by Ramon Olsen, Director - Hospoworld QLD

We’re not just calling their mate Dave!

Let’s be honest: reference checks don’t always get the spotlight. But they’re an important step in Hospoworld’s process for both clients and candidates. Here’s how we handle them, and why they’re more than just a box to tick.

Why We Do Them

For clients, it’s all about peace of mind. Reference checks help confirm that the person you're about to hire is who they say they are - not just on paper, but in real working life.

For candidates, it’s a chance to back up your good reputation with a little external validation (ideally from someone who liked working with you).

Occasionally, clients ask to complete the reference checks personally, with the candidate's consent. This is perfectly fine and agreed in writing, we’re happy the client also sees value in reference checking and we’re happy to work with client's own processes.

Either way, our goal is the same: reduce risk, confirm fit and keep surprises to a minimum.

How Hospoworld does reference checks

Usually, we conduct two verbal reference checks in the recruitment process - in most cases before a contract is issued. It’s a relatively quick but thorough call with former managers (not colleagues or mates) who oversaw the candidate’s work. We confirm the role, responsibilities, performance and whether there were any major issues like reliability concerns or security risks.  If someone says “just email them,” we politely decline. You learn a lot more when someone is answering questions in real time and having the ability to delve deeper into what is being said.

Why Verbal is Better Than Written

Time matters. In today’s market, great candidates don’t stay available for long, and neither do business-critical roles. Verbal checks mean we can clarify, ask follow-up questions and move quickly. Written forms often get buried in inboxes or answered half-heartedly. Verbal checks give us sharper insights, faster. Everyone wins.

Extra Layers (Because We’re Not Just Box-Tickers)

We never contact referees without permission from the candidate. That means no awkward calls to someone’s current boss. As a business Hospoworld audits every placement to ensure the team have completed this important step in the recruitment process.  

What We’ve Learned

The right referee can tell you everything you need to know and sometimes more. We’ve heard glowing reviews, lukewarm feedback and the occasional bombshell that saved a client from a hiring headache. On the flip side, great references often tip the scales in a candidate’s favour, especially when there’s a tight shortlist.

Wrapping It Up

Reference checks aren’t the sexiest part of hiring, but they’re one of the most valuable. For clients, they’re a smart final filter. For candidates, they’re the last piece of the puzzle. And for Hospoworld? They’re one more way we add value as part of our recruitment process whether you’re hiring for a duty manager in a pub or a general manager of a 5-star hotel - by making sure the fit is right, the risk is low, and everyone walks away happy.
 

By John Caldwell, CEO RWR Group

We’re in the thick of it right now—big change, big growth, and even bigger expectations.

New leadership. New systems. New people. The kind of momentum we’ve been chasing for years is finally happening. And yet, if I’m being honest, the one thing keeping me up at night isn’t the tech platforms, the strategy, or the P&L.

It’s our people.

I’ve been working hard to bring our team along for the ride—to keep them motivated, connected, and actually enjoying the work. But it’s not easy. In fact, it’s been one of the most confronting challenges of my career. Because despite our best efforts, I’ve started to notice something... and it’s not just in our business. It’s everywhere.

Lately, I’ve been walking through the city doing what I now jokingly call my “undercover investigative journalism” (a.k.a. eavesdropping). And here’s the thing: almost every single conversation I overhear is someone complaining about work.

Their job.
Their boss.
Their workload.
Their colleague.
Their life at work.

Not one positive work-related convo. Not even one. And I’ve been listening, properly listening, for weeks.
So naturally, it’s got me thinking:
What the hell is going on?
Why is no one content?

Is the workplace genuinely broken?
Is the grass actually greener, or is it just fertilised with everyone else’s burnout?
Are we all just carrying something heavier—and work’s become the easiest thing to blame?

The truth is, I don’t think it’s just the workplace. And I don’t think it’s just the people, either. I think we’re in a pressure cooker of change. Economically. Technologically. Culturally. And it’s spinning so fast, a lot of people feel like they’re falling behind or just can’t keep up.
So work cops the flack. Because it’s visible. It’s tangible. It’s where we spend most of our time. And let’s face it—it’s easier to blame your 9–5 than unpack the mess of uncertainty, fear, or personal stuff that might be sitting underneath it all.

As leaders, we do need to create safe, motivating workplaces where people can thrive. But it also makes me wonder: Are we expecting too much from our jobs? Are we asking work to fulfil every desire, validate our worth, and solve all our life problems?

Maybe the real question is this—
Are we unhappy at work…
Or just unhappy in general, and work is the nearest target?

Edina Monsoon (yes, from Absolutely Fabulous) once said:
"Cheer up world—it may bloody never happen."

Maybe she was onto something.
Maybe we all just need to breathe, reset, and remember that sometimes, perspective is the best productivity hack.

I don’t have all the answers—but I’m listening.

And if you’re leading people right now, I’d say keep listening too.

Because in this crazy, changing world, that might just be the most powerful thing any of us can do.
 

People aren’t sticking around as long as they used to. According to LinkedIn’s latest Jobs Change Report, professionals entering the workforce today will hold twice as many jobs over their careers compared to 15 years ago.

For hospitality businesses, where staff turnover is already a headache, this could feel like a nightmare. But fighting it won’t help. The reality is, the industry needs to adapt, not resist. The good news is that if you play it right, you can actually use this shift to your advantage.

Here’s how:

1. Retention Isn’t Dead - It Just Works Differently Now

Forget trying to hold onto staff for years, that’s not the game anymore. Instead, focus on keeping them engaged while they’re with you. Fast-tracked training, clear career pathways, and a solid work culture make a huge difference. If you do it right, they might stick around longer than you expect… or even come back later.

2. Stop Hiring for Longevity, Start Hiring for Impact

If people are moving jobs faster, you need to change how you spot great talent. Instead of obsessing over experience, look for attitude, adaptability and problem-solving skills. Someone with the right mindset can hit the ground running faster than a ‘perfect on paper’ hire who’s just going through the motions.

3. Slow Hiring Will Cost You BIG time

Let’s be real: if your hiring process drags, you’re losing out. Candidates aren’t waiting around for weeks while you decide. They’re taking the job that moves first. Streamline your process, cut the unnecessary steps and be ready to make offers fast. Otherwise someone else will.

4. Ex-Employees Might Be Your Best Future Hires

Not every staff member who leaves is gone for good. With job-hopping on the rise, more and more people are boomeranging back to past employers. If someone was great but left for a new opportunity, keep that door open. They already know your business, so rehiring them is a win-win.

5. Training Needs to Work Fast

A lot of businesses hesitate to invest in training because, well, what if they leave? But the real problem is what happens if you don’t train them, and they stay. Set up your training so new hires can contribute quickly, even if they don’t stick around forever. That way, they add value while they’re with you, and if they do leave, they’ll remember you as a great place to work.

Final Thoughts

The days of employees staying put for years are pretty much over, but that doesn’t mean you can’t build a strong team. The key is adapting to the way people work now - hire smarter, move faster, and focus on making an impact while you’ve got them. The businesses that do this? They won’t just survive, they’ll thrive.

Two years ago, we placed a restaurant manager in Brisbane. She’s still there. And she’s not looking to leave anytime soon.

Why? She’s got a work perk that’s rare in hospitality, but something we’ve seen work time and time again.

A four-day workweek.

There’s a petition before Queensland Parliament pushing for it, arguing that the standard full-time model is outdated. They say it leads to less burnout, better mental health, stronger families—even lower adolescent crime rates.

Sounds bold. But for this manager, it’s already a reality.

Her Story:

“If you told me a while back I could run a restaurant in four days a week, I would’ve said you’re dreaming. But here I am, doing just that and I’ll never go back.

I work full-time hours, 38 a week, but I do it in four solid days. Usually 10 or 11 am till close, lunch through dinner. They’re big days, but then I get three whole days off. And guess what? The place still runs fine. Better than fine - I’m smashing all my targets.

The trick? I got my systems sorted. Checklists, clear comms, and most important - I let my assistant and supervisors take charge instead of trying to do everything myself. Gave them proper responsibility and they actually stepped up.

The best bit is that first day off. I sleep in, do nothing, just recharge. Then I’ve got time to actually see mates, spend time with my kids,and  get my life back. My ex has Sundays and Mondays off so co-parenting has become easier too.

And I actually like work more now. I know I’ve got proper time off coming, so I don’t feel cooked all the time. If something goes wrong and I have to pop in.. whatever, I’ve still got heaps of time off.

Honestly, it's the best move I ever made and no way I’m ever going back.”

Could your business make it work?

A four-day week for managers, chefs, and full-time staff? Sounds like a headache to set up. But here’s proof it works for at least one business.

Higher productivity. Happier staff. Stronger retention.
Worth considering? You tell us.
 

The way companies engage with recruitment agencies is outdated—and it's costing them top talent.

For years, many businesses have viewed recruitment agencies through a narrow lens—either as a necessary cost when internal hiring efforts fail or as a transactional service provider. Some have even operated under the outdated belief that agencies are expendable, treating them as secondary participants in the hiring process.
But the landscape has changed. The power dynamics in recruitment have shifted, and agencies now hold more influence than ever before. Companies that fail to recognise this shift and continue to dismiss agencies as mere vendors risk damaging their employer brand, limiting their talent pool, and ultimately losing out on top candidates.

Recruiters Are at the Centre of the Talent Ecosystem

Recruitment agencies are no longer just about filling jobs. We sit at the very centre of the hiring ecosystem, constantly engaging with talent, market trends, and employer brands. We are:
✅ Market specialists ✅ Career advisers ✅ Employer brand ambassadors ✅ Talent strategists

Our relationships with candidates start long before they actively look for a role. The best talent isn’t sitting on job boards—they are building careers, and we are the ones guiding them. Recruiters have deep, long-standing relationships that give us real influence over where talent chooses to go next.

Even when a company is hiring directly, candidates will often consult with their recruiter before making a decision. They want to know:
📌 What is the company’s reputation? 📌 Do they have a high turnover? 📌 How do they treat employees? 📌 Is it worth making the move?

Recruitment agencies hold immense influence over hiring decisions, even in situations where they are not directly involved in the process. The way businesses engage with agencies determines how they are positioned in these critical conversations.

💡 If a company has a strong, collaborative relationship with an agency, recruiters will naturally advocate for them—recommending them as an employer of choice, reinforcing positive aspects of their brand, and encouraging top candidates to seriously consider their roles.
On the flip side, if a company dismisses, ignores, or mistreats agencies? That same agency is just as likely to steer candidates away.

Agencies Have More Reach Than Internal Hiring Teams

One of the biggest misconceptions is that internal recruitment teams have the same reach as agencies. The reality is, they don’t—because they can’t.
Recruitment agencies are built for volume. Our teams are significantly larger than most internal TA functions, and we speak to thousands of candidates every single week across a variety of industries, skill levels, and geographies.

This benefits companies in two ways:
We can find talent faster. The best candidates are already in our networks, meaning we can deliver top-tier talent before a company’s job ad has even gained traction.
We amplify employer brands. With our far-reaching networks, the businesses we work with get significant visibility among active and passive job seekers. Every interaction we have is a chance to promote a brand in the talent market.

A company’s employer brand isn’t just shaped by Glassdoor reviews or career sites. It’s built through daily conversations happening between recruiters and candidates.
Companies that work with agencies get the benefit of positive reinforcement in those conversations. Companies that dismiss agencies risk the opposite—being left out of the talent conversation entirely.

It’s Not Just About Hiring—It’s About Market Intelligence

A strong relationship with recruiters doesn’t just give companies access to candidates—it gives them access to real-time market intelligence that can shape hiring strategy.
Recruiters are constantly gathering insights on:
Salary expectations and trends – are you offering competitive pay? 
Competitor hiring activity – where is your talent being poached? 📊 Candidate sentiment – how is your company perceived in the market?
Hiring challenges – why are some roles taking longer to fill than others?
This data is invaluable, yet many companies miss out on it because they only engage recruiters on a transactional basis. Even businesses that don’t have a recruitment budget should be fostering strong relationships with agencies to gain these insights for free.

Specialist Agencies = Less Competition for Your Talent

A decade ago, recruitment agencies were largely generalists, meaning they sourced candidates across multiple industries. That meant whether or not a company worked with an agency didn’t impact their risk of losing talent—recruiters were sourcing from everywhere.
That’s no longer the case. Today, most agencies specialise in specific industries, building deep talent pools within niche markets.

What does this mean for employers?
If a company builds a strong relationship with a sector specialist recruiter, they are far less likely to lose their talent to competitors via that agency.
If a company burns bridges with an agency, that same agency is far more likely to approach their top talent for competing brands.

Companies need to understand that how they engage with agencies directly impacts their ability to retain staff. No business can afford to become a top-of-mind sourcing ground simply because of poor treatment of agencies leading to a damaged relationship.

Agencies Are Also Your Customers

Another overlooked reality: Recruiters are not just vendors—we are also your customers.

Recruitment agencies are run by business professionals who make purchasing decisions just like any other company. We buy from your stores, dine in your restaurants, stay in your hotels, and use your products. Our networks are full of professionals who do the same.
The way a company treats recruiters doesn’t just impact hiring—it influences business reputation and consumer choices.
If you engage agencies with respect and collaboration, you don’t just gain recruitment support—you gain brand advocates across multiple industries. But if you treat recruiters poorly, you risk alienating entire professional networks who have influence beyond hiring decisions.

