ELLIE'S TOP recruitment TIPS
As a management team, you will be fully aware of the chef recruitment struggle that our industry currently faces.
To overcome these issues, we must think outside of the box in terms of how we recruit and the training and opportunities we offer our back of house employees. One of our KMs who is combatting the chef recruitment challenge with new and innovative ideas is Ellie, Kitchen Manager of O’Neill’s in Kingston. Despite the current climate, Ellie says that she is experiencing ‘exciting times on the recruitment front!’.
In this blog, Ellie shares her tips for success and highlights a few creative ways in which she has adjusted her approach to recruiting back of house team members which may inspire your own approach!
How are you currently finding recruiting for your team?
‘It’s tough, but persistence is key, advertise the vacancies wherever you can, colleges, local universities, Facebook groups for the local areas, stick a sign in your windows, or be creative like another GM I know who created a QR code to advertise her vacancies. Also, word of mouth, everyone has a friend of a friend looking for work.'
Remember to always post your jobs on Harri where they will automatically be posted out to other job boards and receive the benefit of any internal recruitment campaigns.
Are you finding any trends around chef recruitment at the moment?
‘Not really, it comes in waves, sometimes I'll have no applicants for weeks, and then all of a sudden there's an influx.’
Remember your Harri adverts expire after two weeks, why not set a diary reminder to go in and re-post your vacancies or even better set up some more with a future date (after expiry date) which will auto post you fresh adverts!
What do you feel is unique about your approach to recruiting, which has led to your success in recruiting new team members at such a challenging time?
‘If someone shows willingness to learn, I’ll happily train someone without any experience, and no matter how many hours they are available, even if it’s just one day a week.
It’s the behaviours thar are important they must be someone with enthusiasm and passion.’
Remember that due to express apply, candidates no longer need to submit a CV, please make sure you call candidates to understand their experience and check they are over school leaving age.
Are there any tips/tricks which you could offer your fellow KM’s?
‘Be open and willing to train someone with no experience, it may be the harder route, but we were all that person at one point and someone gave us a chance, also cross training bar team is a massive help, you'd be surprised how many others show interest in being cross trained once one or two have spent time in the kitchen.’
Speed is key, respond to candidates within 24 hours following their application.
What do you feel is the key to retaining new team members and have you adapted your approach to be able to meet the new expectations of candidates e.g. flexibility/work-life balance?
Be open and talk with them, give them feedback and even ask for feedback from them, they may feel overwhelmed and need a different approach to things as not everyone learns in the same way. Recognise when someone is doing well, and if someone needs more guidance, give it to them. Most importantly, be approachable.
In terms of flexibility and work life balance; I have part time chefs that work 1 day a week, or around their uni schedules, Providing I could give them adequate training I'd happily have a team of part timers working a couple of days a week each.
My site is in a student town, so I appreciate that it's harder to find full time chefs, but having more part timers gives me the flexibility I need to make sure I have the correct amount of people per shift, but it also gives my full time chefs more of a work life balance as well.’
Did you know that we offer M&B Transferred during the summer and Christmas to transfer your students?
How do you ensure that all new team members have a successful onboarding experience?
‘Be welcoming, set out expectations for their first few weeks so they know what they're aiming to achieve, accept that they aren't all going to learn at the same pace and not to put too much pressure on as it can be overwhelming in a hot, fast paced kitchen.
I regularly check in with my new team members even if I've not been on shift with them, just to see how they are finding everything and importantly, if they're enjoying what they are doing so far.’
A positive induction is key to ensuring that a new team member has a great first impression and ensures that they have both the knowledge and support they need to perform their role.
For more top tips on Back of House recruitment visit M&Be Recruited where you can access a host of resources from know how guides on using Harri to getting the best out of interviewees. And for more specific guidance you can contact your District Recruitment Ambassador who can provide you with advice, information, and support throughout the recruitment process.
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