Our research shows that anti-social hours, poor career prospects and the notion of a stressful working environment make 18-24 year olds think twice about joining the industry. Parents feel the same way, and are putting their children off a career in hospitality.
Employers can inspire and engage entry level talent by showcasing the exciting opportunities on offer, not just at entry level but at all career stages, so that both young people and experienced candidates can see just how diverse and vibrant hospitality can be. But how?
Partner with your local schools and colleges
Schools and colleges are great places to meet entry level talent and share information and industry insights. Young people want to hear the real story, the good, the bad, the hilarious – it doesn’t matter as long as you showcase the industry as a great place to work and showcase the spirit of the sector
And it’s not just young people who are your targets - careers advisors and educators may not be aware of the diversity of employment opportunities and an offer to work in partnership with schools and colleges, perhaps as a sponsor or mentor, is likely to be welcomed.
Information is the key
Share, share and share some more. Seek out opportunities to meet young people through offering skills events, open days, workshops and cooking demonstrations in schools. Share information on entry level talent roles, apprenticeship and work experience opportunities, perhaps by hosting ‘Open Days’. Electing brand ambassadors within your teams who visit schools, share their experience and inspire interest can be an invaluable way of engaging future candidates.
Promote the range of career opportunities
The hospitality industry is arguably one of the most diverse in terms of its job offering, but do young people know this?
Caterer.com actively work with employers and industry bodies to ensure that we’re showcasing the range of opportunities available across all sectors, regions and job levels. Employers who ensure their career sites are engaging and reflective of the personality of their business are more likely to convert interest into applications.
Offer relevant, engaging on the job work experience
Hospitality is an industry that suits creative, intuitive and hardworking people with a strong desire to learn. Whatever your company culture, focus on hiring for personality and then provide relevant, engaging and on-the-job training and development. This will give you a wider choice of candidate and have a positive impact on your retention too.
This approach can be as simple or complex as suits you, but could include hosting training nights with senior staff members, facilitating cross training between departments of your business, organising insight courses, team building, co-opting new recruits onto existing groups, or offering access to online learning.
Training and development are key to retention
Young people are used to learning in new and diverse ways and skills development doesn’t have to take the tried and tested route. Innovative employers offer smart and engaging learning and development opportunities ranging from taster sessions to in-depth learning. With the evolution of Apprenticeships and the Apprenticeship Levy, there are a range of expert training providers out there who can support your offering.
Meet the Parents
Employers should consider reaching out to parents too. As key influencers, their opinions of the industry can have the biggest impact on a young person’s decision to enter hospitality. Showing parents the opportunities and career paths on offer can make a real difference. Cooking demonstrations, taster events, parent & child skills events and competitions are all positive ways to engage and influence parents into supporting a young person’s hospitality career choice.
Why now?
Actively reaching out to young people in schools and colleges highlights your commitment to them and their potential career with you. Nurturing a pipeline of young talent and engaging with school children before they decide against a career in hospitality can play a vital role in resolving any future recruitment or skills gaps within your business. With on-going labour shortages now is the time for every employer to take direct and positive action to enable young people to enter the sector.