The Power Dynamic Has Shifted—Are You Keeping Up?

The days of companies holding all the power over recruitment agencies are gone. Agencies now have more reach, more influence, and more industry intelligence than ever before.
The smartest brands recognise this and engage with recruiters as true partners—whether they use them for placements or not. They build relationships, share insights, and collaborate in ways that strengthen their employer brand and hiring success. The ones that don’t? They put themselves at risk. Because in today’s market, no employer can afford to alienate the very people who control the narrative around where talent should go next.

Do you agree that agencies hold more power in today’s hiring landscape? Let’s discuss this in the comments!

The Cost of Unfilled Positions

In hospitality, time significantly impacts your success and efficiency. An unfilled position can result in understaffed stores, increased pressure on your team and creating a ripple effect that negatively impacts customer satisfaction and sales. The reality is that sourcing and interviewing candidates can take up to four weeks, and the process doesn’t end there. If the right fit isn't found and a recruitment agency becomes necessary, that timeline can easily extend another four weeks. Add in a standard notice period, and soon you’re facing a staggering 12-week gap that could seriously affect your operations and profitability.

Have you considered the cost of this extended vacancy period? 

Why Quality Staffing is Key

Now more than ever, quality staffing is essential for success. In the fast-paced world of hospitality, your employees are at the heart of your business, directly influencing customer satisfaction, brand loyalty, and operational efficiency. As leaders in the hospitality sector ourselves, we recognise that offering quality over quantity in staffing is vital for meeting and exceeding our customers’ high expectations while securing their loyalty.

Our Expertise Makes the Difference

At Hospoworld, we understand the importance of getting the right people in the right roles. Our expertise in efficient recruitment strategies allows us to connect you with top-tier candidates actively seeking new opportunities. By partnering with us early in the hiring process, we can significantly reduce the typical 8-12 week recruitment period, getting the right fit for your business in just 23 days on average.

Our tailored approach ensures a quick, seamless transition, minimising disruption to your team and customer experience. By reducing internal costs associated with vacancies, we help you stay competitive and focused on delivering exceptional service.

Let’s Accelerate Your Hiring Process in 2025!

The hospitality industry is all about creating great experiences for customers, so naturally, employers are looking for candidates who can bring that same positive energy to their teams. If you're ready to land more interviews and stand out in a competitive job market, here are five top tips to help you shine.

 Top 5 Tips for Landing More Job Interviews

1. Tailor your resume to the job

Generic resumes rarely make an impact, especially in the hospitality sector. Take the time to customise your resume for each position you apply for. Focus on highlighting skills that are critical in hospitality—such as customer service, teamwork, and problem-solving—while emphasising your achievements in previous roles. For example, if you improved customer satisfaction at a restaurant, make sure to mention that!
Make sure the language and terminology match the job ad. If they’re looking for someone with “exceptional guest service” experience, use those exact words to ensure your resume grabs the hiring manager’s attention.

2. Showcase your soft skills

While technical skills like food preparation or customer service are important, the hospitality industry thrives on soft skills. Employers want candidates who can communicate well, stay calm under pressure, and provide excellent customer service. Use your resume, cover letter, and interview to highlight examples of your soft skills in action.
Did you handle a difficult guest situation and have a positive outcome? Have you led a team through a busy shift without missing a beat? These are the kinds of stories that make hiring managers take notice.

3. Emphasise flexibility and adaptability

The hospitality industry is known for its fast pace and constant change. Employers value candidates who can adapt to different roles, shift patterns, and unexpected challenges. Whether you’ve worked across multiple departments or handled last-minute changes to rosters or station allocation, make sure to emphasise your versatility and willingness to adapt.
This can be a real game-changer, especially for entry-level positions where the ability to jump into various tasks as needed is crucial.

4. Highlight relevant certifications

In the hospitality industry, certain certifications can give you an edge over other candidates. If you’ve completed any hospitality-related courses, such as food safety, responsible service of alcohol (RSA), or first aid, be sure to highlight these in your resume.
Many employers look for candidates who already have these qualifications in hand, as it reduces training time. Even if certifications are not mandatory for the role, showcasing them can demonstrate your commitment to professional development and industry standards.

5. Prepare for the interview by researching the Company

When you do land an interview, be prepared to impress with your knowledge of the company. The more you know about their culture, values, and customer base, the better you can tailor your answers to show how you'd fit in with their team. Employers in hospitality want candidates who are not only skilled but also passionate about the brand and its mission.

Research the company’s recent news, menu changes, or customer reviews, and be ready to discuss how your experience aligns with their goals. Showing that you've done your homework will set you apart from other candidates who only have surface-level knowledge.

Here’s the thing … Landing more job interviews in the hospitality industry requires more than just sending out applications. By tailoring your resume, showcasing your soft skills, being flexible, showcasing relevant certifications, and thoroughly preparing for interviews, you’ll greatly improve your chances of making a strong impression on hiring managers. With these five tips, you’ll be well on your way to landing your next big opportunity in hospitality!
 

As the holiday season approaches, the hospitality industry faces the challenge of ramping up staff to meet increased guest demand. Attracting top candidates for seasonal hospitality roles can be competitive, especially when every establishment is vying for the best talent. Here are some proven strategies to help you secure the best hires and ensure your business thrives during peak seasons:

Start Early and Plan Ahead 
The early bird catches the worm, and this is especially true for seasonal hiring in hospitality. Begin your recruitment process well in advance of the peak season. Starting early gives you access to a larger pool of candidates and ample time to train new hires. Advertise your seasonal positions as early as two to three months before the busy season. Use your company’s website, social media channels, and hospitality job boards to spread the word.

Create Compelling Job Descriptions
A well-crafted job description is crucial for attracting top candidates. Clearly outline the responsibilities, expectations, and benefits of the role. Highlight any perks such as employee discounts, flexible scheduling, or the potential for permanent employment after the season ends. Use relevant keywords like “seasonal hospitality jobs,” “holiday hiring,” and “temporary hospitality positions” to optimize your listings for search engines.

Leverage Employee Referrals
Your current employees can be invaluable in finding new talent. Encourage them to refer friends or family members for seasonal positions by offering referral bonuses or other incentives. Employees familiar with your company culture are likely to recommend candidates who will be a good fit. This approach speeds up the hiring process and helps build a reliable and motivated team.

Partner with Staffing Agencies
Staffing agencies specialize in connecting businesses with qualified candidates, especially for temporary roles. Partnering with a staffing agency can streamline your recruitment process and provide access to a wider network of potential hires. Agencies with expertise in hospitality can help you find candidates who are skilled and align with your company’s culture and values.

Use Social Media to Your Advantage
Social media platforms are powerful tools for reaching a broad audience quickly. Use your brand’s social media channels to post job openings, share employee testimonials, and highlight the benefits of working for your establishment during the holiday season. Engaging content, such as behind-the-scenes videos or holiday-themed posts, can attract attention and generate interest in your seasonal roles.

Offer Competitive Wages and Benefits
In a competitive job market, offering attractive wages and benefits can set you apart. While budget constraints might limit higher pay, consider other incentives such as performance bonuses, flexible hours, or the possibility of future employment. Happy employees are more likely to provide excellent service, which is crucial during busy periods.

Streamline the Application Process
A lengthy or complicated application process can deter potential candidates. Simplify your application process with mobile-friendly forms and allow candidates to apply through multiple platforms, including your website and social media. Implementing an applicant tracking system (ATS) can help manage applications efficiently and ensure no promising candidates are overlooked.

Attracting the best candidates for seasonal hospitality jobs requires a strategic approach. By starting early, crafting compelling job descriptions, leveraging employee referrals, and utilizing social media and staffing agencies, you can build a strong team to help your business succeed during peak seasons. Offering competitive wages and benefits, and streamlining the application process will further enhance your ability to attract top talent. With these tips, you’ll be well-prepared to handle the holiday rush with a capable and motivated workforce.

Redundancy can be tough, especially in the ever-changing hospitality industry. As of July 2024, unemployment rates have hit 4.3% in New Zealand and 4.2% in Australia, the highest levels since 2021. This spike is due to a slowdown in demand for workers combined with increased migration, which has filled previous labour shortages. The result? More people vying for fewer jobs, making the search even more challenging. (Source: stats.govt​, NBR, ABC News).

If you're in the hospitality sector and facing redundancy, here are some strategies to help you bounce back:

1. Know Your Rights and Benefits
First, ensure you understand your legal rights regarding redundancy. In both New Zealand and Australia, employers are required to give notice and, in many cases, redundancy pay based on your employment contract. You may also be eligible for financial support through government programs like New Zealand's Jobseeker Support or Australia's JobSeeker Payment.

2. Reflect and Reassess
This period of transition can be an opportunity to reassess your career path. Think about what you’ve enjoyed in your previous roles and what you’d like to change. The hospitality industry is diverse—maybe it’s time to explore a different segment, upskill, or even start your own venture.

3. Upskill and Reskill
With the current economic climate, upgrading your skills is essential. Consider online courses or certifications that are in demand within the hospitality industry. Digital literacy is becoming increasingly important, so improving your tech skills could open up new opportunities.

4. Tap into Your Network
Networking is key in the hospitality sector. Reach out to past colleagues, join hospitality forums or groups, and engage in industry events. Platforms like LinkedIn or even local Facebook groups for hospitality professionals can connect you to hidden opportunities or emerging roles.

5. Maintain a Positive Mindset
Redundancy can be emotionally draining, but staying positive is key to bouncing back. Remember that this is a temporary setback, and with persistence, you can find a new role that aligns with your goals. Consider speaking with a career coach or joining a support group to stay motivated during your job search.

6. Consider Casual, Contract, or Part-Time Roles
While searching for a full-time position, don’t overlook contract or part-time work. These roles can provide valuable income and experience, and they may even lead to permanent positions. Temporary work can also help you build connections in new areas of the industry and keep your resume active.

Redundancy is challenging, but it can also spark growth and transformation. By staying informed, proactive, and open to new possibilities, you can turn this chapter into an opportunity to thrive in the industry. The job market in Australia and New Zealand may be tightening, but with the right approach, you can navigate this period successfully and come out stronger on the other side.
 

Hospoworld ARCA Partnership 

We are incredibly excited to announce that Hospoworld Resourcing has become a founding partner of the Australian Restaurant & Cafe Association (ARCA) a newly established industry body dedicated to representing and advocating for Australia’s vibrant restaurant and cafe sector. This partnership is a significant step forward in our commitment to driving positive change and supporting the growth and sustainability of the hospitality industry.

Why ARCA?
The Australian hospitality industry, particularly the restaurant and cafe segment, is a $64 billion sector that employs over 450,000 Australians. Despite its size and importance, the industry has faced numerous challenges, from navigating economic uncertainties to addressing labour shortages and evolving customer expectations. ARCA was formed to address these challenges head-on, providing a unified voice that represents over 54,000 restaurants and cafes across the country.

ARCA’s mission aligns perfectly with our values at Hospoworld. We have always believed in the importance of fostering a thriving hospitality industry, not just for the businesses and professionals within it, but for the broader community. By joining forces with ARCA, we are strengthening our ability to advocate for the needs of our clients and candidates, ensuring they have the support and resources necessary to succeed in an ever-changing environment.

The Leadership Behind ARCA
One of the most compelling aspects of ARCA is the leadership team guiding its mission. The association is chaired by the esteemed Neil Perry, a name synonymous with excellence in Australian cuisine, and Chris Lucas, a pioneering restaurateur known for his innovative approach to dining. With such influential figures at the helm, ARCA is well-positioned to spearhead meaningful initiatives that will shape the future of the hospitality industry.

Both Perry and Lucas bring a wealth of experience and a deep understanding of the challenges and opportunities within the industry. Their leadership will undoubtedly be instrumental in driving ARCA’s agenda and ensuring that the voices of all industry stakeholders are heard.

What This Means for Hospoworld
As a founding partner, Hospoworld is proud to contribute to ARCA’s vision of a stronger, more resilient hospitality sector. This partnership will allow us to play an active role in, advocating for the interests of our clients and candidates, and staying ahead of trends and developments that impact the restaurant and cafe landscape.

We believe that this collaboration will lead to exciting opportunities for our clients and candidates, whether they are business owners seeking to navigate the complexities of the industry or job seekers looking for their next big career move. Through our involvement with ARCA, we will be better equipped to provide insights, resources, and support that can help our clients thrive.

Looking Ahead
In the coming months, we look forward to sharing more updates and insights from our work with ARCA. We are confident that this partnership will yield positive outcomes for the entire hospitality community, and we are eager to see the transformative impact that ARCA will have on the industry.

If you have any questions about our partnership with ARCA or how it might benefit you, please don’t hesitate to reach out. Together, we can build a brighter future for Australian hospitality.
 

Changes to the Working Holiday Visa

The recent update to the Working Holiday visa program for UK passport holders could be a significant boost for our industry in city and regional locations. These changes, effective from 1 July 2024, offer more flexibility and opportunities for both employers and job seekers in the hospitality sector.

