Until recently, employers have tended to treat candidates with long periods out of work with a degree of scepticism. However, the impact of Covid-19 has altered perceptions of gaps in CVs.

The natural tendency to avoid the longer-term unemployed

When recruiting and skimming a CV, hiring managers have often assumed that someone who has been out of work for a period has been so for a negative reason, such as:

They lost their most recent position because of poor performance

They have been overlooked by other employers

They lacked the motivation to find work

Another unexplained circumstance the candidate was unwilling to disclose

The changing attitude to CV gaps

We all know that recruiting in the pandemic era is challenging, particularly for certain sectors, such as hospitality, showing record numbers of vacancies across the industry.

The number classed as ‘long term unemployed in the UK peaked in early 2021 and has since slowly fallen. But at the end of October 2021, there was still a third more people out of work for over six months than there had been before Covid-19 hit.

However, we are seeing an increasing willingness from employers to invite people who have been without work for a period to an interview. There are now new and good reasons for a gap in employment history for many. Lots of people were forced to choose not to work because of health concerns or family responsibilities.

The very employers who are now struggling to recruit did - by no fault of their own - create a significant number of those breaks in continuous employment. Many hospitality businesses for forced to lay off large numbers of their workforce during periods of lockdown and economic uncertainty. In doing so, employers may be responsible for those gaps they used to filter out applicants.

But what next?

As recruiters in the hospitality sector, we’d still expect a candidate to acknowledge a period of unemployment and offer an explanation. A good interviewee might even twist it to a positive particularly those soft skills that we value in hospitality. For example, if they were caring for a loved one then they were able to brush up on their empathetic skills towards others. They might even have taken the time to learn some new recipes or cooking techniques which could be an asset to any catering venue.

So, perhaps the stigma of a CV gap has diminished, but for how long? With labour market shortages in so many sectors, at some point, we might once again start to consider that people we’d consider employing could and perhaps should have been in work prior to applying to our vacancy.

Are you seeking the right recruitment strategy in the hospitality industry in the current stage of the pandemic and are looking to learn about its impact on the jobs market? Get in touch to find out how we can tailor and manage your own approach to finding the right people.

Trait’s hospitality staff need to succeed

Recruitment is difficult at the best of times, but hospitality recruitment has a range of challenges other industries do not. The jobs are wide and varied, with customer interaction on an almost constant basis. This means that there are some traits every hospitality hire needs in order to succeed. Read on to learn what traits hospitality staff need and how to hire for those traits in either hotels or restaurants.

Customer communications

The hospitality industry relies on positive interactions between staff and customers. After all, in the event that a single member of staff speaks inappropriately to the wrong reviewer, an establishment faces permanent reputational damage and potentially even closure. On the other hand, the right communicator in the right place sets your premises apart from the rest of your competition. Look for applicants who are open and communicative in their interview and are quick to build a positive rapport with you, as this increases the likelihood that your hires are communicative with guests.

Organisational skills

An underrated skill in the hospitality industry is organisation. Being organised is an underpinning factor behind any operation, as tracking the bedsheets you make, the restaurant customers you serve and the recurring guests you see is key. Better organisation means a more efficient workplace, and high efficiency almost certainly leads to better profitability. In your hiring process, include organisational tasks and challenges, activating the critical thinking part of your applicants' minds and challenging them in realistic scenarios. This separates the wheat from the chaff and increases your hiring prospects.

Consistency

Consistency is an underpinning value in many companies. An effective work rate in which you complete a lot of work in a short amount of time is all well and good, but in the event that the work isn't of the right standard, completing it can be pointless. Requesting a second interview from your hires is a good way of eliminating those that perform to a high standard but do not repeat it, as you compare the quality of both interviews to establish consistency.

Try JW Recruitment

If you're concerned about the quality of your hires, try JW Recruitment. A hospitality recruitment team with decades in the business, JW Recruitment strives towards the best hiring results in the long term, building you a team that you know you can rely on. Get in touch with the JW Recruitment team today to find out more and get started on your recruitment journey.

