, who go ahead of their stations, and are able to help out others who might get in the weeds during a busy service.  Hopefully, you will be able to recognize 1-2 employees with the ability to catch others when they fall, and hustle when their team is in need (which is most of the time).  Exemplary team players will have good rapport with others in the restaurant, and team members will be able to give instances on when these people have stepped up to the plate.  If you see certain employees really flourish, especially under pressure, it would be smart to keep tabs on those ones.  

Has “Sponsors”

 Similarly to the business world, having sponsors in the restaurant industry can get top performing employees to higher positions fast.  Once you believe you have pinpointed one or more high potential employees, speak to their supervising managers, staff they may have trained, and peers who have worked with them side by side.  If any of these sponsors jump at the opportunity to vouch for them, it’s a very good sign.  However, there is always a chance a manager might fear losing a strong team member, and deny an employee’s clearly high performance (fortunately, this is rare).  Still, be diligent about gaining multiple opinions, and always assure managers that if a leading team member is being promoted then you will allow ample time for them to train their successors.  The last thing you need is a bitter manager on your hands.    

Aligned Career Goals

    Now that you see potential in a line-level employee, it’s time to have an open discussion about the management position at hand.  Have his or her current manager arrange a time to meet with you.  Having coffee or a plain 1-on-1 works well for this instance, as long as it is a private conversation to gage honest interest in the promotion.  This conversation could go one of two ways: 1) The employee is elated that he or she has been presented this opportunity, and will happily begin the steps for manager training. 2) The team member may be reluctant to leave their team members behind, may have different career goals or refuse the position for monetary reasons.  (In some cases government subsidies are denied if a household combined salary is over a certain amount, this is very common.)  Layout clear cut expectations, salary range, and benefits of the respective position, and be sure to give them some time to think about it (a week or so is polite).  The worst case scenario is that the person turns down the position, and you have to begin the process again.  If this happens then Harri.com is always here to help when you are in need qualified talent.  

HARRI APPOINTS RALF HIRT AS CHIEF OPERATING OFFICER

Global SaaS executive to lead Harri’s next phase of growth

January 13, 2017 -- New York City: Harri, the most complete and effective SaaS solution to source, hire, and manage talent in the hospitality industry, today announced that Ralf Hirt has joined the company as Chief Operating Officer (COO). The new position has been created to drive operational and financial performance across the business and to take responsibility for leading the company’s efforts to scale the organization and foster its global footprint.

Hirt joins Harri from TUNE, an integrated digital marketing SaaS solution and supply-side eco-system, where he served as Chief Revenue Officer. Prior to working for TUNE, Hirt led the global expansion of Mode Media Corporation and spent nine years at DoubleClick (Google) in various management positions including Managing Director Asia Pacific and VP Operations & Strategic Partnerships contributing to the sale to Google for $3.2 billion.

“We couldn’t be more excited to bring Ralf on board at this point of our company’s stage,” said Harri Founder and CEO Luke Fryer. “Ralf is an accomplished executive with more than 20 years of operational leadership experience and brings to this position a strong reputation for fast growing companies, developing people and inspiring teams. His wealth of experience in helping companies expand into new markets while driving revenue growth will be invaluable going forward.”

In addition to his various leadership roles, Hirt has served as an advisor to various firms in the digital and IT space including sixteen years at Prion-Group until the sale to Accenture. Hirt is also the author of one book, 8W8 - Global Space Tribes, and co-author of another, Infrastructure and Productivity in Asia.

“I have been intrigued by the quality of the solutions portfolio the team at Harri has been building and now am looking forward to scaling our business worldwide” said Ralf Hirt, COO of Harri. “Harri has led the way in bringing solutions to the hospitality industry that are leading edge, save cost, increase productivity and are an enjoyable experience for both employer and employee.”

“While 2016 was a terrific year for the hospitality industry, it faces a number of critical challenges such as rising labor costs and talent retention,” continued Fryer. “Ralf’s background, especially in software solutions and measurement, is perfectly suited to drive the adoption of Harri’s next generation technology to help owners, operators and managers address these challenges.”

Hirt will be based in Harri’s U.S. headquarters in New York City.

To learn more about Harri, visit www.harri.com.

ABOUT HARRI
Harri is a platform built to help the hospitality industry source, hire and manage their employees more effectively and efficiently. As it is becoming increasingly expensive to find, hire, keep, pay, train and manage staff, Harri reduces overall labor management costs by ensuring our clients get the right people in the right roles and then maximizes their employees performance and efficiency. Harri clients including many of the world’s leading hospitality companies and restaurants, including TAO Group, The Gerber Group, Spago, Morgan’s Hotel Group, The Peninsula Hotels and many others. Harri is headquartered in New York City.  Learn more at www.harri.com
 

CONTACT:

David Barkoe

Carve Communications for Harri

david@carvecomms.com

917-359-7222