Key Changes and Benefits:

1. Expanded Age Range:
   UK passport holders can now apply for a Working Holiday visa between the ages of 18 and 35. This broader age range opens up the pool of potential candidates, bringing more experienced and mature professionals into the mix.
2. Removal of the Six-Month Work Limitation:
   Previously, Working Holiday visa holders were restricted to working a maximum of six months with any single employer. This restriction has now been lifted, allowing for longer-term employment opportunities. This change benefits both employees seeking stability and employers looking for continuity, creating an advantage for both parties as they can move within a portfolio of sites.
3. Full Working Rights:
   With full working rights, the new Working Holiday visa is comparable to a post-graduate visa. This change allows visa holders to work freely during their stay, making it easier for employers to hire and retain talent without the concerns associated with visa restrictions.
4. Multiple Visas Without Specified Work Requirements:
   Starting from 1 July 2024, UK passport holders can be granted up to three separate Working Holiday visas without needing to meet the previously required specified work periods. This flexibility means that employees can stay and work in Australia for up to three years, providing a more stable and long-term workforce for employers.

The Impact on Our Industry
In recent years, we've seen that longer-term visas with full working rights have been crucial for clients across Australia. These visas reduce the perceived risk associated with hiring candidates on temporary visas, leading to better hiring decisions and stronger employee retention.

For more detailed information, you can visit the official announcement here.
 

At Hospoworld we've been championing hospitality as an extraordinary career choice for the past 21 years. Our mission is to support job seekers like you in reaching unprecedented heights and achieving the success they never dreamed possible. We understand that the world of hospitality is often overlooked, so today, we want to take you on a journey into this incredible industry and unveil its hidden benefits.

Hospitality is a world with endless possibilities. From luxurious hotels and exquisite restaurants to breathtaking resorts and beyond, this industry encompasses a vibrant tapestry of sectors. Each sector presents its own unique opportunities, allowing you to find a perfect match for your individual strengths and weaknesses. Discover the boundless career pathways within hospitality by exploring our career pathways PDF (find it here). What sets hospitality apart from other fields is the ability to jump into different sectors until you find the one that ignites your passion.

Since the dawn of time, hospitality has been in high demand, and that demand isn't going anywhere anytime soon. When you embark on a hospitality career, you not only gain flexibility, career progression, and specialisation opportunities but also enjoy impressive job security. Hospitality stands tall as one of the few industries that remains resilient during economic fluctuations, ensuring your current job stays secure.

Not only that but a hospitality career sets you on a trajectory towards a bright future. With every role you take on, you acquire a treasure trove of transferable skills that will dazzle future employers. In our previous blog, "How to Apply Soft Skills in Your Resume and Interviews," we emphasised the importance of soft skills (or transferable skills) in today's world. Communication, interpersonal skills, teamwork, problem-solving, time management, and adaptability are the sought-after traits that become second nature within a hospitality role. These traits will unlock doors to future interviews and propel you up the management and leadership ladder with ease if you desire.

This industry thrives on creativity and innovation, with every week offering new opportunities to let your imagination soar. Whether it's crafting imaginative menus, conceptualising themed events, or creating visually stunning presentations, hospitality embraces a culture of creativity in every facet. The dynamic nature of the industry keeps things exciting as trends evolve, customer preferences shift, and new technologies emerge. Adaptation to new customer demands and devising innovative marketing strategies are all in a day's work for a hospitality professional.

Hospitality is not just a career; it's a rich learning ground that fosters personal and professional development. We strongly advocate for training programs and certifications that will empower you for your next role! These programs not only equip you with theoretical knowledge but also provide hands-on experiences to ensure well-rounded development. In hospitality, on-the-job learning is highly valued, giving you the opportunity to refine your skills and glean valuable insights from experienced mentors.

By embracing a mindset of continuous learning, hospitality professionals adapt to changing market demands, offer innovative solutions, and deliver exceptional guest experiences. The industry thrives on individuals who invest in their personal growth, paving the way for successful careers and contributing to the ongoing advancement of the dynamic hospitality landscape.

Going above and beyond to provide exceptional service, anticipating their needs, and exceeding expectations allow hospitality professionals to create cherished memories for guests. Interacting with guests, colleagues, and industry professionals also opens doors to endless career opportunities. Building strong relationships with guests not only enhances their experience but also leads to positive reviews, recommendations, and repeat business. Additionally, networking within the industry can foster connections that may result in career advancements, collaborations, or even new business ventures. Engaging with colleagues allows for knowledge sharing, mentorship, and the chance to learn from experienced professionals. These interactions contribute to personal growth, professional development, and the formation of a supportive network, all of which play a pivotal role in advancing one's career within the dynamic hospitality industry.

Hospitality is embracing the evolving trends in employee benefits. Many of the perks that are becoming standard across industries, such as additional leave days and flexible work arrangements, can also be found in the hospitality sector. It's a career choice that not only offers fulfilment and growth but also takes care of your well-being.

If you're ready to embark on a thrilling journey filled with endless opportunities, Hospoworld is here to guide you every step of the way. Whether you're seeking a recruiter in your area or browsing through our job board, we're dedicated to helping you find a role that offers all this and more.

At Hospoworld, take pride in our ability to discover and attract exceptional talent, while delivering limitless value to your business. Our methodology used to find you the best candidates has been tried, tested and improved upon over the last 15 years. 

To begin with, you’ll be introduced to your dedicated Hospoworld Account Manager in your area. We know that not all roles are built equally, so it’s vital for us to get a full picture of what you want and need. We'll discuss your employer brand, company culture, values, and any specific job requirements you may have. This allows us to create an employee profile for your perfect candidate. After we get your ideal candidate profile, you’ll be able to sit back and relax as we work our magic.

As a business fighting for the pick of the best talent on offer, you’ll want to get your job vacancy in front of as many candidates as possible. This is where our incredible candidate database comes in. As of May 2023, we have over 222,000 candidates within our database, including passive candidates who may not be actively looking for new opportunities. In the last 12 months, our team have interviewed over 2,500 passionate hospitality professionals, cultivating good relationships to understand their needs so we can ensure we’re introducing them to the right kinds of opportunities and not wasting anyone's time. 

Utilising our database, along with the placement of advertisements on job boards and digital campaigns, we create a talent search strategy to attract the best candidates for your business. 

After managing all inbound applications, as well as our database reach out, we'll screen a high volume of resumes to identify the most appropriate candidates for the role. After phone screening and one-on-one interviews, we'll present a shortlist of successful candidates to you. The shortlist includes a summary of their experience, key skills, and personal attributes, along with our own insights into why we think they’re a great fit for your business.

After you’ve let us know who you want to meet, we'll facilitate the interview and take feedback from you and the candidate. During the interview, we encourage you to explore any areas of interest and to sell your organisation's employment proposition.

For those candidates that don’t make the cut, we'll provide constructive feedback to unsuccessful candidates. Our responsibility is to let them down easy while still presenting your business as an excellent place to work and dine.

We'll manage the job offer and start date and confirm candidate details so you can send the contract directly to them. Once the candidate is placed within your business, we continue our relationship with both you and the candidate to ensure ultimate satisfaction. We'll also follow up over the first three months to ensure that the candidate is thriving in their new role with you.

In summary, by working with Hospoworld, you're opening yourself up to a much wider pool of candidates, and access to a specialist recruiter who has a focus on making your business as successful as possible. Working with a recruitment company will save your business valuable time and money as we handle every step of the process. You’re protected from the costs of a bad hire, including lost productivity, training costs, and potential legal fees. Plus, our fees cover the replacement guarantee for your peace of mind!

If you’re looking for the right candidate for your hospitality vacancy, we’re here to help. 

Click here to list your vacancy with us

Soft skills are becoming increasingly important for hiring managers in today's modern society. While hard skills remain essential for performing specific tasks, employers are placing greater emphasis on the value of transferable soft skills. Possessing the necessary technical expertise is no longer enough to excel in a role, especially when jobs have become so diverse. 

Soft skills, the most sought-after being communication, interpersonal skills, teamwork, problem-solving, time management, and adaptability, are essential for building positive relationships with colleagues and clients, adapting to changes, and navigating complex work environments. Employers recognize that employees who possess these skills can contribute positively to the company's culture and overall success. If you can demonstrate strong soft skills alongside your technical expertise you are more likely to stand out in the job market.

Unlike hard skills, which can be measured and taught, soft skills are more challenging to quantify and develop. They are often learned through personal experiences, such as * or participating in team projects, and can be honed over time with practice and feedback. Soft skills are becoming increasingly important in the job market as they help employees to adapt and thrive in dynamic work environments.

To identify your soft skills, start by reflecting on your experiences and accomplishments. Ask yourself questions such as:

• What tasks did I enjoy and excel at in my previous jobs?
• What skills did I develop through my education and extracurricular activities?
• What feedback have I received from coworkers and supervisors about my strengths?

To identify how soft skills apply to your ideal job take a look at job ads and previous roles you’ve held. How did each of the soft skills (communication, interpersonal skills, teamwork, problem-solving, time management, adaptability) apply here? You want to show how you demonstrated these with examples in your resume. 

Use keywords as well as direct examples of these situations in your resume. For example, communication may have been shown through interactions you had with guests, colleagues, or management. You may have shown problem-solving skills with your ability to think on your feet and come up with a solution to an unexpected problem. Adaptability can be shown by staying calm under pressure, adjusting to changes quickly, and being flexible in your approach. It can be useful to add statistic-based examples to get across the impact of your soft skills concisely.

When in an interview, you want to delve deeper into the examples listed on your resume, as well as discuss any experiences relevant to the specific role you are applying for, the company, or the question you’ve been asked. It’s a great idea to go over some key questions the interviewer may ask.

Remember, you wouldn't have been invited to the interview if the employer didn't think you had potential. Trust in yourself and your abilities, and don't be afraid to sell yourself as the ideal person for the job. Remain confident in your skillset. Confidence shows competence and capability. It signals to the employer that you believe in yourself and your abilities, which makes them more likely to believe in you too.

Adding soft skills to your resume and interview answers is a surefire way to impress any employer, and doesn’t take a lot of time or thinking. If you’re looking for your dream role, check out our roles here or message our local Hospoworld recruiter in your area! 

Working in a great company sets you up for success and happiness in so many ways. RWR Group consists of three niche recruitment brands, each servicing a specific industry. We find great people for great businesses and we genuinely believe that each and every day we champion our motto of; making connections, it’s what we do best. Our business was founded over 20 years ago and promotes employment branding and lifelong industry careers. 

Our annual Market Insights Survey & Report seeks to understand what matters most to employees across their sectors. Benefits are not ‘one size fits all”. We all live unique lives and have different motivations for prioritising what’s important when it comes to choosing a new career path. 

Alongside this, our RWR Group leadership team strive to ensure that within their franchises, their own employment brand appeals to great humans so that collectively, we can make a difference in the markets we serve.

We’re proud to walk the talk with our own employment package, and offer a range of different benefits to ensure each and every one of our RWR Group team members feels equally valued and rewarded for their hard work. 

Outside of the opportunity for a fulfilling career connecting talented professionals to their dream jobs, we also offer a wide range of benefits including:

• Above-average base salary
• Uncapped commission 
• Flexible working
• Paid international travel to exotic locations 
• Extra annual leave including 
• Birthdays off
• 4 x Mental Health days a year
• Training and development 
• Career progression
• Vibrant offices
• Clear values 
• Driven, passionate and successful leadership 
• Opportunity for business ownership
• Transparent access to information 
• Regular individual and team reviews
• Hang out with other high achievers, be inspired and make lifelong friends!

A business can strive for a certain culture; however culture is driven by the collective of people within that business, and open and transparent communication holds everyone accountable. We strive to attract like-minded, driven people who are motivated to make a difference in people's lives every day!

If you don't love Mondays, ask yourself why? Is your current company, boss, colleagues, or day-to-day job function the right one for you? 

If you're interested in stepping out of the frontline and think a career in recruitment with RWR Group could be right for you, reach out to the agency nearest to you.

Retailworld Resourcing, Hospoworld Resourcing, RWR Health...
Making connections - it's what we do best!

#whyworkwithus #hospoworld #makingconnections

Burnout and the hospitality industry tend to go hand in hand. But why is this and what can we do to reduce burnout across the industry? 

Burnout can be triggered by a range of different factors such as chronic stress, detachment, and negative thoughts, alongside symptomatically feeling extremely tired and overwhelmed. When personal stress intertwines with the social environment and pressure of work, it can quickly escalate out of control, often leaving individuals feeling as if they’re not doing well or accomplishing anything.

Those at the greatest risk of burnout are those who hold management positions (219% more likely), and workers under the age of 29 (206% more likely)¹. The median age of hospitality workers (accommodation and food services) is 26 years old².

Australia has a particularly high rate of burnout when compared to the rest of the world, with 62% of Australian workers reported being burned out at work, compared to the global average of 48%³. Moreover, 66% of Australian managers suffer burnout compared to 53% of global managers. 

As business leaders, it's important to approach burnout with the view that although it is experienced by each individual, unfortunately, it can be “contagious” and perpetuate itself through social interactions on the job. Burnout should be considered a characteristic of culture and work groups, and as such, it is imperative to initiate burnout-preventing strategies throughout your business, rather than targeting individual employees.

