Hiring best talent for open roles is essential element for any business within the hospitality industry. However, the talent acquisition process is time consuming and could be a challenging task. With the ever-growing labor market and millions of job seekers applying for work, it can be difficult to differentiate the best hospitality staff from the ‘not so good’ ones . Creativity plays a big part in helping you find the right people for your open positions as well as the use of well-established recruiting methods that will guarantee you success. Below are top 7 expert tips for sourcing and recruiting top talent.
There is a shortage of chefs in the UK with hundreds of open roles listed online each single day. Many quality professionals are in jobs already and are not applying to adverts. If you want the best talent – you need to be prepared to find and engage them [not waiting for them to come to you]. Think and act like a head-hunter as it is in your company’s best interest to do so!
Buildling up your LinkedIn network of chefs is a brilliant resource, but remember that there’s many other socials such as Facebook, Instagram, Twitter etc., that can get you linked to top professionals. In addition, Facebook and Twitter has lots of large chef groups, so it is worth thinking about approaching the group admin and asking if you can do a post about the role you are hiring for. You could also view chefs’ gallery on Facebook and Instagram, which will help you at the interview stage.
Keep details of chef candidates you have met as they may not be interested immediately in the role you offered them, however could be candidates for the future. It is understandable that this is easier to say than do especially when you are under pressure to hire rather sooner, but you are always going to need good talent. Hence start building your talent pool and keep your options open.
Ensure your current staff are pleased with the working environment and that you listen well to what they have to say. They will spread the word about your company and make it a more attractive place to work at. Employee referrals can be a great source of qualified candidates. Encourage your current employees to refer friends and colleagues who might be a good fit for open positions, and offer incentives for successful referrals.
A good chef or kitchen assistant who takes genuine interest in coming onboard will look at your website and social media accounts. Employee branding is exactly this – creating a positive image of your company in the minds of potential candidates. Also, social media can be a powerful tool only if you update them regularly, so don’t underestimate their importance in helping you to hire great talent. Ensure that your company culture, values and benefits are portrayed well through your website/socials.
Ensure that once candidate shortlist is ready, you plan your interview process thoroughly. Every point of contact that a potential hire has with your business needs to impress them. Don’t underestimate this or leave anything to chance. Likewise, ensure remuneration is in line with the current market conditions as this has changed considerably since Covid. Make sure that you have reviewed not just the pay, but also your approach to work-life balance, as well as all other elements such as perks, birthdays off, free meals, petrol cost contributions.
UK business reports suggest that employers who have an internal recruitment team face a staggering 15 to 30 percent increase in their labor overhead costs. It is costly, indeed, however, an internal recruitment team can massively improve staff development and retention rates by making your business seriously attractive option for future employees.
This is way it is easier to leave this critical for your business’ growth task to a trusted catering and hospitality professionals who specialize in building talent pools of candidates to save you time and money in the hiring process.