Possible solutions to the UK hospitality staff crisis

The UK hospitality industry is facing a labour crisis. The vacancies in the industry are some of the highest in history with most of them failing to get applicants. Even top acclaimed venues are struggling to draw new workers.

The Covid-19 pandemic and Brexit are some of the top reasons cited for the labour crisis. Reports indicate that a fifth of the workforce left the industry due to Coronavirus. At the same time, those who wish to resume work are forced to wait as they are directed to self-isolate by the NHS.

There were hopes of special visa schemes to help address the labour issues, as in with the HGV truck driver and poultry workers shortages before Christmas. However, reports indicate no such offers would be available for hospitality or any other industry.

This means the hospitality industry must look for other options to address the labour shortage.

Higher pay and fair working hours

The low pay in the hospitality industry is one of the reasons why most prospective employees are not applying for the available vacancies. Most of the roles within the sector pay a minimum wage which puts the available workers off.

At the same time, the jobs within the industry come with long working hours. Unlike the other regular jobs in the UK with an expected 40 hours work week, those in hospitality can clock up to 60 hours regularly.

The time out of work during the pandemic has shown the existing workers other available opportunities with better pay and lesser work hours.

With the economy reopening and most jobs opening at the same time, it's only given that most workers would not wish to return to the hospitality environment unless they can provide similar working conditions to other jobs.

Change of industry culture

There's no certainty that the job crisis in the hospitality industry will be contained once the pandemic is over or under control.

Reports indicate the pandemic has only increased this. This can only mean the crisis is a result of the industry's culture.

The industry must restructure to make it an ideal option for anyone looking for work. It has to ensure a work-life balance for its employees and provide ideal working conditions. It should also focus on training and skills development.

What is the future of the hospitality industry?

The labour crisis in the hospitality industry is a long-term issue that will take some time to solve. The workforce will only become functional once the industry starts offering better pay, ideal working hours and favourable working conditions. Otherwise, the available labour will always be looking for "greener pastures" in other industries.

2021 has been another tough year for the hospitality industry, particularly in terms of hiring staff. The ongoing Covid pandemic, economic uncertainty and Brexit issues have left many businesses struggling to find the resource to get through their day-to-day operations.

If you are looking for ways to solve your hiring headaches in the new year, read on for our top tips:

Try a new approach to job advertising

Job ads can be a costly exercise, but they are still one of the best ways to reach potential candidates. Why not mix things up a bit in 2022 and try using different platforms such as social media and get creative with the content to make sure that it really stands out.

Get creative with your benefits package

This is an area where you can really stand out from the competition. Think about what would appeal to your target candidates and go from there. Some businesses offer things like subsidised gym memberships, travel expenses and flexible working hours – so there is definitely something for everyone!

Don't forget about training and development

It is crucial that you invest in your staff if you want them to stay with you long-term. This can involve anything from sending them on courses to developing in-house training programmes. Some good options include training on decision making, negotiation and conflict resolution. Staff who feel valued and appreciated are far more likely to stick around, so make sure that this is one of your top priorities for 2022.

Use a specialist recruitment agency

In the current climate, a hospitality recruitment agency will be well worth your money, being able to find specialist candidates you would struggle to find elsewhere. Here at JWR, we have the knowledge and experience of years of working in the hospitality industry, which means we are experts at finding the very best candidates for roles in hotels, restaurants and contract catering.

We hope that these tips have given you some food for thought as you enter into the new year. If you would like more information or advice, please do not hesitate to get in touch with us here at JWR. We wish you all the best for a successful 2022!

How to keep staff safe as COVID variants spread

Although life has been returning to some version of normal over the past few months, the threat of COVID-19 remains ever-present. You’ve probably heard about the new variant Omicrom, which has been spreading throughout the world in recent days. Before Omicron, there was Delta, a variant that contributed to rising cases in countries all over the world, including the UK.

Although vaccines have transformed the trajectory of the pandemic, the emergence of new COVID-19 variants means that the virus will continue to present some level of risk to staff members and customers. Even if Omicron turns out to be a relatively minor blip in the course of the pandemic, it is vital that businesses in the hospitality industry do everything in their power to protect people from new and potentially more dangerous COVID-19 variants.