Staffing shortages are higher than ever across the hospitality industry, and with 44% of workers planning to actively look for a new job in 2023⁴, it’s vital to reduce burnout within your organisation. By focusing your resources on reducing burnout, you will inadvertently reduce the chances of employee turnover within your organisation.

Thanks to over two decades of research, the scientific causes of burnout can be divided into six key categories: workload, control, community, reward, fairness, and values⁵. By understanding how each of these pillars applies/feel to your team, you can create better working environments that reduce the chances and repercussions of burnout. 

Workload: When there is no opportunity to rest, recover and restore balance then employees will struggle to meet the demands of their position. Providing sustainable workloads creates an environment in which your employees feel empowered to succeed, thus improving overall job satisfaction. Having a good perception of what each of your employees enjoys about their position, as well as areas they want to develop in, and how much workload they can handle confidently, will allow you to delegate tasks and manage effectively.

Control: A key preventative to burnout is to ensure your employees feel that they have their workload under control. Check in on your team about how they feel they are performing and whether they think they are handling their role and responsibilities. Taking a genuine interest in their opinions will help identify any barriers or roadblocks they are facing to doing a successful job. 

Community: A lack of community can be defined as a lack of support and trust. By integrating systems to effectively deal with disagreements, employees will find it easier to speak up about issues they are having if they know appropriate action will be taken to resolve the issue. A workplace culture with great social support encourages employee engagement and positivity, which is equally as contagious as burnout!

Reward: When employees feel like they aren’t being appropriately rewarded and recognised in the workplace it can affect their behaviour and attitude towards the company, their peers, and the work they’re doing. By creating a consistent reward system that provides an equal opportunity for all employees to succeed you'll create a community of encouragement and engagement. 

Fairness: If an employee feels like they are not being treated fairly, it can lead to emotions of cynicism, anger, and hostility. To increase a feeling of fairness, you can include employees in decision-making processes, as well providing an equal platform when raising concerns or sharing feedback. 

Values:  Values are what take a position beyond the utilitarian exchange of time for money or advancement. If employees feel a disconnect between the work they want to do and the work they have to do, they will find themselves making a trade-off of their values in exchange for their performance. Ensure you are continually checking that the ideals and motivations that originally attracted people to their job are still in place. 

As somebody in a leadership role, it’s important to take any changes in your team seriously, even if it feels like a difficult topic to approach. If you're noticing the signs of burnout in one or more employees, it’s likely that they’re already experiencing mid to severe burnout, and action should be taken swiftly. 

The best thing, to begin with, is initiating a conversation. If you’re only noticing small changes in your employee then simply ask “How are you going, today?”. By using “today” you're stopping them from reflecting on how things have been or may be in the future and allowing them to focus on their present self. 

If you’re noticing a big difference, consider asking them into your office or offsite for a coffee to have a good chat in a non-judgmental and supportive environment. Make sure they know beforehand that they’re not in any trouble so as not to worsen their stress. A great way to start the conversion is by expressing your care and concern, rather than trying to get them to admit to any stress or burnout outright. Letting them know that you've noticed a change in their mood and behaviour can show that you’re looking out for them and that they're not alone. 

Those experiencing burnout can often be more cynical and irritable, so be prepared that their response could present itself as anger or frustration towards you, your team or the business. In most cases it's not personal to you however, this is a natural response to being under a state of constant stress. Allowing your employee to express their feelings without shutting them down can be liberating for them, and can help them address issues they may be suppressing within themselves. 

If they're ready to talk, listen actively without judgement. Make sure to hold back any suggestions or defences as this can be perceived as minimising their problems. Instead aim to create an open environment and try to understand their perspective and feelings. If they’re not ready to talk, expressing your concern and care while letting them know you’re here for them will still help immensely. 

Remember to check in regularly, while not being overbearing. Your genuine support and encouragement will help make work a positive, safe space for them.

If you are experiencing any of the following, consider reaching out to those around you or one of the helplines available at the bottom of the page. These symptoms can be due to burnout, but can also be symptoms of other underlying health concerns. Either way, it's important to seek advice and help.

• Have you become cynical or critical at work?
• Do you drag yourself to work and have trouble getting started?
• Have you become irritable or impatient with co-workers, customers or clients?
• Do you lack the energy to be consistently productive?
• Do you find it hard to concentrate?
• Do you lack satisfaction from your achievements?
• Do you feel disillusioned about your job?
• Are you using food, drugs or alcohol to feel better or simply not feel?
• Have your sleep habits changed?
• Are you troubled by unexplained headaches, stomach or bowel problems, or other physical complaints?

Remember burnout is a serious condition characterised by a state of physical or emotional exhaustion, it also involves a sense of reduced accomplishment and loss of personal identity. If you’re feeling burnt out you are not alone, and help is available.  

New Zealand National Helplines

Need to talk? Free call or text 1737 any time for support from a trained counsellor.

Lifeline – 0800 543 354 (0800 LIFELINE) or free text 4357 (HELP).

Youthline – 0800 376 633, free text 234 or email talk@youthline.co.nz or online chat.

Samaritans – 0800 726 666 

Suicide Crisis Helpline – 0508 828 865 (0508 TAUTOKO).

Healthline – 0800 611 116

Australia National Helplines

Lifeline - 13 11 14

beyondblue – 1300 224 636

MindSpot Clinic – 1800 614 434

Suicide Call Back Service – 1300 659 467

SANE Australia – 1800 187 263
 

^{1 https://labourmarketinsights.gov.au/industries/industry-details?industryCode=H
2 https://labourmarketinsights.gov.au/industries/industry-details?industryCode=H
3 https://www.hcamag.com/au/specialisation/mental-health/australian-employees-suffer-mass-burnout/422659#:~:
4 https://www.hcamag.com/au/specialisation/employment-law/nearly-half-of-australians-suffer-from-burnout-says-new-elmo-report/403313
5 https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4911781/}

When online job ads receive dozens of applications, how can you ensure that your CV stands out? Most people don’t realize how CVs are ranked and dealt with, so we’re here to give you some insight. Let’s get you your dream job! 

Perfecting the CV: The first person to see your resume is a ‘bot’, and its job is to quickly identify if the skills and experience outlined on your CV match the job description.

When you submit your application, it goes into a CRM system (customer relationship management), the CRM then uses an integration called an ATS (Applicant Tracking System), which looks for keywords and ranks your application against others. The applications (CVs) that feature the most relevant skills and experience against the job brief are generally seen first by hiring managers.

Your biggest tool in this process is research. Knowing the relevant keywords of the hospitality industry, company, and job you are applying for will greatly help in formatting your CV. Using keywords from the job description is your biggest advantage, but also knowing about the company and industry will ensure your cover letter sounds personal, knowledgeable, and professional.

To ensure the ATS can read your CV, it is important to have a simple and clear layout with the correct section headings. Consider using a plain layout CV, without images or designs. Also, use a readable ‘web-safe’ font and standard headings. Common section headings include Contact Details, Education, Work Experience, Skills and Career Achievements.

Don't overcrowd the page with information that's not relevant, your work experience should be formatted as clean and tidy bullet points that are easy to read while sticking to the facts.

The skills section is a great way to highlight your key attributes. It's also popular to have a summary or an overview at the top of your resume, but if you have a cover letter detailing this, it's okay to leave it out.

Examples of a CV that may not be read properly vs. an ATS-safe CV can be found at the bottom of the page.

It's important to remember that your CV will be stored in the company's system, so making your resume not too specific will work in your favour.

Acing your cover letter: The second person to see your application is a person!

Formatting your CV to both the ATS and the hiring manager is essential. While the ATS is looking for keywords, the hiring manager is looking for why you are the right fit for the job. The keywords we discussed earlier are essential, but showcasing your personality and how you align with the company and its values is equally important. Copying and pasting the job description into sections of your resume is not effective.

Not all positions are created equal. Just because you are applying for multiple jobs with the same title, it doesn't mean you should use the same language. Tailor your cover letter to the company culture and values. Consider how that brand advertises itself; formally, casually, or in a fun way and incorporate this into your message. 
Here are a few tips on the actual content of your cover letter:

Connecting the past, present, and future. Your cover letter should describe how your present self aims to bridge your past and future, using your current skillset and career goals.

Make it personal. Writing a cover letter is a great way to show personality, whereas your CV contains more facts. Ensure that you write a letter that provides the hiring manager with details about your experience and skills that match the requirements of the role. Think about which roles and accomplishments are most relevant to the job you're applying for. Don't include roles that show little or no relevance.

Don't rewrite, tweak. Instead of rewriting the same information in your cover letter and CV, use it as an opportunity to expand on your skills and qualifications and explain why you are the best fit for the role.

Keep up to date. Make sure your professional profiles such as LinkedIn, Seek, and other social media platforms are up to date and consistent with your CV and cover letter. This will allow the hiring manager to get a more complete picture of your qualifications and experience.

Our final tip is an often-forgotten one; Follow up with the recruiter or hiring manager! After you've submitted your application, feel free to follow up with the recruiter via email to express your interest in the role and to confirm that your application has been received. This will demonstrate your enthusiasm for the position and will also remind the hiring manager that you're still interested and available.

Remember, the key to getting your CV and cover letter past the ATS bots and in front of the hiring manager is to do your research, use the right keywords, and tailor your application to the specific company and role you're applying for. With a little bit of effort, you'll be well on your way to landing your dream job!

In 2023 we are projected to see higher demand for services, staffing shortages and most likely an economic recession. So what does this mean for your business, and how can you prepare?

The increase in consumer demand is a relief after years of slowdown, but with the pandemic, a war across the world, a recession looming, and the cost of living on the rise costs to run a business is at an all-time high. While an increase in demand will help increase revenue for many businesses, it also means that there will be increased competition for employees and customers alike. With record-low unemployment (3.3%* in New Zealand and 3.5%** in Australia) we are already seeing staffing shortages.

The growth in demand for services will also lead to an increase in the need for qualified workers. In order to retain your best employees, consider what makes them stay at your company. To help make your business more appealing than those of your competitors, you may want to create incentives like bonuses for executive staff, rosters that benefit full-time workers and an environment that focuses on well-being to reduce burnout. Ensure that the pay you are offering is reflective of the market, not just a standard percentage increase across all roles. Also, make sure you have clear company values so that your employees understand how they fit into the bigger picture - embodying your values day to day will remind your team why they choose this job over others on offer. For more information on engaging and retaining your team check out this blog!

When it comes to mitigating the effects of a labour shortage, there are several steps you can take to ensure that your business is prepared.

“We are seeing a huge influx in working holiday visas with a lot from the UK. They come with great experience and hospitality in the UK is well regarded, could find ways to get them onboard and if they are open to sponsoring etc for the right person,” says Team Leader for Hospoworld NSW, Paige Cunniffe. 

In New Zealand, immigration issues mean finding foreign talent is near impossible, so upskilling your existing team so that they’re ready to step up to the challenge is imperative. This means having conversations with your existing staff to identify their career goals and investing in their training & development to align those goals with the needs of your business. You could also consider outsourcing some tasks (finance, admin, marketing, cleaning) so you don't have to hire additional staff. Another great option is to partner with a recruitment company, such as Hospoworld, in order to cut down on the time-consuming process that is hiring. Partnering with a recruitment company is especially useful when there is such high competition between businesses for new hires. Hospoworld has been operating across AU and NZ for over 15 years and has a well-established database of candidate connections that can be utilised to save time on advertising. 

The hospitality sector has been growing steadily over the past few months, with the industry projected to continue growing. So how do these numbers translate into new opportunities? As more people travel abroad post-pandemic, there will be an increase in demand for hospitality services which adds pressure to the level of service delivery expected.  Hiring quality staff who can provide excellent guest experiences so as not to lose business or risk losing repeat customers (who might bring friends along next time) is imperative.

There's no way to know for sure what will happen in the future. However, you can take steps to ensure that your hospitality business is prepared for whatever comes its way, and possibly even take advantage of changes in the economy.

Keep in mind that even if the economy takes a turn for the worse, it doesn't mean that people will stop spending. In times of economic uncertainty, consumers tend to spend on small luxuries such as going out to eat as people tend to celebrate and treat themselves with more affordable options. You'll just need to make sure they feel like they're getting their money's worth when they do! Here are a few tips to prepare your business for a recession:

Don’t jump to fire employees.
With recessions lasting 12-18 months maximum it's important to remember the importance of retaining valuable staff when new hires are so hard to come across, and cost valuable time and money to train. If needed, cut down on their hours or cut down on your opening hours/days. 

Keep a closer eye on consumer demand.
During a recession it’s vital to keep a closer eye on trends within your sector and business, adjusting inventory to the current market and not what the market was is essential. 

Talk to employees about the waste they see in the business.
You’re not the only one with an opinion on your business and what could be changed. Unless you ask, you’ll never know what valuable insights and improvement suggestions your frontline staff may have for current processes 

Consider price changes to reflect the increase in costs.
This is a no-brainer, but be careful! It’s important that the quality of the service and experience customers expect from you isn’t jeopardised by doing so. 

Lean on your local community.
The pandemic saw an increase in love for locals, make the most of this. Continue to connect with your local community to show them why you stand out from the crowd. Get vocal on social media and share your delicious dishes and fantastic team.

