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Simplify your search for staff
Finding and holding onto the right people for the job has always been the Holy Grail for employers in the catering and hospitality industry. However, the search for quality people who can add value to the business needn't be fruitless - providing it isn't treated as an afterthought. Allison Storrie provides some pointers on how to attract and retain the best in the business…
All too often, hotels and restaurants with high staff turnover will simply place someone in a post if they can tick a few basic boxes; it's not unheard of for candidates with minimal experience, skills, or ambition to find themselves in a job simply because they'll turn up on time.
This double-sided apathy at the recruitment stage is one of the main reasons for high staff turnover. Without putting at least some thought into what you want from a particular role, and making sure a candidate's skill matches that it, it's unlikely you'll find exactly what you're looking for. Moreover, place someone unsuitable into a role for which they have neither the skill nor the experience, and it's unlikely they'll stay for very long.
It's best to nip several employment issues in the bud before they become real problems. For young chefs progressing through the ranks, working in the kitchen of a large hotel- restaurant might sound like a dream job, but the reality can be very different. In these environments, 18-hour days are par for the course and with aggressive, demanding head chefs and a frenetic pace, it can all add up to the premature end of a promising kitchen career.
Making the reality clear at the interview stage, however, will ensure that prospective employees, whether they're junior chefs or food & beverage managers, will begin a job with their eyes open. That way, you're more likely to attract those who are prepared to put in the effort to help you offer customers a good product.
Similarly, employers who look beyond salary as a motivator know there are a number of options that can turn a reasonably-paid job into an attractive career. An overall package with a reasonable salary and additional incentives will attract the right kind of people who can make a positive impact on the business.
In the past, clients have acknowledged that working conditions in certain roles can be tough, but a guaranteed 37-hour week can mitigate that. Contrast that with a series of 18-hour shifts on a slightly higher salary, and it's easy to see which option is the more attractive.
With so many establishments and companies competing for the best of the talent, it's crucial to know what you're looking for, and perhaps even more important to know how to nurture and grow talent once you find it.
Making this a priority from the outset can bring the Holy Grail one step closer.
Allison Storrie, Manager, Hospitality & Catering Scotland Search Consultancy
This article has been edited from its original version. For the complete feature please see Catering in Scotland magazine February/March 2007.
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