So, what safety precautions should you be taking? In essence, the advice remains the same as it has since the lifting of lockdown. Although people are allowed to socialise indoors again, you should remain vigilant about preventing the spread of viruses. This means fighting potential pandemic fatigue and reminding staff members to follow safety rules. If you need a refresher about what kinds of measures to implement, we’ve put together a few reminders below:

Maximise ventilation

We know the chilly months are quickly encroaching, but it’s important to maintain well-ventilated premises. Respiratory viruses thrive in stuffy rooms with poor airflow, so consider opening windows at regular intervals.

Ask staff members to wear masks

Masks seem to have fallen out of fashion recently, but they represent an important tool in the fight against viral spread. We understand they can be a little uncomfortable at times, but that’s a small price to pay for keeping customers and colleagues safe!

Clean surfaces as often as possible

It can be difficult to remember to clean surfaces regularly, particularly if your restaurant or bar is very busy. However, disinfecting surfaces such as tables, bars, and counters can help to reduce transmission rates. Try sticking to a strict and regular cleaning rota to ensure your premises are cleaned as thoroughly as possible.

Remember to train new staff

Many hospitality venues have been onboarding new staff over the past few months to cope with rising consumer demand. As such, many managers have struggled to ensure new staff are fully trained in health and safety. Remember to train newbies as soon as they start working in your business!

Contact us

The hospitality industry needs the right staff to aid its recovery. At JW Recruitment we specialise in all areas of hospitality recruitment. Contact us to discuss how we can support you.

National Living Wage set to rise by 6.6%

The rise in the National Living Wage is a sign of positivity for many hospitality workers. Chancellor
Rishi Sunak has announced a 6.6% rise to £9.50, one of the largest rises ever in the National Living Wage. Following recommendations from independent advisors, the increase is set to come into effect on 1st April 2022, and for a full-time worker will mean an additional £1,074 per year before tax.

The National Living Wage is applicable to workers aged 23 and over, but younger hospitality workers are set to benefit as well. The minimum wage for 21 and 22-year-olds is growing by 9.8% to £9.18, for 18-20-year-olds to £6.83, and for 16 and 17-year-olds to £4.81.

The hospitality industry is already committed to paying a fair wage. Pay within the sector has steadily increased by around 20% over the past five years, and has continued to grow since the postCovid19 reopening, demonstrating real signs of hospitality recovery and renewed hope of filling the hotel management vacancies across the country.

Further support is needed

Rising wages mean that hospitality businesses are likely to need further support from the government in order to keep the industry flourishing. Since reopening, wages have continued to grow despite rising inflation and many hospitality businesses going into debt so that they can survive.

Fortunately, the Chancellor is also expected to announce an extension to the current Coronavirus recovery loan scheme. The scheme gives UK businesses, including those in the hospitality industry, access to funds as they recover from the disruption caused by the pandemic. Currently due to end on 31st December, it’s anticipated that a six-month extension to the scheme will be announced, enabling more hospitality businesses to access the funds they need.

Other ways the government can support hospitality

As well as extending the recovery loan scheme, there are other measures the government could put in place to support hospitality recovery. The government is expected to conclude its review into business rates imminently, and whilst hospitality businesses were exempt from paying for 15 months as part of the government’s support for Covid19, permanent reforms would have a significant impact. Added to that, making the current VAT rate of 12.5% a permanent change would accelerate hospitality recovery.

Contact us

The hospitality industry needs the right staff to aid its recovery. At JW Recruitment we specialise in all areas of hospitality recruitment. Contact us to discuss how we can support you.

How has the labour shortage in general impacted hospitality?

To say it’s been an immensely challenging 18 months for the hospitality sector in the UK would be an understatement. The repeated lockdowns and the impact of Brexit have caused a shortfall of approximately 190,000 workers in 2021. While labour shortages are not out of the ordinary within the hospitality sector, Covid-19 has fuelled this to record numbers. Read on to learn about the top 3 ways in which labour shortages, in general, have impacted hospitality.?

Unstable employment?