Remember, while recessions can be daunting, they are followed by long-term growth. With all these trends in mind, preparing your business for a recession also means preparing for the positive change in the economy that comes afterwards. Prepare for the worst and then hope for the best!

* https://www.stats.govt.nz/indicators/unemployment-rate/
** https://www.abs.gov.au/statistics/labour/employment-and-unemployment/labour-force-australia/latest-release 

With the copious amounts of accessible information online, it can sometimes be difficult to identify a scam when you see one. Job scams are very real and becoming increasingly prevalent in Australia and New Zealand. Engaging with these fake recruiters and vacancies can expose you and your personal information making you vulnerable. 

Scammers advertise jobs the same way legitimate employers do — online (in ads, on job sites, social media, and Whatsapp.) They promise you a job, but in reality, what they want is your money and your personal information. 

There are many precautionary steps you can take to ensure the safety of your personal information and to determine whether it is a legitimate opportunity or not:

First and foremost do an online search. Look up the name of the company and the person you are talking to - check that the person does in fact work for that business and that their email address/phone number matches that of which is contacting you.

Be vigilant - Closely examine the messages you receive and check for spelling mistakes and grammatical errors. Are messages and calls received inside or outside of usual office hours? This can indicate that the person you are talking to is operating from a foreign country or is in a different time zone, making them more likely to send messages at inappropriate hours.

If you are being contacted over Whatsapp check the number sending the messages - it should have the correct country code AU (+61) / NZ (+64). If the number changes frequently this can suggest illegitimacy. 

Put a face to the name - any reputable recruiter will want to meet via face-to-face or video chat before progressing to an offer - if the person you are messaging doesn't include this as part of their ‘recruitment process’ or refuses to do this, it can be a warning sign. 

Requesting payment or investment up front - this includes paying for things like equipment starter kits or asking to make purchases on behalf of the company that you will be reimbursed for later. Legitimate employers will never ask you to pay to get a job. 

Hospoworld has proudly operated in Australia and New Zealand for 18 years, we pride ourselves on delivering a high level of personalised service. We will never ask a job seeker for payment in relation to an employment opportunity. 

If you think you have provided your personal information such as tax or IRD number, bank account details, Medicare or provided payment to an ‘employer’ in order to work then we highly recommend you contact your bank immediately and report the scam via Cert NZ or Australian Cyber Security Centre

Reviewing and increasing your headcount over the holiday season is essential, not only for your customer's experience but also to take off increased strain on your existing employees. With the number of open vacancies available in the job market, it’s no easy feat finding talented, well-suited staff and now, as we near the holiday period, it's time to ask yourself how can I ensure my business secures the right talent?

With most roles requiring four weeks' notice, it can be hard to find fabulous staff. Partnering with a recruitment agency like Hospoworld can be a great way to secure talent while ensuring they are properly suited to the role brief, and align with your company values. If you’re looking for short-term solutions, we recommend advertising in schools and universities where working short-term is preferred. Plus who knows, it may lead to a full-time position in the future. It can also be a great idea to look at previous years' Christmas Casuals. If you haven't already, create a file of candidates that you use for summer or casual hours and keep that handy for future years. Consider giving them a call, even if they aren't available they may know someone who is. Offering a referral bonus to both current and previous employees is a surefire way to increase applications.

On top of referral bonuses, making the remuneration and benefits on offer clear on your job ad can attract potential talent. We’re seeing high salary increases across unfilled positions so ensure your pay rate matches or exceeds competitors in order to stand out in the crowd and attract applications.

Filling your roster doesn't only mean finding new staff, but retaining existing staff. Focus on increasing both communication and incentive in order to reduce burnout during the busy period. 

Many employees report flexibility as a key factor when deciding to stay in their position (or find a new one!). If you can let your full-time or key staff take annual leave or look for ways that you can adjust your roster to provide them with some flexibility (eg, a weekend off) this can go a long way in terms of employee relationships, satisfaction and your overall ROI. Consider discussing holiday plans with existing staff well in advance. This will not only make your employees feel heard but also make your life easier when planning your roster and assessing where you may need extra staff.

Clarity is key. This can mean communicating any changes in responsibilities, such as training new staff, changes in hours or discussing the goals of the company. Feeling seen, heard and appreciated will make it easier for staff to bring up any issues or feedback they may have. If you are proactive with these conversations before they escalate, you can save yourself time, money and probably a few headaches.

Be extra attentive to any staff experiencing disruption in their usual day-to-day responsibilities. It’s a great idea to roster key staff with your new hires so they can pass on their wisdom, but make sure they know before getting to work that day.

Finally, it’s no surprise that both your back-of-house and customer-facing staff will be experiencing a huge increase in workload. Really focus on going the extra mile for your team this year. Showing your appreciation can be as simple as a thank you message regarding any extra work (small or big),  extra incentives, gifts, or team bonding sessions to keep spirits high. Ensure the work atmosphere and team culture is fun and supportive while celebrating excellence and any wins along the way.

Hospitality workers are the superstars that bring this festive season together. Let’s be grateful to our service providers; It’s easy to forget how vital they are to the success of everyone's holiday season. Happy trading and all the best for the season to come! 
 

The disruption, time, and cost of hiring new staff often outweigh that of looking after the great talent that you already have. We’re sharing Hosopworld’s 4 tips and areas to consider taking action in to help ensure that you engage and retain the existing talent within your team.

• First and foremost know what motivates your people. What gets them through a bustling service or night shift? Not everyone is motivated by the same thing so important to have genuine conversations with your team to understand what's driving them to stay or search for a new opportunity. 
  Key benefits such as flexible rosters, career/internal progression and competitive salaries are at the forefront of the minds of today's job seekers - does what you're offering stack up against today's market?
• Evaluate your culture, leadership style, and management. In the job market candidates are having robust conversations about what employers are actively doing to foster a culture and environment that aligns with their values. The businesses that hold themselves accountable by living and breathing their values are the ones securing and retaining top talent.
• When was the last time someone was internally promoted? Do you support your people with ongoing training, development and attractive career progression opportunities?  Share these stories internally to show your people what their future can be with your business. 
• Share your business success and growth plans! Keeping your team in the dark about areas your business plans to expand on or has succeeded in isn’t ideal. The nature of Hospitality is front-facing and service driven. Your people have the biggest impact on the service delivery and customer satisfaction of your business. Your people are a part of that success, so share it with them & let it be known that they’re a part of a successful and growing business.

Adapting and making progress with any of the tips above won't cause change overnight. Hopefully, we’ve made it clear that the idea is to understand what excites and motivates your people, put that into practice and successfully retain them. 
 

Last week Greg Savage shared some valuable insights in a webinar with Job Adder (one of the leading recruitment industry CRM’s), one insight, in particular, stood out given how competitive the current market is for candidates. For most hiring managers and recruiters, when screening a candidate who isn't quite right for the role you're recruiting, often one of the last things said on that call is “I’ll be in touch if anything else comes up”. For today's job seekers, who are inundated with opportunities if they see a role listed with you, why should they apply? You've already said you'll be in touch. This attitude is possibly reflected in the low number of applications we are all experiencing.

Mr Savage used the term "building your goodwill equity". While some employers may be slowing down, this does not mean the demand for candidates is slowing down. By taking the time to reach out and chat to candidates, offering to review CV's, provide feedback or guidance and talking through how to nail video interviews you will leave a lasting impression on your candidates. You're raking in that “goodwill equity”, so when the right role presents itself you've already done half the hard work to engage your talent pool and ideally get your prefered candidate over the line! 

Most businesses have accepted that their perfect candidate doesn't exist or aren't willing to make a move right now, chances are if they do exist they have already received multiple offers. Offering candidates that match 80% of your skill set requirements and investing in their training and development to bring them up to that 100% match, is a much smarter recruitment choice than waiting to find that perfect candidate. This is where partnering with a recruiter who has a database of skilled, relevant candidate connections can be your best friend!

At Hospoworld one of our values is ‘People’, this doesn’t just encompass our team, but all stakeholders (customers, candidates and our industry) who we work with every day. We’re passionate about understanding all the skills and experiences of each individual, what they’re looking for and matching those to the needs of the businesses we partner with. 

Given traditional job boards are not performing as they used to, partnering with a recruitment agency and utilising their connections should be one of your first ports of call when it comes to sourcing for your vacancy. “Making connections, it’s what we do best” has been Hospoworld's motto for many years, and with most of us at home right now, it’s even more evident than ever how valuable nurturing these relationships can be. 

Below, in graph 1 you’ll find some evidence outlining the decline in job ad responses over the last year. Graph 2 demonstrates the value partnering with a recruitment agency and their candidate database can bring, with quicker response times to filling your open vacancy. 

Economist Tony Alexander brings a wealth of knowledge to New Zealanders in his weekly newsletter ‘Tony’s Thoughts’. Drawing on his impressive tenure with some of New Zealand and Australia’s leading banks, he aims to translate developments and trends in the economics sphere into a language that people can understand.

In his most recent newsletter Tony spoke about the current staff shortages New Zealand businesses are facing, the impact this has on our economy and what can be done to mitigate the risk to your business at a time where skilled workers are hard to find. The information pertains to New Zealand, however, there are still many key takeaways that can be applied to the Australian candidate short market. Our own CEO Trish Mclean drew on her 20+ years in the recruitment industry and contributed to his findings which can be found on the last page of Tony’s feature here.
 

If you are responsible for recruitment within your team or organisation you’ve no doubt experienced how competitive the current candidate market is. The number of vacancies listed in the hospitality sector is growing, yet with border restrictions and the fear of uncertainty, there are fewer candidates actively applying for roles. 

Active job seekers hold the power with many being in situations where they have multiple offers on the table, from both other opportunities or their current employers in a bid to retain them. In order to ensure a successful recruitment outcome for your vacancy, you must anticipate that multiple and counteroffers are more prevalent than ever and could impact your recruitment process. 

At every touchpoint engage with your candidate, seek to understand what other roles they are considering or in the process for. This will help discover the appeal of other opportunities and understand how your offer is positioned against them.  Benchmark your offer (remuneration and benefits) to ensure it meets what others in the market are offering. This doesn’t necessarily mean increasing the salary (although in some instances this will work)  there are other factors equally important to job seekers in the current market. Work/life balance has fast become one of the biggest motivating factors for candidates to seek a new opportunity, evaluating your roster structure to accommodate this will help your opportunity stand out. The ability to be flexible with your offer demonstrates to a  candidate that you invested in a long term partnership with them. 

In order to mitigate the risk of your preferred candidate accepting a counter offer there are steps you can take from the start to set yourself up for success. First and foremost, a clear timeline from the 1st interview through to the job offer will provide structure and keep the wheels moving. Regularly check in with your applicants to keep them engaged - even letting them know there are no updates is an update to them.  If there are multiple stakeholders involved that will be a part of your  2nd or 3rd interview book those interview times in their calendars from the outset - the scramble to align everyone’s schedules towards the end of the process adds pressure and stress that can easily be avoided by organising this in advance. Time is precious and waiting for calendars to align could mean the difference between a candidate accepting an offer that has already been presented to them instead of waiting for you. 

Ensure you and your team are ready to sell your brand and promote all the great things about working in your business.  When engaging a potential new hire, share the importance of the role, the challenges they may face (for many candidates this is a positive opportunity for them to make a difference to your organisation and customers), outline the training that will be provided throughout onboarding and ongoing and lastly share examples of others in your business;  when they started, how they progressed and the long-term progression pathways available within the company. Be honest and open, there should be no questions left unanswered - the more information a candidate has, the easier it is for them to make the decision to join your team. 

Checklist:

• Your position description is up to date and ready to share
• Process and timeline in place and all stakeholders engaged (ideally 5-10 days max)
• Market checked your remuneration and benefits on offer
• Does your job advertisement position the vacancy well to stand out in this market?
• Candidate engagement plan - all aboard and ready to sell your organisation and job opportunity

Our team has experienced the surge in counteroffers firsthand, they’re more than happy to chat with you in more detail about how your business can overcome this and ensure you have a successful recruitment outcome. 

Did you know that Hospoworld is part of the RWR Group? Alongside us, there are two other awesome brands; Retailworld specialising in Retail Recruitment and RWR Health specialising in all Healthcare, Medical and Social Services Recruitment. Retailworld turned 20 this year, and to celebrate we looked back over the last 20 years which includes the inception of Hospoworld. Keep reading to find out more.

 In 2004 Retailworld had really taken off and it didn’t show any signs of slowing! 

The business had expanded to three New Zealand offices in Auckland Wellington and Christchurch. John Caldwell our CEO was growing Australia at a rapid rate too.  First came Melbourne in 2004 followed by South Australia and Queensland, a flagship agency in Sydney then completing the Australian agencies with ACT and Perth.

One of the most exciting times of this phase of our businesses life was creating a stand-alone specialist recruitment agency for the Hospitality Industry.  Hospitality recruitment had been managed as a dedicated desk within the Retailworld business, managed by two talented recruiters - Anna Miles and Rick Bidgood.  They specialised in QSR, Food Retail and Chef recruitment, looking after the likes of McDonald’s and Pizza Hutt and building our recruitment services into the Hotel industry. Anna and Rick pitched launching a stand-alone brand to relate specifically with the thriving, vibrant, niche hospitality industry - they put forward a strong case to John and Trish, it was signed off, and Hospoworld was born! 

