The hospitality industry is no stranger to outsourcing recruitment, and with the industry having been through, and still somewhat enduring turbulent times, a national staffing shortage has befallen every business from local restaurants to their Michelin starred establishments. The need for a more sustainable model of employment has had to emerge. No longer can the industry rely on short term casual relationships with many of their employees. People such as Tom Kerridge have recognised that the industry has via its rates of pay and working conditions created an image of low skills. But Kerridge points out how wrong this image is, as Michelin starred establishment owner it is clear that even the seemingly humble dish washer is essential to maintaining his reputation and as such deserves to be paid and treated accordingly. The industry must build long term sustainable relationships with its employees so that when the next crisis arises, they do not simply leave the industry for better terms and conditions. Here at Ginger Hospitality we have benefitted from this shift in attitude. We have always regarded our hospitality candidates as key to a client’s success always striving to place the right candidate with the right client. As you can imagine our business was wiped out during the first lockdown but we refused to retreat like so many others. We worried about our clients and our candidates and made sure we constantly spoke with them to offer what help we could. As life has returned to some normality we have been able to leverage our relationships to continue to try to ensure that every placement is of benefit to both the client and the candidate.
One major misconception of ‘agencies’ within the hospitality industry is that we are only there to serve the immediate needs of our client’s businesses, a temporary fix to provide cover or to put out proverbial fires. Relief and temporary staff are a fantastic tool to manage the ups and downs of demand and crisis but the pandemic resulted in many permanent staff leaving their jobs and the industry and these now need to be replaced, something we have worked hard to help with over the last few months.
Shifting Towards Permanent Recruitment
All businesses in whatever industry need a mixture of permanent and temporary staff. The balance between the two is core to an efficient business’ flexibility to cope with varying demand. However, the first decision is what is that balance between the two. Without a core team of permanent staff, no business can be assured of delivering a constant delivery of quality service. Be that in terms of the kitchen, front of house or training, the wrong balance can lead to inefficiency and inconsistency something no hospitality business can afford. As businesses recover and emerge from the dark days of the pandemic, permanent recruitment allows growth for both businesses and employees, presenting opportunities for immersion into company culture and social practices. This core team will, if handled correctly, bring loyalty to the business company, a heightened sense of belonging and a willingness to drive oneself and their peers to achieve maximum output to create a collective strive for progression.
It is the core team of permanent staff that define the whole business ethic and operation.
Resourcing for a Successful Future
Many hospitality businesses have relied on long standing members of their team to maintain and continue their reputations, but many of those people have left their jobs and the industry. With many businesses investing in high levels of permanent recruitment it is imperative that the whole process is closely aligned to your values and beliefs to create the long term business conditions for success. Your future General Managers, Head Chefs, Operations Directors et al. are core to your future success and partnering with the right agency is a key step to building the right team.
Could permanent recruitment be the answer to your staffing crisis?
To discuss your staffing needs with a hospitality recruitment specialist,
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