How Hospitality Businesses Can Mitigate Against the Recruitment Crisis

The removal of Covid restrictions in the UK on the 19th July was a great relief to many hospitality business owners. However, the hospitality industry is still suffering with a pressing issue: the recruitment crisis.

In the UK, Isle of Man and even further afield, the hospitality industry is suffering from a shortage of staff: it’s rare to come across a venue that isn’t looking for staff. In a time that businesses should be recovering, staffing shortages threaten quality of service, opening hours and even opening all together. Not only do venues face a potential lack of employees, but the situation is exacerbated by the so-called ‘pingdemic’: individuals being contact-traced through the NHS app and being asked to isolate for 10 days. With this being the summer season, a time where businesses should be recouping some of their losses and enthusiasm is high among customers, this is perhaps the worst time that businesses could face unneeded closures. 

Much of the recruitment crisis can be attributed to issues caused by Covid-19, however recruitment in the sector was facing recruitment issues pre-pandemic: the BBC reports that since 2017, vacancies have consistently been at 90,000 or more. In the period between April to June 2021, there were 102,000 vacancies. With recruitment from the European Union now being near impossible thanks to Brexit and many individuals finding other career paths during the pandemic, it can only be expected that this problem will only become more severe.

The culture surrounding the hospitality industry has also undoubtedly impacted recruitment. For many in the UK, the hospitality industry is perceived as being full of stop-gap jobs, opposed to a career path with opportunities for progressions. Hospitality has also had the reputation of zero hour contracts, long working hours, physically laborious work and low wages. Now coupled with the health risks of Covid-19 and general feeling of precariousness, it is understandable that individuals are reluctant to join the hospitality industry. 

Big, institutional changes would have a significant impact on the industry: greater government support and initiatives could allow businesses to grow. However, there is also a lot that individual businesses can do in an attempt to attract brilliant employees.

It’s perhaps not what hospitality business owners want to hear, but a major means of attracting new employees is increasing wages. Offering good salaries, at rates at or above living wage, can allow your business to become obviously attractive to new staff- and help with retention of employees, too. Of course, increasing a key expense after 18 months of limited business may appear to be unviable for many venues. However, with enthusiasm among customers at a high, this may be an ideal time to raise prices. Many customers are understanding of the difficulties that hospitality has faced and continues to face due to Covid, and therefore are willing to support prices rises- if the service and products justify it. 

Equally, businesses can attempt to counteract the unappealing parts of the hospitality industry. Assuring that working hours are both reasonable and guaranteed can give a sense of security to staff. Highlighting the possible opportunities for personal development within the company can allow individuals to think of hospitality beyond a stop-gap job and instead as a career with great opportunities, especially for young people. As many of us who have worked in hospitality know, despite the challenges that come with working within the industry, it can also be a fantastic environment for sociable individuals. Finding like-minded teams that work well together is key for employee happiness: something that has been evident at our venues at the Harbour Lights Group and across our UK venues.

In the short term, a key concern for hospitality employees is the health risks associated with Covid-19. Creating clear policies to assure that employees are safe is key. If possible, frequent lateral flow tests can allow employees to have peace of mind while working. Familiar mitigation measures, though now no longer a legal requirement in the UK, can also prevent illness among staff: promoting the use of visors, masks and table service may be desirable among staff for the foreseeable future. Similarly, ensuring that support is given to employees that do test positive is necessary for the wellbeing of your staff.

Recruitment in hospitality is a global issue. In large franchises in the US, benefits packages are being developed to attract new employees: McDonald’s are, alongside offering higher wages, are now offering child care provisions and help with education costs. While this is not necessarily viable for smaller businesses, it highlights the way in which perks can make a large difference. For example, flexible hours that respond to the childcare needs can make hospitality a viable career option for parents facing expensive childcare costs. Casual perks can also make your business more attractive over competitors: don’t underestimate the power of a free meal and discounts. 

At each of Impellity’s hospitality venues, we encourage a culture that is warm, inclusive and genuinely values the staff.