Hospoworld has gone from strength to strength, expanded its market reach and recruitment capability and has grown to recruit a range of positions across the hospitality and tourism sector.  Today the Hospoworld team spans Australia and New Zealand with 6 offices providing specialist recruitment services and promoting careers in Hospitality.  

To read more about RWR Group and our 20th birthday celebrations click here. 
 

Let’s strip things right back to basics for your hospo job search. Here is a list of job searching tips that will be helpful for you to fine-tune your job search, write a resume and be successful at a job interview. 

Be clear on what you want - Identify your career expectations.  Doing this will help narrow your job search and direct you to only apply for hospitality positions that align with your goals and relate to industry experience and skill set.

Your application, be an obvious fit - Before applying to a job, study the job advertisement and in your cover letter reflect the words and phrases that are in the job ad, it is important to make sure that you can match your experience and skill requirements to the expectations outlined in the job advertisement.

 Show your personal brand and professionalism - Does your email address and voice message reflect the person that the company is looking to hire?  Think about your personal brand in relation to a job application. What your potential future employer will experience when they see your application or call you to talk about potentially progressing to a job interview. Your email and voice message are the very first impressions they will have of you, so make sure it's up to scratch!  

 Resume - Make sure your resume is easy to read, use a regular font, and be straight to the point when it comes to outlining your job experience. Start with your current job including the company name and your position title and dates that you have worked for the business.  Then detail your responsibilities and achievements for this job (this can be in bullet point or list format.  It is important to make sure that you demonstrate the specific skills that are relevant to the job you're applying for. List your work experience in the same way for previous roles - keep it relevant, if you need to go back more than 10 years you can say “previous experience is available on request”  Make sure your contact details are included at the beginning of your resume.

You've landed an interview! - listed below are 4 job interview tips to help you nail it and make a lasting impression.

First impressions last - Look the part and arrive on time!  Be sure to dress for the job you want. Research the company to help you decide what is appropriate. If you're working with a recruiter, ask them about the dress code.  Plan your travel and arrive 5-10 minutes early, this gives you time to scope out the environment and get off to a good start.

Good Manners and body language -  Remember that non-verbal communication is JUST as important as anything you may say in the interview. Also, make sure your mobile phone is off or on silent so you don’t have any interruptions.

Be confident and speak clearly - Listen carefully to the questions and provide relevant answers linking examples to your current job if appropriate.  Some questions may not be about the job eg why should we employ you - be ready to shine!  At the end of the interview you might be asked if you have any questions, it is ok to have a few.  Perhaps save talking about money if it isn’t raised by the interviewer, ask your recruiter for some guidance on this.

Leave on a positive note - Always be sure to thank them for taking the time to meet with you.

Job hunting takes time and patience. The right preparation will relieve some of your stress. The more you prepare, the more confident you will be and will set yourself up to nail it and score your perfect job.  Practice makes it a lot easier!  Good luck!
 

There's are a number of strategies for you to consider when sourcing staff, and with borders restrictions in place until further notice, methods for uncovering talent in our own backyard is more important than ever. Here are some steps you can do to uncover the next addition to your team:

• Run an internal referral program - often your employees will know of other great people among their networks. Use your people to attract new talent to your team. If you are in a position to do so, offering monetary incentives such as cash bonuses or vouchers can be instrumental in the success of your referral program.
• Invest time in your business's presence on social media. Posting and talking about your brand and job vacancies is a great way to engage with your following and get the message out there when you have job opportunities.  
• Employment agencies like us that provide you with a dedicated account manager to recruit for the position. A good recruitment agency draws on multiple talent sources including their own specialist job board, a database of active and passive candidates, a network of colleagues, and can post jobs to external job boards on your behalf. 
• Make sure your employment proposition stacks up.  Ask yourself and people across your organisation: What is it about us that will motivate a person to move from their current organisation?
  In our 2020 candidate & market insights survey we identified the top 3 factors influencing job change*:

Top 3 factors influencing job change (Australia)

• Career Progression
• Work-life balance
• Location

Top 3 factors influencing job change (New Zealand)

• Career Progression
• Work-life balance
• Management Style

Consider these factors when presenting your job opportunity. If you’re unsure how your proposition aligns against others in the market ask us for feedback - we’ll be more than happy to provide some insight and help wherever we can. 

Lastly, if you have a great team, work hard to retain them. Book performance reviews to understand their motivations and aspirations. Understanding the expectations of your people can help towards mitigating the risk of losing them.  

*These results are from our 2020 Market Insights Guide - keep your eyes peeled for our 2021 Guide out this July!

Melbourne is emerging from its 12-week lockdown today, and restaurants and bars across the city couldn't be more ready to roll up their sleeves and start serving diners inside their establishments again. 

We caught up with our Hospoworld Melbourne Senior Account Manager Nick Miney about what venues can do to prepare for reopening safely and operating over the coming months:

In an effort to ensure hospitality venues open safely Melbourne has a plan for dedicated safety officers to deliver COVID-19 safety kits to restaurants and cafes across the city.
These will include a digital thermometer, masks, hand sanitisers, floor markers and additional signage, information on options for digital check-ins and contact tracing for guests and staff and fact sheets for cleaning.

Along with the COVID Safety kit, many restaurants are also adopting some changes to their usual service which include;

• Temperature checking all your guests upon arrival and screen all patrons.
• Have all your patrons check-in upon arrival. There are many options on how you can do this effectively and efficiently, one of the simplest ways to do this is by setting up a QR code. 
• Be sure to have all your staff do the free Department of Health and Human Services COVID-safe training.
• Ensure your tables are at least 1.5 meters apart to comply with the social distancing laws.
• Limit all your bookings to a two-hour dining limit. 
• Make sure you have a reliable booking system, and that customers have a booking before dining, this will help combat long lines and people gathering at the entrance to your venue.  You can also monitor the arrival and departure of guests this way.
• Be sure to offer hand sanitiser stations in areas that have alot of foot traffic, like the entrance and outside the restroom.
• Clean high traffic areas such as bathrooms, counters and registers regularly. Thoroughly clean each table including menu’s between parties.

I have no doubt that Melbourne is ready to bring its vibrant, passionate hospitality scene back to what it was pre-covid, and that we’ll achieve it by doing everything we can to stick to the rules and keep our community safe. 

If you want to chat about anything I’ve covered here or about how the Melbourne Hospoworld team can help set your team up for reopening successful, flick me an email nickm@hospoworld.net.au or give me a call on 0396661506
 

Launching a loyalty program is just half your success. Once you have onboarded a customer, it's important to keep them engaged with your brand, while enjoying the benefits of your offering. 

Here are six tips on how you can grow your loyalty program -

Train your staff - If your business has a direct contact between customers and sales assistants, start there as they can be your biggest advocate. Your team are the face of your company and have the advantage of building a rapport, tailoring a personalised approached as to why the customer should sign up. Have an in-depth training session about your loyalty program and teach your staff how to encourage customers to join, how the program works and the benefits the customer will receive. 

Make it super easy to join - The longer it takes to sign up the fewer customers you will have to join. Make sure your customers are able to join quickly and easily. If you are signing customers up face to face, use a table and keep the number of questions you ask low to capture only the most important information like name and email address. If your loyalty program can be further personalised, you can always contact the customer with additional questions later to build their profile.

Give them an incentive - More often or not chances are that your customers are on several mailing lists and are constantly being hounded by brands competing for their business. Stand out from the crowd and make your customers WANT to join your loyalty program, and give them a reward for joining. For example, if you own a cafe offer their first coffee for free, or you could try offering free upsizes for the first week of their membership. There are other options which could include; a $20 voucher to spend the next time they shop, free shipping or delivery or a discount code to share with friends and family. 

Make it appealing -  The key to a successful loyalty program is to research and understand what your customers actually want from you and your business. Identify what it is your customers are seeking to gain - is it discounts or exclusive offers and merchandise they can’t get elsewhere? Identify and implement this and your chances of them joining your loyalty program will increase.

Go digital - As a society day by day we move closer towards being paperless, so if possible go digital. Just think if your loyalty program depends on a physical card, chances are your customers are not going to carry it on them regularly, and may even lose it. If you are in a position to do so, explore creating a digital card that can be stored on phones like the AppleWallet, or develop an app where customers can log in and view their rewards while engaging with your content.

Social media - Be sure to engage your social media channels. Linking your website and your social media allows you to have a present voice and reach your online customers. Start posting regular updates to your social media channels whether it be Facebook, Instagram, Twitter, Snapchat or even TikTok. Use these platforms to advertise your loyalty program and encourage more signups, run small promotions, where if they can like your post they’ll receive a 15% discount. 

Customers need to feel appreciated for their loyalty and support. A loyalty program can be the key to high conversion rates of sales, by implementing the above 6 tips you can boost your customer interest and, in return will have more customers join your loyalty program.

Businesses of all sizes have been hit hard during this challenging time of lockdown and social distancing. While these measures are integral in helping to control the spread of the COVID19, they also threaten to devastate our local businesses who have put so much passion and dedication to their products and stores.

Now more than ever we need to #supportlocal to help safeguard the jobs in our communities and help rebuild our economy. Every gesture, even a small one counts, check out some things you can do to make a difference below!

Shop local -  Both on and offline where possible. Many small businesses that pre lockdown didn’t offer online services have adapted their offerings and moved online, check out their websites! Or, as restrictions begin to lift take this time to get out in your community, walk the streets and see what’s on offer first hand. Foot traffic has been non-existent for weeks now and workers will be more than happy to see customers in-store.

Order food/Dine out - If you have the income, consider treating yourself and taking a break from cooking every now and again to help support our local cafes and restaurants. Many small family-owned restaurants have now opened up their offerings to allow for delivery or takeaway and have missed cooking for their customers! 

Explore our own backyard - The tourism industry has been one of the most hard-hit recently and with international travel suspended what better time to explore our beautiful back yard!  From the mountains to the sea there are endless options for adventure so get out there and see what our beautiful country has to offer.  

Take part in online classes - With some recreational facilities remaining temporarily closed many businesses are now streaming online classes. If a local business offers this option, take it!  From workouts to yoga classes, painting lessons and wine tastings there are many fun activities you can get involved with and take part in online.

Buy gift cards - An immediate way to assist with putting in cash flow into your favourite local shop, beauty salon, restaurant, or cafe is by purchasing a gift card to use in the future. 

Leave a good review - Some of us may not be able to financially support our local businesses, there are plenty of other ways you can help. Simple things such as following them on social media and leaving favourable reviews online give business owners the strength to keep going.

While we adjust to the new normal and our local businesses begin work to get back on their feet be patient with them, they have been through a lot over the last few months. This is the time to be kind and #supportlocal 

Throughout the last few months our lives changed drastically, many people lost their jobs as a result of businesses closing downs, events were cancelled, we all moved online to try and carry on with as much ‘normality’ as possible.

While there were trying times, and our mental stamina was tested, there were also positive repercussions of lockdown. And now, as restrictions begin to ease we need to ask ourselves: What are the healthy habits we developed? And, how can we keep at it now that things are returning to the ‘new’ normal? 

Healthy Hygiene - There’s no arguing that COVID-19 increased the awareness and importance of hygiene measures. Washing hands regularly is a habit consumers have embraced and is likely to stay. Continue to use hand sanitizer after going to the shops, restaurants, or wherever you may have been. Remember to wipe down products, work stations etc.

Working from home - Opting to have video conference meetings where possible and staying at home eliminates unnecessary travel, risk of community transmission and boosts efficiency. Remote working and video conferencing for most is here to stay.

Making time for your interests - Passion projects and hobbies have reminded us that life can be more than just the workday grind. They help us learn more about ourselves and develop skills. Carving out more time or simply unplugging and being outside is one that will stay on the healthy habits list indefinitely. Check out our blog on unique ways to upskill here.

Planned Shopping - Consumers should continue to do their food shopping weekly instead of more frequently. By making shopping lists and being more organised, the risk of contamination is minimized and allows you more time to focus on other things rather than heading to the supermarket. 

Home Cooked Meals - With the closure of restaurants and no choice but to becoming a budding Gordon Ramsy, a lot of people have discovered the joy of cooking, and many of us would like to keep up this healthy habit. Not only are we enjoying delicious and healthy foods we bring to the table, we’re also enjoying the sense of accomplishment and satisfaction of doing it ourselves. 

Prioritising Exercise - More time spent at home has meant more time to focus on incorporating exercise into your daily routine. The benefits of keeping your body healthy and fit are immeasurable, try to keep this up by finding an exercise buddy to keep you accountable or subscribe to one of the endless channels on youtube for inspiration. Even a daily walk around the block makes a difference!

Connecting with Friends and Family - Many of us went months without seeing our friends, families and loved ones. We found ourselves having more video calls, phone chats and even reconnecting with people we haven’t spoken to in a while. Be sure to keep this up and make time whenever you can to check in with your loved ones. Having these chats is important for your mental health and happiness, and puts everything in perspective.
 

The light at the end of the tunnel is nearing as restaurants and bars begin to re-open or prepare to open with COVID-19 restrictions being lifted across NZ and Australia. Below are some tips on enticing your customers to come into your establishment and move away from exclusively ordering takeaway online.

