Hospitality has a recruitment problem and most operators respond to it by writing the same generic job ad everyone else writes. A job ad is a piece of marketing aimed at exactly one audience, the kind of person you want working for you.
Be Specific About the Role, Not Generic About the Industry
Good candidates can tell the difference between a job ad written about their specific role and one copied from a template. Describe what the actual day looks like, what the team culture is actually like in real terms.
Lead With What Makes Working for You Different
Every hospitality job ad claims a great culture. Almost none explain what that means in practice. Do you close early enough that staff have a life outside work? Do you invest in training? Our staff training service helps venues build genuine development pathways that become a real point of difference in recruitment.
Be Transparent About Pay
Job ads that say competitive pay without a number attached are increasingly ignored. Including a clear pay range builds trust and filters out wasted time on mismatched expectations.
Make the Application Process Easy
A lengthy application for a casual front of house role will deter candidates applying for several jobs at once. Match the process to the seniority of the role.
Respond Quickly
Good candidates are not waiting around for one job offer. A fast response significantly improves your hiring success rate.
Ask the Right Questions in the Interview
Ask how someone handles a difficult customer or an unexpectedly busy shift. These answers tell you more about fit than a resume does.
If you want help building a recruitment process that consistently attracts good people, talk to Pestle and Mortar.