10 ways to improve your hospitality recruiting strategy
With high turnover rates a constant challenge in the hospitality industry, employers often find themselves in a never-ending search for new talent. With 66% of employers in 2023 reporting struggles to fill hospitality roles, it's clear that there’s plenty of room to improve recruitment strategies within the sector. So, how can employers ensure they get in front of the right candidates at the right time? Let’s break it down together.
1. Write a clear job description and be upfront about pay
Create a detailed job description outlining the role, responsibilities, and required skills. Be transparent about the compensation, including salary or hourly rates, to attract candidates who are aligned with your expectations. Clear, upfront information helps ensure you find the right fit, faster.
For instance, instead of just writing “waitstaff needed,” get into the specifics—“helping customers, taking orders, maintaining a clean dining area.” The more details you can give, the better. And, of course, be honest about pay. The last thing anyone wants is to apply for a job, only to find out the salary is way below what they’re looking for.
2. Leverage social media platforms
Social media isn’t just for sharing holiday pics and photos of brunch—Platforms like LinkedIn, Facebook, and Instagram are ideal for showing off your company culture and connecting with potential candidates. Even if they’re not actively job-hunting, they might just see a post that piques their interest.
Share employee stories, showcase behind-the-scenes action, or highlight the fun things your team gets up to. It’s all about giving people a peek into your work environment. And if someone resonates with your values, they might be the perfect fit—even if they weren't initially looking for a new job.
3. Create an engaging careers page
Your careers page is often a candidate’s first impression of your business, so make it count! Keep it simple, clear, and engaging. Include detailed job descriptions, testimonials from current staff, and some info about your company culture.
It’s about making candidates feel like they’re walking into something exciting. For example, instead of just listing what you do, tell the story behind your business. Maybe you’ve got a great team bonding activity that always gets people talking—show it! Make them feel like they could be a part of something awesome.
4. Offer employee referral programs
Who better to refer candidates than the people who already know and love your workplace? Employee referrals are often your best option for finding reliable, high-quality hires. Consider setting up an employee referral program where staff get a reward (like a bonus or extra leave) for referring someone who gets hired. This helps you tap into your team's network and bring in people who are more likely to fit in with your workplace. Plus, people who come in through referrals tend to stick around longer because they already have an idea of what to expect and how things work.
5. Focus on employer branding
Your company’s reputation as an employer is one of the biggest draws for candidates. Think about what makes your company unique. Is it a supportive team environment? The career development opportunities? Highlighting your values on your website or social media channels can help job seekers feel like they’re applying for something more than just a paycheck.
Make sure your branding reflects the values that are important to both your team and the type of candidates you want to attract. A strong brand helps job seekers feel like they’re making a smart choice when they apply.
6. Simplify your application process
No one wants to spend hours filling out application forms or navigating through confusing websites. Make your application process as simple and straightforward as possible. Reduce unnecessary steps, optimise for mobile (because that’s how most people will apply), and make sure candidates can easily upload their CV’s.
The quicker and easier it is to apply, the more likely people will follow through and complete the application. Nobody wants to spend hours typing out information that could easily be pulled from their CV, so keep it quick and painless.
7. Offer flexible work options
Hospitality jobs are often known for their rigid schedules, but offering more flexibility can be a huge game changer in attracting talent. People are always looking for that perfect work-life balance, and being able to offer more flexible shifts could make your roles much more appealing.
Even something as simple as allowing part-time hours or offering flexible start and finish times can make a big difference. Flexibility not only makes your roles more attractive but can also help you retain your team longer by promoting a better work-life balance.
8. Focus on cultural fit
Skills are important, but finding someone who fits well with your company culture is key to long-term success. When you’re interviewing, try to get a sense of how the candidate’s values align with yours. Do they get what your company stands for? Will they be a good fit with your team?
When someone meshes well with the culture, they’re more likely to stay longer, work well with others, and contribute positively to the environment. It’s not just about experience—it’s about having a shared vision and values.
9. Partner with hospitality schools and universities
Don’t forget about the up-and-comers! Partnering with hospitality schools or universities can give you access to fresh talent who are eager to get started in the industry. Offering internship programs or collaborating on job fairs can help you build relationships with potential hires long before they even hit the job market.
10. Use Sidekicker for flexible staffing solutions
When you need to quickly fill shifts or find talent for seasonal peak, Sidekicker can be a lifesaver. Sidekicker connects you with pre-vetted, skilled temporary workers in the hospitality industry who are ready to step in whenever you need them. Sidekicker helps you find the right fit fast—without the hassle of traditional recruitment.
Whether it’s through social media, simplifying your application process, or using Sidekicker for staffing flexibility, these strategies can help you improve your recruitment game in hospitality. By being clear about the job, showing off your company culture, and offering flexibility, you’ll attract top-notch candidates who are genuinely excited to work with you.
Take a look at your current recruitment strategy, and see where you can implement these tips. Whether you’re looking to fill permanent roles or just need help during peak times, you’ve got plenty of options to make hiring easier and more effective.
If you’re looking for an even easier way to fill shifts and find reliable staff quickly, Sidekicker is here to help. Get started today and find the right fit, fast!