Spread the word - It’s important to let your customers know you have officially reopened. A big part of this is communication, utilise free channels like social media to reach your customers with visually appealing images that will resonate with your customer base. You may also use email and TXT databases as another method of communication. Be informative, showcase new menu items or old fan favourites, or any reopening promotions/sales you are running.

A massive part about reconnecting with customers is letting them know the measures you are taking to keep them and your staff safe.  Be sure to let customers know what the expectations are upon entry and what your doing to comply with government regulations. Check out our blog post on tips on reopening safely here.  

Some of your customers may need an extra push to get them to come in. If you are in a position to do so you may want to consider running promotions. The right offer depends on your sale objectives and customers. You may consider a booking system that provides a discount for off-peak reservations to help keep the floor occupied throughout the entire day/night. There is also the option for a loyalty programme where if a customer buys a certain amount of one item they get one free (particularly good for coffee lovers) The options are endless and will help generate interest in returning foot traffic to your restaurant. 

Good luck, and happy dining to your customers!
 

Restaurants and Bars across New Zealand and Australia are reopening this week as COVID-19 restrictions being to relax. We’re sure keeping your staff and customers safe and compiling with new regulations will be your main priority, so we put together some guidelines to help you with getting back to business as easily and safely as possible.

Cleanliness - Dining establishments have been closed to the public for weeks it’s recommended that they are properly cleaned and sanitized before reopening as well as thoroughly at closing. Be sure to disinfect high touch surfaces such as tables, menus, counters and bathrooms. These will also need to be cleaned regularly between each seating so ensure that cleaning products are close by for your team members to use once a customer has come into contact with any surface.

Staff members - Rosters should be done by now and all staff will have been contacted with their new hours and the other team members they are on with.  Ensure they are all in good health and comfortable to return work, and if they don’t feel well in the slightest it’s best they stay home. Be sure to include health and safety talking points in your daily meetings/huddles and continuously reiterate the new procedures or each table being allocated a single server. Keep health and safety top of mind by constantly reminding your team on the importance of proper hygiene and social distancing. Provide all staff members with personal protective equipment such as gloves and masks to limit their chances of catching the illness

Limit customer capacity - By now your floor plan should be determined to keep your seating area from being too crowded at any one time. Stress on your social media and shop front the importance of making a booking before visiting. Display signage outside and inside so customers are aware at all times of what is expected from patrons and staff. Set up signs at the entrance reminding customers that social distancing laws are in place and they may need to wait to enter if you are at max capacity. 

Be sure to provide hand sanitizer upon entry of the restaurant and also at the counter for extra measure if you prefer. It’s recommended that the staff regularly wipe down the counter area with antibacterial spray or wipes. You may also want to consider contactless checkout where possible and accept cards only not cash.

In Australia before setting a plan in place, we recommend that you check in with your local state health authorities for location-specific guidelines. For New Zealand check out these guidelines from Hospitality NZ .

Good luck! It’s been a long wait and these precautions are in place to help us get back to “normality” as safely as possible. 
 

Over the last couple of months, our lives have changed drastically. What was once our normal commute, Friday morning tea and office banter have disappeared and our lives have adjusted to working from home. It’s important more than ever to continue structuring your day.

Keeping a daily routine throughout this time will help your mental health and provide you with a sense of stableness while navigating your life through COVID-19’s uncertainties. 
Whether you are working from home or spending time job searching its important structure your day as if you are at work.

The simple steps below will help set up your day.

• Set your alarm and wake up when you usually would. Save the time you used to use for commuting to walk around the block or an early morning yoga session. 
• Get ready as if you are going into the office. Yes, this means getting out of your pyjamas. Albeit you may only put on activewear, but it does help get you in the right headspace.
• Choose a dedicated workspace. If possible keep this separate to your bedroom and choose a space with natural light.
• Structure your day as you would at work, write a to-do list in order of everything you want to achieve. Ticking it off will make you feel accomplished, the small wins count! 
• Remember to take small breaks throughout the day, make a tea/coffee, phone a colleague or friend to see how their day is going. 
• Set a dedicated lunch break to get some fresh air and stretch your legs, if you used to go to the gym then don’t let being at home stop you from keeping exercise as part of your routine. 
• Log off and quit the screen time when the day is done. It is important to switch off and enjoy ‘going home’. Spend time with those around you and enjoy their company.
   

It’s widely joked about on social media but in reality, there is a great deal of truth to the term ‘stress eating’. Stress, the hormones it releases, and the effects of high-fat, sugary “comfort foods” push people towards overindulging in times of crisis. 

We’ve all been there before, especially when we’re busy, under pressure and our emotions are running a million miles an hour. Throughout these times eating healthy can be a hard habit to manage, however, moderating your diet and eating healthy can lower the negative effects of stress on our bodies. 

Include these essential nutrients in your diet next time you crave a snack and feel your body reap the stress reduction rewards.

Omega 3 (Fatty Acids): Fish such as salmon and tuna as well as nuts and seeds such as flaxseeds, walnuts and almonds are all rich in omega-3 fatty acids. They have shown to reduce the increase of stress hormones and also assist with heart disease.

Vitamin C: Foods high in Vitamin C like citrus fruits, strawberries, broccoli and capsicum can lower stress levels and boost the immune system. Vitamin C can help lower cortisol (a common stress hormone) and blood pressure during anxious situations.

Magnesium: Maintaining our levels of magnesium is necessary for avoiding headaches and fatigue. Increased magnesium consumption has been proven to assist with the quality of sleep. It’s best taken via an oral vitamin however there are many healthy foods rich in magnesium like leafy greens (spinach & kale) salmon, legumes like soybeans and chickpeas.

Complex Carbohydrates: These include the likes of whole grains, fruits and vegetables such as potatoes, carrots, apples, berries and bananas. Complex carbohydrates like these can encourage the brain to increase serotonin levels and stabilize blood pressure which contributes to stress reduction.

Feeling snacky? If you feel like you need comfort food snacks some healthy alternatives include - dark chocolate, nuts, berries, yoghurt or even homemade popcorn. 

Ensure you eat regular meals, have healthy snacks on hand, have a routine, eat mindfully and of course be flexible when needed. (It’s OK to have that glass of wine or go out for a pizza) - everything in moderation.

If you’re looking for some other ways to help combat your stress check out our latest blog post on ways to make your mental health a priority.
 

Taking care of your mental health is a continuous work in progress which means every day is an opportunity to improve and maintain your emotional health. It’s always important however, now more than ever we need to make room to prioritize it in our daily routine, as we continue to navigate our lives through this uncertain time.

Even one small step sets you in the right direction, start by introducing the below into your daily routine.

Exercise - We all know how good exercise is for you, however, it’s more than just for the physical benefits, it’s an effective antidote to stress, anxiety and depression. Our bodies release stress-relieving and mood-boosting endorphins before and after we work out which is what makes exercise so powerful. You don’t need to run a half marathon every morning before breakfast, look for small ways to add activity and movement to your day like walking around the block or following a workout video on youtube. 

Vitamin D - Sunlight assists our bodies to produce Vitamin D, which in turn increases our levels of serotonin (the chemical commonly referred to as the happy chemical) in the brain. Try and get outdoors for 20-30 minutes a day to soak up as much sun as you can, take a moment to appreciate the outdoors, and breathe in the fresh it’s a great stress reliever.

Get a good nights sleep - The effect of not enough sleep has a momentous effect on your mental health and mood. Be mindful and make a conscious effort to go to bed at a regular time each day. Avoid using your phone/screen for at least an hour before you want to go to sleep and stick to drinks with no caffeine or sugar like water or camomile tea towards the end of the day.  By adopting good sleep habits you will awake each day feeling prepared to conquer anything that comes your way. 

Take a break - There may be moments throughout the day when you feel overwhelmed and things become too much. If you find yourself in this situation it’s okay to take a step away and have a break until you start to feel relief and better. Breathing exercises like the ones offered in the Calm app can really assist in situations like these and help you to find grounding.

Practise positivity and gratitude - Take a moment to think about the good things in life, even the small things like having your favourite coffee from your local barista or a wave from your neighbour. Writing these down is a great idea, as it’s a good reminder on days where you don’t feel 100%. Take the time to find something each day you are grateful for and savour that feeling, this gives you some perspective, improves your wellbeing, mental health and overall happiness

Making these small changes will pay off in all aspects of your life. It will boost your mood, build resilience and add overall happiness to your life. Don’t wait until you’re at breaking point to make your mental health a priority, it’s always easier to create new habits when you are in a good mindset. Pick at least one of the above points and START TODAY!

As the world lingers in uncertainty with COVID-19, and businesses adjust to remote working,  temporary shutdowns, impact on commercial contracts and in some instances closure, there are many questions surfacing around what is legally correct throughout each process. 

At Hospoworld making connections is what we do best and so we wanted to share with you some viable, informative sources for legal advice that might be useful while navigating your business and staff through the Coronavirus era.

Below we’ve included some useful links from Australian firm Aspect Legal and director Joanna Oakley, covering most of the common questions being asked by employers and employees at present. 

The first rule of the game is staying in the game.
This podcast covers business risk assessment, making necessary calls on your debtors, insolvency safe harbour and other proactive steps to take. It’s a great resource for SME’s who may have unanswered questions about being prepared for the future. 

Employment: Leave and Standowns 
This article walks you through what is legally obligated from an employer managing their employees with various types of leave. You may be asking what leave can be used or not used if an employee needs to self isolate or if they need to look after a dependant who is ill. 

Implications on commercial contracts
This is both a podcast and an article so take your pick! Find out what happens to your commercial contracts from suppliers, force majeure closures - what they are and why you should be paying attention to them. This will help you get on the front foot of any uncertainty you may be feeling in the current climate with your existing contracts. 

Please note these links are focused to Australia, if you’re looking for advice for New Zealand we’d recommend checking out the Employers and Manufacturing Association’s COVID-19 site here.

Looking for something more specific to the hospitality industry?
Check out the resources provided by the Restaurant and Catering Association of Australia here.  For New Zealand head to the Restaurant Association’s website here.
 

As the hospitality industry prepares to come out fighting against COVID-19, HR & hiring managers are at maximum capacity with the influx of resumes coming in from job adverts. 
The stark reality is that some only glance for a few seconds at each resume before making the decision to put it in the “yes” or “no” pile. So it’s essential that you make those few seconds count.

These next simple steps will help you achieve how to stand out with your resume.

Use a modern, sharp and professional format.
 Set up your resume in a way that it is pleasing to the eye but doesn’t focus more on visuals than your content. You can find some examples here.

Adopt and use key industry words and lingo that accurately reflect your previous experience. 
For example, if you are applying for a role within event management and have some experience in this, be sure to include those specific words on your CV. This will also help you past the robot gatekeepers who automatically scan CV’s for keywords determined by the hiring manager.

Fine-tune your resume to the specific role you are applying for. 
It’s also important you put the most important information on page one. Authenticate with details that prove why you are a great candidate for the position, speak of your experience and success and how it relates back to the role advertised. 

Keep things professional and include metrics. 
Try to avoid including any unfavourable information about your previous position or employer. The best way to show them how you’ll add to their bottom line is to show measurable achievements. They want to see how you made a difference to your previous employer.

Customise your resume to tell a story.
Your resume should be long enough to tell your story but short enough to glance over in one sitting. Your resume should take the reader through your professional experiences, accomplishments, skills and knowledge. It should show them how you have progressed and how you will add value to their company.

Design elements.  
This is good in moderation so be cautious not to go overboard. You can use colour in a moderate way to make your resume visually separate from the sea of resumes the recruiter will assess. Opt for something like a light coloured border, or an infographic when showing your transferable skills. 

Make sure you have triple checked it and it’s easy to read. 
Make sure there are no mistakes as often hiring managers will see typos and errors as laziness or that you may not have a high attention to detail, ask a friend or family member to proofread it for you.

Lastly, enhance your resume with a cover letter.
Think of it as your own first impression so you want it to be a good one!  Most recruiters say they simply won't read a resume if the candidate hasn’t submitted a cover letter.  

We hope the above 8 will inspire you to update your resume and help land you a new job!

Before Australia and New Zealand went into lockdown the amount of time that full-time employees spent at work with their colleagues was often more than they spent at home with their families (or so it sometimes seemed to feel).

Retaining a high level of engagement and the environment where colleagues can still chat, laugh and blow off some steam is more important than ever as it helps keep morale high which in turn helps productivity. Remote employees who are actively involved in the company life and culture are motivated by the inclusion to perform better than co-workers who don’t feel the same. 

For example, in our business, we have implemented small but effective practices that we have found to be very successful with our team. Keep reading below for what we’re doing. 

Daily/weekly check-ins. 
Managers have scheduled daily video or voice calls with their remote employees. This could be either a one one one call, if your employee works more independently, or a team call, if they work in a collective group environment. The importance here is that the calls are scheduled and regular, and they are a forum in which everyone knows they can talk to you, share any concerns, pushbacks they are having and that any questions will be addressed. This is also a great way to share the wins your team is having. If there is one thing COVID-19 has taught us its to appreciate the smalls things!

Walking meetings/catch up.
 Implementing something as simple as both going for a walk while you have your meeting reaps great rewards. Heading outside for a change of scenery, some fresh air and getting the body moving a helps break up the day and reenergizes everyone to come back from the walk feeling motivated to take on whatever comes next. 