Zero-hour contracts are common in the hospitality sector, but this means that stable employment is out of reach for many chefs and waiters. In the first four months of 2021, 21% of all the individuals on zero-hour contracts were in hospitality. This made up the largest proportion of any industry in the UK. As such, many saw the pandemic as a way to find better-paid and more secure work in other sectors.

Staff shortages

Labour shortages were not anticipated in the first lockdown back in 2020. Instead, the biggest fear was an increase in job losses and unemployment. Fast forward to today, and businesses are saying that a lack of waiters, bar staff, and chefs are impacting trade. For example, Michel Roux has made an announcement that Le Gavroche will be closing at lunchtime – a sitting that is often among the busiest.

Managers are overwhelmed and cannot find time for hiring

Hotel managers have always been flexible in the sense that they’d cover for absent employees. However, over the past 18 months, hotel managers have said that they’re spending almost half their time checking in guests, cleaning rooms, and carrying out general maintenance while also fulfilling their managerial responsibilities.

While the pressure to find staff has increased due to a rise in guest numbers, hotel managers just can’t find the time to interview, recruit, hire, or train new workers.

Discussing the current situation with James Webber he commented, “Our team is working as hard as possible to support our clients in this difficult time. We have unprecedented demand to introduce suitable candidates to fill client’s chef jobs and managerial jobs across the UK and we are looking at every angle to support”
Contact our team at JWR today

With offices in Salisbury, Exeter, Birmingham, and now London, JWR has created a reputation over the past 20 years in restaurants and hotels as one of the top hospitality recruitment specialists in the UK. With extensive knowledge of the industry, we can help you find the very best candidates for your business. So, don’t hesitate to get in touch with our expert team today.

How will hospitality fill the gaps in its workforce?

The hospitality industry is facing an uphill battle when it comes to filling the gaps in its workforce post-pandemic. This is especially the case for the restaurant segment of the UK hospitality industry which severely struggled on account of national lockdowns imposed throughout 2020.

Indeed, the hospitality industry hasn’t been this badly hit since the 2008-2009 recession when the decrease in international travel impacted on tourism-related industries led hotels and restaurants to cut their operational costs and wait out the recession. However, 2008 also saw the emergence of Air BnB alternatives for the industry – generating cheaper travel options and rectifying the problem of international travel.

Unfortunately, it’s not that clear cut this time around. Despite the NHS Track and Trace App making it safe for individuals to visit hospitality venues, it has also caused mass disruption to services as a high number of staff still receive self-isolation notifications. This has led to severe staff shortages and high numbers of restaurant jobs – especially in venues with young staff who are still waiting for the vaccine.

However, as more and more UK citizens receive their second COVID vaccine jab and self-isolation rules begin to relax, the ability to hire new staff is becoming an ever-increasing possibility. As a result, hospitality businesses are turning to new recruitment methods and flocking behind new initiatives to combat the huge loss of jobs witnessed over the course of the year.

Here are some current hospitality trends being used to fill workforce gaps:

1. VATsEnough campaign

The VATsEnough campaign is part of an initiative to introduce more staff into the workplace by boosting investment and tourism processes. The trade body is calling on businesses in the hospitality sector to lobby their MPs on the need to secure a 12.5% VAT rate. This comes after the VAT rate rose to 15.5% in October following its reduction to 5% in July 2020. It’s estimated that, if successful, this campaign could lead to 125,000 jobs and allow bars, restaurants, and hotels to focus their expenditure on supporting new staff hires – especially since food and beverage jobs are now in high demand.

Wage increases and bonuses

Since multiple hospitality businesses are vying to attract the attention of potential hires, this has had a considerable impact on their staff initiatives. For example, some businesses have increased their wages, signed bonuses, or enhanced workplace benefits. Some sectors are even offering discounts on meals for employees. This is helping businesses poach low-level staffers who, given the dire demand for workers, are increasingly necessary.

Virtual fairs

If the global pandemic taught us anything, it was that virtual correspondence was a vital and constituent part of business operations and communication in general. Hospitality industries can fill the gap in their workforce by holding virtual job fairs that attract more potential candidates.

