Danny Dotson
The hospitality industry is notorious for its high staff turnover rate. Seventy-five percent of restaurant owners say dealing with employees is the most challenging part of operating their business, and the current pandemic hasn’t helped. Restaurants are struggling to fill unfilled jobs in the face of a labour crisis and in the run-up to the Christmas season, on top of introducing a new form of customer service that is safe for wait staff and customers.
Finding qualified staff to work at a restaurant has never been more challenging. Although the epidemic has further exacerbated preexisting issues in the food industry, it has prompted company owners to be creative in finding ways to keep their eateries staffed.
The company is undergoing a digital transformation of its recruitment process, which includes experimenting with new recruitment channels, abandoning traditional job boards, creating a candidate-centric application process, developing novel retention strategies, modifying benefits, providing greater workplace flexibility and career advancement opportunities, and raising salaries.
Turnover is quite high
Recent years’ worth of data suggests that the already high turnover rate in the hotel industry is only going to become worse. The restaurant industry had a turnover rate of around 73% before the pandemic, compared to the norm of about 10% annually for all enterprises. You should choose the restaurant interview questions there.
For what reason do so many workers suddenly up and quit? Factors that contribute to high turnover rates in the hospitality business include, but are not limited to, inadequate pay, a lack of opportunities for professional growth, a lack of clarity in the role’s goals, a rigid work schedule, a lack of appreciation, long hours, and an unpleasant environment.
Impossible standards for the application pool
The candidate’s conception of the position’s nature and responsibilities may vary significantly from the reality of the job. Candidates’ unmet expectations is a major contributor to high turnover rates in the hospitality industry.
Applicants who don’t do their homework before submitting an application or during the interview process often feel unprepared for the job upon starting (assuming they show up at all). This might occur before or after the applicant has submitted an application.
Fewer young folks are getting jobs
Historically, many young people’s first jobs were in the restaurant sector. However, with the rise in the availability of Bachelor’s degrees among members of Generation Z, the need for entry-level positions in the restaurant business has declined.
There are now more restaurant jobs available than persons seeking for them due to the low number of applicants from Generation Z. The number of openings in the sector is expected to increase further as a result of this.
The intense local competition for available employment
It’s crucial for eateries to find locals to fill open positions, since proximity to the business is important. However, competition with other local enterprises for the same available talent is one of the most important obstacles that restaurant owners face when seeking to staff their locations in a tight labour market. Many entry-level roles need no experience or education, putting you in direct competition with other local firms for the same workers.
