According to a report by UK Hospitality, employment in the sector has risen to 3.5 million, making hospitality the third largest employer in the country. However, the most recent economic data is now showing lower levels of employment growth. In a competitive industry known for high turnover rates, finding and retaining top-tier staff can be a challenge. So, how can you ensure that your recruitment efforts lead to the best employees? We’ve put together some tips on how to recruit the best staff in the hospitality industry.
Define your ideal candidate
Before starting the recruitment process, take the time to define the qualities, skills and attributes you’re looking for in your new recruit. Consider the needs of your business. By outlining your ideal candidate profile, you’ll streamline the recruitment process and attract candidates who align with your vision.
Write a compelling job description to align with your needs
Your job listing could be the first time a potential candidate has come across your brand, so make it count. Ensure the description is detailed, engaging, and accurately reflects the role you are looking to fill. Think back to your previous step of qualities, skills and attributes that you’re looking for. Highlight the unique aspects of your role, it’s as much about selling yourself as it is about finding the right person. Be transparent about expectations, this could include working hours, salary, responsibilities and specific skills or qualifications required.
A well-written job description not only attracts top talent but also sets clear expectations from the beginning, and therefore helps to support retention.
Hospitality Net maintains that a thorough job description enables you to state exactly what you expect from candidates before the job has even started, and it’s even better when accompanied by “A day in the life of …” published on your website to give a unique view of what it is like to work for you in that role.
Use multiple recruitment channels
Think about where your audience might be looking for this role and ensure you are advertising in these places, where possible. Recruitment websites like Caterer and Indeed, could be a starting point.
Also, think about using your social media platforms, industry specific forums, like Code, as well as networking events.
You may also wish to use a referral scheme for existing staff. These endorsements are a fantastic way to produce “warm” candidates for the vacancy as the employee has already done some of the selling for you and shows that they value their place of work enough to recommend it!
Your own company website is also a key tool to be used to advertise jobs and then these can be promoted using social media channels.
Define the application and screening process
Once you are starting to receive applications, you will want to identify those that best fit with your team and the role being advertised. You should develop a structured process for each application.
Decide on the interview process and who will be involved at each stage. There is no one size fits all for this process, as it very much depends on your business and the resource available. But this could include:
- Reviewing CVs
- Initial telephone interview
- Job-related tests
- Group interviews
- Face to face interview
Look out for those candidates who not only possess the skills and experience but also demonstrate enthusiasm, professionalism, and a genuine passion for hospitality. You could look at conducting group interviews to assess their teamwork abilities.
Remember a cultural fit is just as important as skills and experience. Evaluate the individual based on their alignment with your values and company culture. This can make a huge difference between a positive culture.
Read our case study on creating a positive company culture here.
Ensure your compensation and benefits package is up to date
In a competitive job market, offering competitive compensation and benefits is essential for attracting and retaining top talent. Conduct research to ensure that your salary and benefits packages are in line with industry standards and reflect the value of the roles you’re hiring for. You can also contact us to find out more about industry benchmarking.
Consider offering perks such as professional development opportunities, and employee discounts. Investing in your staff’s wellbeing and professional growth fosters loyalty and enhances employee satisfaction.
Provide comprehensive training and onboarding
According to Valor Hospitality’s talent and resourcing director, it is estimated that around 30% of hospitality workers leave in the first 90 days because the job isn’t what they expected, or they didn’t have the right training.
Set your staff up for success from day one with a detailed training and onboarding program. Outline expectations and ensure they have been made aware of all company policies, procedures and service standards. Spend time going through their responsibilities and duties for the role they are taking on.
You could pair your new recruit with an experienced mentor to support their integration into the team in their first few months. Also, ensure there is an open level of communication, so they know who to reach out to for support in different situations that may arise.
A well-supported team is far better equipped to deliver exceptional customer service and uphold your establishment’s reputation.
Create a positive work environment
Finally, ensure you are creating a positive and inclusive work environment where your team feels valued and supported. Encourage open communication, recognise and reward your employees for their contributions. Build a culture of teamwork and collaboration.
Due to the nature of the hospitality industry, it’s important to implement initiatives that will support employee wellbeing and mental health support. Bespoke HR customers have access to our wellbeing tool, Wellness Cloud. We have also put a guide together on free resources for wellbeing here. By prioritising your employees, you can cultivate a loyal and motivated team that is committed to delivering outstanding experiences for your guests.
Remember, this is an ongoing process. Investing in your team, and keeping on top of their staff wellbeing is imperative for success.
For ongoing support or to find out how to work with Bespoke HR, download our sales brochure here.