Are you struggling to fill the gaps in your workforce? Consult JW Recruitment to benefit from our network of candidates that can transform your business. Call 01392 826 014 or email office@jwrecruitment.co.uk

meetings and events

Corporate meetings and events have been a reliable source of revenue for the hospitality industry for many years. However, Covid-19 has completely changed the landscape for corporate events. As we start to emerge from a period marked by lockdowns and event cancellations, businesses are starting to look forward to future meetings and events. Hospitality businesses are also wondering how corporate meetings and events are likely to work in the future. This blog explores the prospects for meetings and events post-lockdown in greater detail.

The rise of hybrid events

With much of the workforce continuing to work remotely, as well as individual fears about attending large gatherings, hybrid events and meetings are becoming more widely adopted. Hybrid meetings bring together the virtual and real-world with attendees present both in person and virtually. Event attendees who would need to travel from red list countries face significant expenses arranging hotel quarantine packages for their arrival in the UK. With hybrid meetings, they can join virtually without needing to travel and are much more convenient.

For businesses, hybrid events are a cost-effective solution but for the hospitality venues that host these events, it means smaller party sizes and lower revenues. However, hybrid events and meetings are still a positive step after hospitality businesses have spent so much of the past 18 months shut down.

Greater use of protective measures

For both hybrid meetings and events held exclusively in person, there will be greater use of protective measures compared to pre-pandemic. Whilst the Government no longer mandates the use of masks, the hospitality industry will need to continue investing heavily in sanitation and hygiene measures. This is going to be standard practice day-to-day as well as during events.
Depending on the size and nature of an event, attendees and hospitality staff may be required to take additional measures, such as wearing masks when close to others or providing proof of vaccination or a negative Covid-19 test result to enter an event.

More local events

Ongoing restrictions mean that businesses are more likely to host corporate events and meetings locally. This could be positive news for local hospitality businesses. The hospitality industry is also likely to rely more on local suppliers.

Contact JW Recruitment

As meetings and events start up again, you need to have the right staff in place at your hospitality business. At JW Recruitment, we specialise in hospitality recruitment, including bar recruitment and hotel recruitment. To find out more about how we can help you please one of our offices.

New figures show August profit growth for restaurants

The latest figures to be published by Barclaycard show that August brought an upturn in trade across the hospitality industry in the UK. That includes restaurants, which experienced their first profit growth since the start of the Covid-19 pandemic, and there are prevailing trends that point to the recovery continuing.

Real signs of restaurant revival

The restaurant segment of the UK hospitality sector has been perhaps the most severely impacted by the lockdowns imposed to stop the spread of Covid-19. However, the Barclaycard data for August makes for far happier reading for those working within it.

The company secured its figures by keeping records of close to 50% of all transactions using debit or credit cards during the month. The results reveal that there was 0.1% growth in the levels of customer spending in restaurants throughout August.

It represents the first positive growth in consumer spending for that part of the industry since the pandemic first hit the UK and, for that reason, is one of the most encouraging hospitality trends pointing to a bounce-back for the sector.

Office returns to boost growth

That is not the only trend indicating that the recovery of the hospitality industry is well underway. Another sign pointing towards this is the return of workers to offices in cities across the country, which has now started in earnest.

Barclaycard spoke to those who are now resuming working from their offices – either on a full-time or part-time basis – and the findings are very encouraging for the industry. 34% of respondents stated that they were intending to regularly buy lunches or breakfasts to eat out, said that they would visit a restaurant or pub to socialise after work now that they are back in their offices.

Pubs and clubs back to pre-pandemic heights

This positivity towards visiting hospitality venues was not just reflected in renewed restaurant profit growth during August, as clubs and pubs also enjoyed the economic benefits.

Indeed, the Barclaycard data shows that spending by the general public in those venues reached its highest level in more than 17 months during August – which strongly suggests a return to pre-pandemic levels of public confidence. Overall, spending in clubs and pubs rose by 43%, with after-work socialising by office and shop workers accounting for much of it.

A number of venues throughout the country will be looking to hire more staff as customers return across the board with food & beverage jobs at an all time high.

At JW Recruitment, hospitality recruitment is our speciality. Get in touch with us to find the employees to suit the needs of your business.