Food Service Industry: Recruitment Challenges and Strategies Report

This report provides a comprehensive analysis of recruitment in the food service industry, addressing challenges such as high turnover rates, labor supply issues, and organizational image. It delves into various recruitment strategies, including employer branding, rewards policies, and employee development programs. The report highlights the importance of adapting recruitment and selection processes to meet specific restaurant needs and workforce expectations. It also discusses the impact of demographic issues and the need to attract and retain talent in a competitive market. The report emphasizes the significance of good communication, open-door policies, and providing opportunities for employee growth and development. It concludes with recommendations for improving recruitment practices and fostering a positive work environment. The report is valuable for understanding the intricacies of staffing in the food service industry and offers practical solutions for businesses seeking to improve their recruitment and retention efforts.

RUNNING HEAD: RECRUITMENT IN FOOD SERVICE INDUSTRY
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RECRUITMENT IN FOOD SERVICE INDUSTRY
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Executive summary
The report will discuss in detail about food service industry from small business to large
restaurants. All the organizations in the industry share a common kind of challenge. Past records
show that the industry experiences high rate of turnover and there are times when the entire
industry can switch jobs twice a year. One of the most impactful ways to overcome the
challenges of staffing in a food service industry is via revamping the process of recruitment and
selection that are customized as per the requirement of the restaurant and the type of workforces
which is expected to work there.

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Contents
Executive summary.........................................................................................................................2
Introduction......................................................................................................................................4
Discussion........................................................................................................................................4
Challenges in recruitment in food service industry.....................................................................4
Recruitment strategies..................................................................................................................5
Conclusion and recommendations...................................................................................................7
References........................................................................................................................................8

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Introduction
The rate of turnover in the food service industry is going high in comparison of other industries.
The operations of attracting, retaining as well as performing workforces are internal and
significant in today’s world of fierce competition. To attract good talent in the industry in the
current time with tough competition, innovative culture and good reputation to create high
quality food services becomes a challenge. However it is important to look for different
opportunities to deal with challenges (Murray et al, 2017). The world of culinary has seen a
dramatic move in last few years with high popularity in cooking also exhibit and also heightens
the stardom of the chef by developing a culture for foodie with high level of expectations and
high demand not just for good food but good services as well.
In order to find as well as keep talented employees to rise in their career and also accept the
challenges should be the main task in current scenario for the hotels and restaurants. Execution
of different employment based work at hotels has to provide with an edge to attract more and
more talent within the multitude of various food based service outlets (Rudolph et al, 2017).
Discussion
Challenges in recruitment in food service industry
Following is the detailed discussion of the challenges: -
1. Labor supply/ demand: from international point of view, the current industry can perform
better to deal with various labor related issues that is a common trend in the sector. The
good thing is that it’s a powerful industry and has a strong voice. However, it is important
to use it in effective manner (Antn et al, 2016). While working and competing in the
industry without the right attitude of association can be very challenging and can be an
issue to attract people to have a career in food service industry. The industry is however
booming and there cannot be a better time to pursue a career in it and the future of
industry relies on it (Alberti, 2016).
2. Organizational images: there are multiple trends in the industry that are playing a crucial
role in how much attention an employer can attract. The reputation plays an important

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role and the on trend market demands it as well (Kaján et al, 2015). Managers, who are
lacking the zeal to innovate in adopting new products or advanced level technology,
usually restrict themselves. Selection and recruitment of talented and young workforce is
even tougher. There are number of studies which shows that in coming five years will be
able to make up half of the staff and have also highlighted the transformations that
company require to make in order to compete in market. Without actually trying to meet
few demands, it is being claimed that the process of recruitment will remain big and meet
the current ongoing challenges (Anwar et al., 2017). The managers also need to move
ahead and develop sectors which are attractive for many younger generations.
Organizations have also expressed the desire for the current training as well as
development. But it is also discussed on multiple platforms that the managers are not
very keen to put money in training for sake of fear to lose the workforce once the
investment is made (Jones et al, 2016).
3. Demographic issues: at the time of recruitment of new employees, the industry work very closely
with the HR department to make sure that people recognize the right features along with
experiences and performance based quality for the prospective candidates. Once they are selected
and goes through the standard process laid down by HR, the interview procedure starts with
department based management team. It is important for the industry to bring all the talents at one
platform so that they showcase diversity with multiple options that they can offer to organization.
There are number of studies which have shown time and again that the manager plays an
important role in impacting the overall commitment to the organization and the likelihood that the
company is retaining employees is based on organization’s shoulders which means the
management will have to began the association from the starting (Zopiatis et al, 2014). At the
time of recruitment, it is important to aim on the skill set of employees and however one must
strive to recognize the intangibles like the sense of urgency, overall personality, upbeat approach,
ethics as well as guest services which will be paramount. The recruitment procedure has also
become tougher since not it is crucial to make sure that potential employees have the right skill
set they require but it is also important to find a good match for the culture and values system of
organization. (Breaugh, 2017)

