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 .”