Chef recruitment is one of the biggest challenges facing the hospitality industry post Brexit and Covid. Attracting and retaining chefs hasn’t always been easy, but over recent years it’s got much harder as the talent pool has got smaller.
Not all is lost though. If you’re prepared to be creative and innovative in the way you find and hire chefs, you can still find great talent.
When it comes to chef recruitment, here’s 8 tips to help you find the very best chef talent:
1. Chef recruitment – don’t just rely on an advert to attract the best chefs
There is a shortage of chefs – many of the best ones are in jobs and are not applying to adverts. If you want the best talent – you need to be prepared to find and engage them (not wait for them to come to you). Think and act like a head-hunter.
2. Use your network to ask for recommendations
Word of mouth is often the best way to find good people. Don’t forget to ask your current staff and suppliers if they know any suitable candidates. They may be willing to post about the opportunity on their social media pages too.
3. Build up a network of chefs via social media
LinkedIn is a brilliant resource but don’t neglect Facebook, Instagram and Twitter. Facebook in particular has lots of large chef groups, think about approaching the group admin and asking if you can do a post about the role you are hiring for.
4. Chef recruitment – be aware of how your company culture is portrayed online
Anyone considering joining your business will look at your website and social media accounts – don’t underestimate their importance in helping you be able to hire great candidates.
5. Ensure all your current staff are happy and have a good working environment
They will spread the word and make your business an attractive company to work for.
6. Play the long game
Keep a record of any chefs you have met, they may not be interested immediately but could be a candidate for the future. This is often easier said than done when you are under pressure to hire right now – BUT – you’re always going to need good talent, so start building your talent pool from the get-go.
7. Ensure you have thoroughly planned your interview process
Every contact your potential new chef has with your business needs to impress them – don’t leave anything to chance. And make sure what you are offering is in line with market expectations. These have changed considerably due to Covid so pay, benefits, perks and your approach to work-life balance should all be reviewed.
8. Chef recruitment – Invest in on-going personal development for your team
By doing this, you will improve your staff retention rates and make your business a seriously attractive option for potential (future) employees.
And finally..
The industry has changed, but has your approach to hiring chefs?
A smaller chef talent pool and much more competition means it’s vital for every employer regardless of size to utilise the most effective recruitment tools in the market to engage the talent they need.
Save yourself precious time and money by using Only Chefs – The UK’s leading chef-only direct hire platform. Plus, sign up today and get 6 weeks free access to the platform and a chance to win 12 months free access worth £3,000 (T&Cs apply, click link for more).