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Recruitment strategies
1. Employer branding: To retain the valuable workforce is actually becoming a huge challenge for
the modern society. The company needs to recognize as well as provide the high quality as
well as right culture for the employees so that level of productivity can be increased. The
workforce also needs to feel that they are crucial part of the family and have an
unwavering support system for the objectives and desires (Anton et al., 2016). Good
communication and an open door policy are very crucial since it helps in maintaining a
healthy association with the workforce. The best kind of performers also welcomes high
level of expectation and wants to understand that they on a team with talented people
(Rees et al., 2017). The reviews and feedback helps the workforce to gain a good idea of
how they are functioning and what training options one can get to grow the skills as well
as knowledge. People also need to understand that how the work as well as success of
career fits into the overall picture. Similarly the organization must gain a clear
understanding that any team member needs to have a personal space and look to
accommodate any case that can occur (Kim et al, 2015). To make sure the workforces
have the right balance in work and home life will help in promoting health in general.
The organizations in the industry have to conduct meeting on one on one level with
employees after every quarter with direct supervision on objectives, options and general
level interaction about the work enjoyment. It is important to aim on the motivation level
of every individual and kind of tools they require for success. It is also crucial to
remember that each and everyone are unique and different (Jayawardena et al, 2017). It is
also crucial to convey same kind of compassion as well as empathy as the fulfillment of
the responsibilities is very crucial. In order to foster high level of education and growth in
career is another method to retain the workforce in this industry. For many employees,
the process of mastering one set of skills or one area of accountability is not sufficient to
sustain a personal desire to develop and the professional level of drive to gain success. To
make sure that the employees are constantly having the option to increase their level of
competencies and skills is not just about the present job performance, but it will also
foster the ongoing motivation and enthusiasm (Armstrong et al., 2016). The companies
will have to launch number of programs in the food as well as services department for
leadership education and advancement program. Such program must be designed in a

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way that it challenges the skills of the employees and engage them with front line team
and with employees who shows the leadership as their strongest point in the department
(Wright & Constantin, 2015). The program must be structured in a way which provides
the managers with tools that are important to assist the company to flourish in the market.
The program must also assists the managers with right kind of training methods in order
to keep the staff knowledgeable about every possible food outlet since it helps in keeping
a strong foundation (Islam, 2016).
2. Rewards policies: Recognition at personal and public level is very important and can
work as a huge motivator for people. The process of rewarding must be done recognize
the achievement with outstanding services and exceptional approach that have proved to
be a most crucial part of retention at organizations (Renwick et al., 2016). The human
resource department will also have to develop a lot of programs to appreciate the
extraordinary services and helps in fostering a sense of friendly level of competition
within the department as well as company. Permitting the workforce to get some
acknowledgement for high level of service with so many exemplary actions, make them
feel more valuable as well as appreciated (Bettiol et al, 2015).
Conclusion and recommendations
The recruitment is considered as a major function of the human resource management, where the
attraction, selection and the appointment of the candidates for the jobs is done for the unpaid
positions like the voluntary roles or the trainee roles. In the food industry, it is important to
analyze the different employment patterns, with the public-sector employment agencies,
commercial recruitment agencies and the search consultancies that are important for working
over the voluntary roles or some of the unpaid trainee roles. Consumers in the form of customers
are the lifeblood for any organization in food service industry and right kind of staff is the
backbone of the organization. For the food, the human resource management is set with the
public-sector employment agencies and the commercial recruitment that is based on support the
different aspects of the recruitment standards (Subramaniam et al., 2016). The sourcing and the
analysis of the jobs are mainly to identify the recruitment patterns which involve the professional
publications, and the job centers in different manner using internet. People can perceive that the
present rate of unemployment can be inductive and based on deep labor pool which is highly

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brimming with highly qualified and motivated seekers for job and the workforce still needs to
experience a lot of staffing challenges (Mathe-Soulek et al, 2014). There are many ways to hire
in this industry and the recruiter needs to improve the overall chances to find the best option in
huge pool of candidates. Studies also showed that the searching the best resumes posted by
candidates usually yields high quality workforce. Many other organizations use job posting as
well as resume searches about industry based job boards where the chances are based on finding
experienced professionals. However, there are still organizations that connect most with
candidates via referrals (Roman, 2017).

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