Hospitality Recruitment Challenges and How to Overcome Them

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Hiring in hospitality can feel like an uphill battle. It’s not just about competitive salaries or enticing perks—though those help. The truth is, the hospitality industry has unique challenges that make recruitment particularly tricky. However, with the right approach, recruiters, hiring managers, and industry professionals can simplify the process and find the perfect fit more efficiently.

Let’s dive into the complexities of hospitality recruitment and explore solutions to common challenges. (You may disagree with some of my suggestions but that's absolutely fine. Leave a comment. I'd love to discuss your view on the topic).

What Makes Hospitality Hiring Unique?

Hospitality isn’t your typical 9-to-5 sector. It’s a 24/7 operation where customer demands constantly evolve, and peak service hours bring high-pressure chaos. Each role in a hospitality business has unique demands shaped by the culture, pace, and quirks of the venue.

Finding a candidate who fits the technical requirements is one thing, but identifying someone who thrives in the company’s environment is another. Success hinges on a deep understanding of the business—its team dynamics, culture, and day-to-day challenges.

This is where open communication between recruiters and hiring managers becomes essential. Without detailed insights, even the best recruiters are left guessing, which can lead to mismatches and wasted time.

Where Recruitment Goes Wrong

1. Vague Job Briefs

One of the biggest hurdles in hospitality recruitment is the lack of detailed job briefs. Hiring managers often provide surface-level information like, “We need a chef for our pub,” leaving recruiters to fill in the gaps.

While recruiters can make educated guesses about responsibilities, the finer details—like team dynamics, work culture, and operational quirks—are critical for finding the right fit. Without these specifics, it’s easy to hire someone technically qualified but unsuited to the business.

What Should a Job Brief Include?

To ensure success, a job brief should contain:

• Number of covers: Helps gauge the pace and intensity of the role.

• Team size: Provides context about collaboration and leadership.

• Shift patterns: Clarifies scheduling expectations.

• Line manager tenure: Offers insights into department stability.

• Salary and budget: Transparency avoids misaligned expectations.

• Staff accommodation: Particularly important for remote or relocation roles.

The more detailed the job brief, the better equipped a recruiter is to find a candidate who fits both the technical and cultural aspects of the role.

2. Time Constraints on Hiring Managers

Hospitality hiring managers are often juggling recruitment alongside running day-to-day operations. Their limited time makes it challenging to provide the detailed insights recruiters need.

Instead of dedicating time to crafting a comprehensive job brief, many managers approach multiple agencies with vague requests, hoping the right CV will appear among the submissions.

This scattergun approach often backfires. Multiple agencies typically source from the same talent pool, leading to duplicate CVs and irrelevant candidates, ultimately wasting time for everyone involved.

How to Streamline Hospitality Recruitment

For Hiring Managers:

• Invest in Detailed Job Briefs: Take time to think through the role and provide critical details. This upfront effort saves time later in the process.

• Anticipate Candidate Questions: Address potential concerns like salary, team structure, and shift patterns in the job description.

For Businesses Using Recruiters:

• Choose One Trusted Recruitment Partner: Work closely with a single, experienced recruiter who understands your business.

• Communicate Clearly: Share detailed insights about your company culture, team dynamics, and operational challenges. Share even the negatives with your consultant even if it feels awkward.

• Focus on Quality Over Quantity: A well-informed recruiter with a clear brief will deliver better results than multiple agencies working with limited context.

It's Not All Doom and Gloom

Hospitality hiring is challenging, but it doesn’t have to be overwhelming. By investing time in clear communication and detailed job descriptions, businesses can make the recruitment process more efficient and effective.

The key is collaboration. When recruiters and hiring managers work together, they can uncover candidates who are not just qualified but are also a perfect fit for the team and culture.

What challenges have you faced in hospitality recruitment? Share your insights in the comments below—I’d love to hear your thoughts! Let’s work together to make hiring easier for everyone.