you are the first to hear about the best students. Host site visits and work-experience students, offer to be a guest speaker and find out what they need to improve school-to-work transition. Make friends first and the favours will follow. Schools like the safety focus of clubs.
6. Keep in touch with former staff.
Invite staff to connect with your Facebook page – social media means friendships don’ t have to be lost or forgotten. Keep posting photos of staff enjoying their work, as well as the usual food and event shots. Every month or so‘ boost’ a post about happy staff to your fans, so they all see it.
7. Find work for the partners.
If the new chef is arriving with a family, chances are her partner needs work too. How can you help with this? What about her son who will be looking for an apprenticeship in green keeping or pastry?
8. Jump onto the training bandwagon.
It won’ t take long to find a training provider who will support with supervision, materials and even a subsidy. Everyone needs to start‘ growing
their own’, and the hospitality training sector is highly developed.
9. Think outside the square about who you will employ.
You may prefer a low-cost 16 year old, but the 45 year old mum could be more stable and flexible, even if you need to‘ un-train’ a few habits as well as installing new ones. Set your standards high- if the applicant doesn’ t meet them but has a good attitude, get the coaching and feedback underway.
“ Time for a shift in how you promote the opportunities, and a new‘ Masterchef’ face on your club’ s food. The talent is out there, so let’ s update the recruitment methods.”