Struggling to Recruit? A Realistic Guide to Hospitality Hiring
Hiring in the hospitality industry is tough and it's not going to get easier. If you’ve found it difficult to recruit for your restaurant, hotel, or resort, you're not alone. Studies show that fewer people are entering the workforce, more are leaving, and the demand for new jobs is increasing. This is a challenge for anyone looking to recruit and retain top talent. And that’s before we get into the specific issues with hospitality recruitment.
There is declining interest in hospitality careers. Factors such as low wages, long hours, and lack of job security deter potential candidates. According to Royal Horeca Netherlands, the number of young Dutch people following vocational training for a catering job has declined from 35k students in the 2017/2018 school year to 29k in 2021/2022.
Caterer.com reported a significant rise in salaries and a record number of job positions offering over £50,000 annually in 2022. Nonetheless, they also found that misconceptions about the hospitality industry stem from a lack of information about potential career opportunities. Over half (55%) of school leavers perceive hospitality positions as only a short-term fix, and 44% think that the industry lacks opportunities for career advancement.
Yet, the demand for hospitality workers is growing. According to Statista, jobs in travel and tourism will reach 449 million by 2034, but fewer people are pursuing careers in this field.
New hotels are being constructed worldwide, with thousands planned each year. In 2023, the US alone employed nearly 17 million people in hospitality, an increase from the previous year. However, with the industry booming, the competition for hiring skilled workers is intensifying.
Another factor to consider is the implementation of new technologies within the field. Various digital tools will bring about shifts in the necessary skills for the hospitality industry in the future. This implies an additional requirement to the skill set of prospective employees you will seek. On the other hand, some automation tools will help your business run smoother and faster, saving you time and making operations more efficient.
Acknowledging these challenges is the first step. Here are some actions you can take to hire effectively without significantly increasing your costs.
Strengthen your online presence: Develop a dedicated careers page on your website that showcases your company culture, benefits, and career growth opportunities. Use platforms like LinkedIn, Facebook, and Instagram to post job openings - but keep in mind these postings, especially on LinkedIn, will cost you too. Instead, publish normal, unpaid posts about your open roles. Regularly share stories and posts about your workplace culture to attract potential candidates and to show them what their future work can look like.
Leverage employee referrals: Encourage your current employees to refer candidates. Offer incentives for successful hires (be this cash bonus, gift card or an extra day off!)
Partner with local institutions: Collaborate with local colleges and vocational schools to have apprentices learning with your team and offer full-time roles to those leaving college.
Offer flexible scheduling and benefits: Flexible working hours can make a difference to someone talented deciding between competing offers. You should also price out what it would cost to offer d opportunities for growth and learning (such as hiring them an executive or vocational coach) and build this into your offer.
Attend community events: Participate in local job fairs and community events to meet potential candidates face-to-face. If you are looking for many new hires, host a recruitment day at your establishment.
Many of these suggestions primarily require an investment of time rather than substantial financial resources. While dedicating time to building relationships with your online followers, rewarding your employees, partnering with local institutions, and engaging with the local community might seem demanding, these efforts can lead to substantial long-term benefits. Establishing a strong presence in your community and fostering a positive work culture can create a lasting impact, helping you attract and retain talent more effectively. Over time, these relationships and networks will not only support your current recruitment needs but also create a pipeline of future candidates who are already familiar with your brand and values. This approach not only addresses immediate hiring challenges but also builds a sustainable foundation for ongoing growth and development in your business.
The hospitality industry faces significant hiring challenges, but addressing them head-on with effective (and not necessarily expensive!) strategies can make a difference. At Gezelle, we help build strong, committed teams so you can provide the best experience for your guests without the constant hassle of recruitment.
We are happy to help you create an environment where employees want to stay and grow, ensuring your business thrives. If you want to learn more, get in touch with us via the form, or by emailing hello@gezelle.co