Hospitality recruitment
best practice

Effective recruitment requires more than just posting a basic ad online and hoping for the best.

In this section, we cover the essentials of building a strong recruitment process.

Recruitment 101: step-by-step guide to employing someone for the first time

From a logistical perspective, what does recruitment entail?

Well, HMRC defines six steps you need to take when first employing someone:

Check that you're taking on someone as an employee and check you can afford to hire them
Make your workplace safe and accessible
Register as an employer and set up PAYE
Check your responsibilities around workplace pensions
Get employers' liability insurance
Recruit and employ someone

You can find more details on these six points in this HMRC article.

Recruitment from start to finish

Recruitment is a journey, and shortcuts should be avoided.

Examine each of the following steps and consider how you can strengthen your own approach.

Engage with key stakeholders, analyse current gaps and anticipate upcoming demands, such as seasonal peaks.

Use these insights to craft a precise job description that aligns with your business needs.

Prepare a clear cost analysis covering salary, benefits and training/onboarding.

It's worth determining what the potential return on investment (ROI) from hiring a new person will be, so you can also compare that against the base costs.

Understand the need

Determine the budget

Find candidates

Seek candidates through job boards, social media, networking and internal talent pools.

Think job boards like Indeed and Totaljobs, and social media such as LinkedIn and Facebook.

Screen applicants

After finding candidates, initiate the screening process to narrow down the pool of suitable applicants.

Shortlist candidates

Establish criteria for shortlisting that are relevant to
the role, such as:

Work experience
Training
Competencies

Shortlist those who meet the position's requirements.

How would you describe yourself?
Why do you want to work here?
What motivates you?
How do you handle stress?
Why are you leaving your current role?
What are your future goals?
Can you tell me about how you overcame a difficult situation?
What are your salary expectations?
Do you have any questions for me?

Interview candidates

Conduct interviews, in person or virtually, using a mix of questions to assess personality, values and experience.

Example interview questions:

Conduct testing

Consider job-fit assessment tests to
evaluate a candidate's suitability.

Assess skills, work style, knowledge and personality, helping determine if the
candidate aligns with your needs.

Also, it’s best practice to check a candidate's Right to Work (RTW) at the interview stage to avoid delays in issuing contracts.

Job offer

After thorough verification, extend a job
offer to qualified candidates.

Provide an offer letter detailing the start
date, compensation, performance expectations and working hours.

Maintain availability to address any questions or concerns during the onboarding period.

Onboarding

Onboarding is key to finishing a successful recruitment process.

Provide new employees with a comprehensive induction to help familiarise them with key company policies that support a smooth transition into the team.

Recruitment considerations

Detail the role's purpose, duties and how it fits within your business. If you're replacing someone, think about whether you need the same profile or whether the role could evolve. For example, could you train up a more junior hire rather than searching for an experienced candidate in a competitive market?

Be upfront about the details that matter most to hospitality candidates, such as shift patterns, weekend/evening work, training and any seasonal expectations. Transparency from the start helps prevent wasted time interviewing candidates whose expectations don't align with the reality of the role.

Choose platforms that reflect your target audience. TikTok can be effective for reaching Gen Z, while Facebook and LinkedIn offer broader reach. For local or seasonal roles, don't overlook community noticeboards, local job fairs and word-of-mouth referrals from existing staff.

In a sector where competition for talent is fierce, highlight what sets you apart. Whether it's flexible scheduling, staff discounts, career progression, earned wage access or a strong team culture, clearly communicating your unique perks can make a huge difference.

Role definition

Advertising locations

Attracting applicants

Transparent job ads

How to write an amazing job advert

At a minimum, your adverts should cover the job type, key responsibilities, required experience, perks and benefits.

However, what truly sets a great advert apart is how well it speaks to what candidates actually want to see.

Flexibility: be clear about shift patterns, rotas, earned wage access and any scope for flexible scheduling – candidates want to understand how the role fits around their life.

Culture: don't shy away from showcasing what makes your venue, team or brand unique, as a strong culture can be the deciding factor for candidates choosing between similar roles.

Career progression: many job seekers want to know there's a future beyond the role they're applying for, so if there are opportunities for development, training or promotion, make that clear in the advert.

Salary: be transparent about the salary or hourly rate, as vague terms like 'competitive salary' can deter candidates before they even read the rest of the advert.

Inclusivity: ensure your language is inclusive to appeal to the widest and most diverse pool of candidates.

Consider the following areas: