Finding staff to work in hospitality can be a hard task. It can be an even harder task to retain them.
Here are the key problems hospitality recruiters find:
Problem: When the perfect candidate comes forward it is frustrating to later realise they can’t work the hours you need.
Solution: As a business owner you need things to run smoothly. But try to be more flexible and see if other members of staff are interested in moving shifts around. Once you build a relationship with this new hire, they might want to commit to you more. It can be worth investing in them.
Problem: Hospitality workers are known for job hopping and switching between cafes.
Solution: Create a working environment they are happy to work in. Don’t start their employment treating them as though they will be gone in two weeks. Think about your perks, benefits and flexibility.
Problem: Receiving applicants who don’t have the right, if any, experience
Solution: Include clear requirements on your job description and a recruitment service that allows you to filter for experience.
Problem: Workers who have had hospitality experience, but the wrong type. For example, a waitress applying for a barista role.
Solution: As well as making sure you have a clear description in your advert, take a look at what skills they would have learnt at their last hospitality position. Can they be trained a little further to suit your needs? Investment can play a vital role in retaining your staff and producing top quality candidates.
Problem: Applications received from people who are applying for hospitality jobs everywhere and later find it’s too far away.
Solution: Include the location in the description as well as in the location field. Warn them of public transport issues, or if you’d prefer to have someone who can drive. You can call them to double check these details before you go any further.
Problem: Hospitality employers often find their casual staff will miss shifts, and occasionally, will just stop coming in for work without handing in notice.
Solution: Be flexible when staff ask for time off, so they know to come to you and ask. Make this known in your job adverts as well. Focus on what perks and benefits you offer staff, as well as the working relationships you build with them. These things will create loyalty, meaning your staff will treat you with more respect.
Problem: Not receiving enough applicants for the roles
Solution: Find the right platform to advertise your vacancies. Once you have found the platform, work on the job advert. Include what perks and benefits you offer, try to describe your company culture and be really clear on what is expected of them.
Make sure your job adverts are clear and descriptive to filter out any applicants without the right requirements.
Invest in people you might not normally invest in, whether due to availability or experience.You might find the best employee you’ve had.