Despite the recent news about TGI Fridays entering administration and the pub sector in particular struggling, a lot of the hospitality industry is buzzing with growth; expansions, refurbishments, new openings and acquisitions are all keeping the sector vibrant. It’s exciting to see businesses moving forward and not just waiting for "the right time" as we often heard last year. This positive activity is creating fresh opportunities for candidates and fostering real career progression. Internal promotions are driving many into new roles, signalling a positive shift in the industry's dynamics.
However, this doesn’t mean that recruitment, especially for high-demand roles, has become any easier.
Ongoing Recruitment Challenges in Hospitality
Finding quality talent, particularly for critical roles like chefs, remains a big challenge. Many companies have responded by thinking outside the box - designing training programmes and setting up academies to grow their talent from within. This "homegrown" approach is becoming essential; in Q2 2024, chefs were the most in-demand role type on Caterer.com, so it makes sense that companies are looking for new ways to find the talent they need, developing chefs and managers internally rather than relying solely on external hires.
On the senior leadership front, however, recruitment is particularly tough right now. We’re seeing fewer positions coming to market for operational directors, managing directors, and senior operations managers. This could be due to multiple factors. Some individuals in these roles are sitting tight and not looking to make moves in the current economic climate. There may also be concerns from businesses about adding big salaries to their payroll. Given the uncertainty around the economy and inflation, plus the ongoing cost of living crisis (it isn’t cheap to eat out!), it not surprising this section of the market is struggling.
Oh, and we haven’t forgotten - Labour’s budget is pending in October, adding yet another layer of unpredictability to the equation.
The Importance of Relationships in Recruitment
In this age of digital marketing, social media, and email-driven campaigns, one trend is clear: building and maintaining relationships is more important than ever. Developing, nurturing and maintaining genuine connections takes time and effort, but the rewards are significant.
We live in a world where businesses and individuals alike are now inundated with generic sales pitches. Many of these come from companies that haven’t even taken the time to understand what we do. These impersonal communications rarely resonate and often feel like scams, making us increasingly weary. That’s why it’s been refreshing to receive some recent direct and thoughtful outreach from people who actually care about forming meaningful relationships. While I didn’t require their services at the time, their sincerity has left a lasting impression - when I do need their help, I’ll be sure to call them.
The importance of building and nurturing strong relationships when it comes to recruitment and talent management cannot be stressed enough. This is also backed by recent data from Caterer.com, which highlights the top benefits that hospitality professionals value most. The top benefits stated, broken down by age, were:
· Under 21 and 21-30: Appreciation for your work
· 31-40: Job security
· 41-50 and 60+: Work-life balance
· 51-60: Relationship with colleagues
No ‘financial compensation’ in sight: appreciation for work, job security, work-life balance and relationships with colleagues - all with a foundation in trust and relationships. All hiring firms should take note; focus on the important benefits and build those long-term relationships to attract and retain the best people.
Loyalty and Trust - The Foundation of Long-Term Success
One of the greatest privileges of working in hospitality recruitment is the opportunity to form lasting bonds with both clients and candidates. I’ve been fortunate enough to work with some clients for over 25 years now. Many of them began as candidates and, over time, we’ve developed relationships built on trust, mutual respect, and understanding. These are the kinds of relationships that go beyond mere transactions - they become partnerships.
When you know and respect each other, you work more effectively together. If a problem arises with a candidate, it’s resolved swiftly and professionally, without drama. This level of trust has led to countless referrals over the years, and it’s something we never take for granted.
Looking Forward
The future of hospitality recruitment is, as always, filled with both opportunities and challenges. Companies are getting more creative in their recruitment strategies, focusing on internal development and the power of relationships. While economic concerns continue to pose challenges, those hospitality businesses that invest in their people and build lasting connections will be well-positioned to thrive.
As the industry continues to evolve, one thing is certain: the human element - the relationships we build - will remain at the heart of all successful recruitment efforts. After all, both hospitality and recruitment are by their very nature, people-based businesses, and so we should always put people at the very heart of what we do.
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