An advert alone is not always enough to reach the people you need. The appeal of the role, the stability of the organisation and the recruitment channel all matter.
This guide is for operators and HR directors. It sets out practical responses to recruitment pressures.
In brief:
- Labour shortages are driven by high turnover and weak retention.
- A sound assessment considers experience, motivation, management style and the expectations of the role.
- Direct search reaches established people who are already employed.
Where recruitment pressure is greatest
The difficulties are particularly visible in kitchen and front-of-house roles, with significant differences depending on the position, location, time of year and terms on offer.
Why some roles struggle to attract candidates
Variable schedules and split shifts make recruitment harder. Sector-agreement pay is also often seen as insufficient.
An unclear job proposition, or a gap between what is promised and the reality of the property, can also undermine a new hire’s arrival.
What successful employers do differently
Predictable schedules: give candidates clear information about working hours and the genuine constraints of the role.
A structured induction: name a point of contact and arrange check-ins during the probation period.
A clear package: set out the pay, working pattern, responsibilities and available resources.
Look beyond active applicants
Direct search makes it possible to approach people who are already employed, discreetly. It complements vacancy advertising when the requirement calls for specific experience or a confidential search.
Frequently asked questions
How do you assess a candidate’s stability?
At the client’s request, and always with the candidate’s prior agreement, we take references to check that their experience matches the client’s expectations around image, vision, values and management.
What does an executive search assignment cost?
Our fee is one month of gross salary, excluding VAT, for employee and supervisory roles, and 15% of annual gross fixed and variable pay for roles classified as cadre under French employment law. The guarantee is included during the initial probation period, subject to the contractual terms, whether the departure is initiated by you or by the candidate.
Read about our hospitality recruitment consultancy or our hospitality executive search service.
Our recruitment approach explains how we work to help stabilise your team.