We've continued our “Friday drinks” however we now do it as a group over video. (We use Hangouts for this which you can read more about here). As a business we all jump on with a wine, beer or drink of choice and chat about things non-work related - plans for the weekend, play games, show our family/pets on the screen etc. 

In conclusion, working from home doesn’t need to be isolating. Give your employee the means they need to form and share their WFH culture and it’s essential that your team feel connected and that they are not alone. Ensuring there are clear goals established, strong and genuine values and a supportive environment helps your employees know that they are adding value to the business, which in turn will help their productivity soar.

At RWR Group, like most businesses we rely heavily on several aspects of technology for communication such as email, operating systems, video conferencing and VOIP (our phone system - techy abbreviation for voice over internet protocol). 

Ensuring that there is no breakdown in communication between our teams, candidates and clients is essential and can greatly impact our service levels. 

The technology companies we partner with have been intensively researched and trialled by our Operations team to ensure they are best practice providers, aligned to our needs and can provide a service with minimal downtime.

Here are some of the tech companies we have loved partnering with:

Our Operating System: 
G Suite - We use Gmail for email, the Drive for storing our information, Hangouts for video calling, Docs for our (well you guessed it - documents!) Having everything hosted in the cloud-enabled us to easily transition to working from home and means that anyone, anywhere at any time can work seamlessly as if they are in the office. 

Our VOIP phone systems: 
8x8 - This simple to use software means that even with working from home our landline numbers are still contactable for people trying to reach us. Diverts can be set up to go straight to your mobile. It can also be used for instant messaging between colleagues and video conferencing which means all our communication needs are in one place!

Our CRM:
JobAdder - We manage a high volume of candidates at RWR group so partnering with JobAdder for our CRM  was a no brainer for us! They are always ahead of the pack with updates on what they offer. We’ve been able to segment our database and tailor our communication specifically to the intended candidates and clients. They also integrate with NPS surveys,  finance providers like Xero and various marketing programmes like Mailchimp. 

Our internal ‘watercooler station’:
Workplace by Facebook - No workplace is complete without some office banter or something lighthearted to bring a smile to a colleagues face.  We use this to communicate casually across the business (plenty of GIFS, puppy photos and what we’ve cooked for lunch whilst on lockdown).

What tools are your business using to remain socially distant while the world works from home? Let us know here.

Have you recently found yourself in the job market? Searching for a new job can be a testing time where your confidence and self-assurance is pushed. While the hospitality industry is quiet at the moment you may need to look for a role within a new industry. Not all hope is lost, there are many transferable skills you will have picked up on throughout your career that can cross over into a new opportunity. 

Step 1: Reflect - ask yourself what your transferable skills are?
Evaluate your recent roles and ask yourself what you loved doing. For example, you may be a Head Chef and the highlight of your days were coming up with new dishes for the menu which shows you are innovative. Or, you may regularly opt to stay later in the evening to make sure that everything is set up perfectly for opening the next day. This shows that you are forward-thinking and organised. 

Some other transferable skills to think about:

• Attention to detail - show your organisational and time management skills
• Communication - both written and verbal
• Leadership - ability to manage a team or projects
• Teamwork -  working with various stakeholders to drive success
• Numeracy - dealing with numbers or finance
• Technology - competency with systems and processes
   

Step 2: Relate - how can these apply to a new role?
Spend time working on answers to common interview questions that relate back to the skills you identified while you were reflecting. Use these as selling points to showcase the value you added to your previous role.  You can also talk to how they can be adapted to meet the needs of the business and the position you’re applying for. You may not have the direct experience required however, your transferable skills are the foundation needed to get started. 

Applying for a job based only on transferable skills can be challenging, there may be knock backs along the way - don’t let these deter you! Take control, be confident and ensure you’re prepared to sell yourself and your transferable skills.
 

With the impact COVID19 is leaving on the hospitality industry, there will no doubt have been many tough conversations had, and more to come. It won't be easy, however, we’ve listed some useful tips below on how to make those conversations as productive and positive a possible. 

Be Clear & Honest
Be prepared for the conversation, be direct and get to the point quickly. Difficult conversations become even more difficult when the delivery is jumbled or disorganised.

Be Empathetic
While your delivery should be direct this doesn't mean you shouldn’t empathize. Think of how the recipient will feel during the conversation and allow them to process their emotions. If you can see that they are struggling to come to terms with what you’re saying, slow it down and allow them a moment to gather themselves. 

Allow Questions
Include them in the conversation, don’t let it be one-sided.  Asking questions will help build an understanding to the ‘why’s and whats’ of why this is happening. It also allows you to clear up details of the conversation so that everyone involved is on the same page. 

Manage Emotions
It may be difficult to deliver bad news if you have a close working relationship with the other person involved, don’t let your emotions speak for you and govern your delivery. It’s important to keep things professional and factual. There will be opportunities outside of this conversation to speak at a more personal level.

Provide Solutions
Once you have clearly explained the reason for the conversation, change the focus to what happens next. There may be immediate solutions to implement, or a road to move forward on. Make sure everyone involved in the conversation is aware of what those solutions are.

The next time you find yourself having to have a difficult conversation, keep the above points in mind to assure the conversation is productive and well received.
 

Unexpected changes to your job like reduced hours or redundancy will cause a range of emotions. There may be times where you feel overwhelmed, anxious, fearful or the future, and that your confidence has been knocked completely. It’s okay to go through these emotions, be mindful as how you deal with what comes next determines how you come out the other side. 

Here are some simple, practical steps to help you through the coming weeks:

Get a clear understanding of your finances
Fear is common after being made redundant or losing your hours is because we don’t know where or when our next pay will be. If you don’t already have a budget in place, it’s a great time to implement one. You may also be entitled to government assistance or a subsidy. Read more about the options available in Australia here. Read about the options in New Zealand here.

Reflect
Think about what you loved and what you didn’t love about your last job. This will allow you to have a clear vision of what you want in your next job and will allow you to start visualising moving forward. Update your CV to reflect your strengths and experience from your previous roles and begin exploring other areas of hospitality you could move into.

Temporary work
Look at temporary positions advertised by recruitment agencies within your industry. Recruiters work with a range of businesses and can connect you with new opportunities. A foot in the door with a temp role can help transition you into a new full-time position, and will help ease some of the financial pressure you may be feeling while you continue your job search.. 

Look for opportunities to learn and upskill
Now is the best time if possible, look for opportunities to learn a new skill and to strengthen any areas you want to improve on. It will also look great on your CV to any potential future employers that you’ve utilized this time well. Check out our list of unique ways to upskill.

Think about how you will discuss this change in future interviews
It’s important to remember that having your hours cut, or being made redundant is not a reflection of your performance, or anything personal. The decision would have been a result of the business changing and adapting to its situation. Remember to discuss the context of the company restructure in future interviews and remain factual, be honest.

We hope these steps help you navigate moving forward from your change in circumstances. Remain positive and best of luck with your job search!

Many companies across New Zealand and Australia have had to make to difficult decision to downsize their workforce amidst the current uncertainty. 

We all know if this is not handled with care it can cause major disruptions to your people and business. When making the decision to downsize you must assess every aspect of a person’s role, the implications that will have on your remaining workforce and how it will impact your long term continuity goals.

There are many options to explore before deciding to downsize your team. Speak to your employees and discuss the options of taking annual leave, taking leave without pay, reducing hours and days worked and giving them their options for government assistance.

For information on the Australian government’s financial assistance package click here. 

Or for New Zealand’s package click here. 

If the option to reduce hours or take leave isn’t available then you will need to prepare for some tough conversations with your team. With these basic steps, you can minimize the disruption and negative effects this may cause. Keep in mind the long term as these decisions will enable your business to come out the other side stronger than ever. 

• Be transparent and open.
• Have a vision and plan that everyone is working towards together, ask for feedback from the team to help build a culture of inclusivity.
• Ease fears by establishing new goals and responsibilities that are clearly outlined and easily accessible. 
• Focus on what’s important, remember your businesses core values. Try not to get overwhelmed by everything going on outside of this.
• Be empathetic! These are trying times however, we’re all in this together.

Given the current circumstances with Covid-19, you may be faced with redundancy, reduced working hours and stuck at home in isolation. Using this spare time could be a career-defining opportunity to upskill. 

When you’re asked interview questions you’ll be able to demonstrate initiative and stand out from the crowd with your proactive approach. Now is the time to design your own menu! Invest in yourself, learn a new skill, master a craft, nurture your intellect. 

Where to start… A Google search, a YouTube video or perhaps a Reddit thread - you name it, the internet has plenty of resources and inspiration. Whichever you choose there will no doubt be a tutorial or how-to guide.

We’ve compiled a list of some great online resources to get you thinking…. 

Duolingo:
It’s been around for a while but the novelty of completing a daily challenge doesn’t diminish. With over 90 languages to choose from Duolingo provides a fun environment to help you learn a new language. Download it from the App Store and you’ll be fluent in no time. ¿bueno?
Why Duolingo: many fine dining establishments and venues like hospitality staff that can speak a second language, it helps them build rapport with a wider customer base. 

Google Digital Garage:
With the world heading online keeping up with the times is essential. Google offers a range of courses from introductory to advance on all things digital. An intro into JavaScript, how to improve your online business security, maybe you’ve always wanted to know what data science is? Some of the courses will even give you a google certification which is a great addition to your CV.
Why Google Digital Garage: develop skills outside of your hospitality background, this can segway you into other areas of helping run a restaurant.  

TED Talks:
A vast range of thought-provoking content personalised just for you? At an average length of 18 minutes, why not break up your day with a talk on something that throws a curveball at your regular thought process. Curate your own list or see here for the twenty best ones to get you started.
Why Ted Talks: Hear from specialists, you can spend hours surfing inspirational Ted Talks on any topic that interests you.

LinkedIn Learning:
With thousands of courses, LinkedIn Learning is a great place to start, search for courses such as: software, skills, specialist subjects or personal development. Maybe you want to learn Photoshop 101? Or start building a career path into sales management for a large hospitality group? Perhaps a crash course on SEO writing? The first month is free, so have a browse, build a curriculum and get started today.
Why LinkedIn Learning: develop your business acumen by taking a course on managing a small business, introductory accounting and finance, human resources and marketing, these courses are great for helping juniors who want to progress into management roles.

Connecting with a potential employer or candidate doesn't just involve an internet connection. These are the most important things you should be doing to ensure you get the best out of a video interview:

Download and test 
Ensure the right app (Skype, FaceTime, Google Hangout, Zoom, Whatsapp) is downloaded, updated and ready to use. Try logging in at least 10 minutes before your meeting so you can tackle any issues that might come up. Test your connection is stable, and that your camera and microphone are working. Make sure your device is plugged in or fully charged before you begin. We suggest making a test call beforehand, so you can begin the interview with peace of mind that everything is in working order. 

Setting 
Things to consider when choosing where you will sit for your interview: Lighting, sound, background, distractions (pets or people). Ideally, you want to set up somewhere that is quiet, private, has natural lighting and a neutral background (blank wall for example). Check out the resources on offer at your local library if you don't have somewhere suitable in your home.

Dress the part 
A video interview is just as important as a face-to-face interview. While being at home may seem like an opportunity to wear pyjama pants - it is impossible to predict whether you may need to get up during the interview. Avoid wearing things like flamboyant patterns and loud jewellery as this can be distracting if in doubt keep it neutral. Dressing the part will also help you mentally ‘get in the zone’ for the interview.

Tools on hand
Make sure you have everything that you need on hand and close by. Resume - keep a copy within eyeshot to refer too, pen and paper for notes and questions that will arise and a glass of water (you can never be over-prepared). Make sure your phone is switched to silent or do not disturb.

You’re the star of this show
Nailing your body language is essential; try to avoid over the top hand gestures on a small screen as this will become distracting. And, as tempting as it may be to keep checking yourself out, this will be very apparent to the person on the other end so make sure you look directly into the camera. Smile and nod to show you are engaged. Actively listen to the questions and behave like you would in a regular interview. If in doubt, slow it down a little bit - internet connections at the best of times can sometimes lag. 

Lights, camera, action, smile! You're all set to wow and make the most of this opportunity. You've got it!

We’ve also put together a comprehensive interview guide here for more resources on how to ace your interview.

Looking after the wellbeing of employees who work night shifts (any shift really!) is crucial. We’ve put together some top tips for things you can do to help make their lives a little easier:

• Snacks - providing healthy snacks is a great way to help keep energy levels up. Whether it be the classic fruit bowl, vegetables or nuts. Having this easily accessible for staff makes a world of difference for their performance on a shift.
• A quiet space for short breaks - providing an environment where your team can recharge their batteries or nap for even as little as 10 minutes can greatly improve alertness and energy levels. We recommended night shift napping be no more than 20 minutes otherwise you may feel more groggy when you wake.
• Drinks - While coffee may seem like a gift from the heavens, too much will result in the inevitable crash. Offer alternative options like Chai, Black and Green Tea and Juice which contains sugar for some extra energy.
• Exercise - Talk to local gyms to see if they have subsidies/group discounts, or print out exercise resources that can be hung up in communal areas. Even walking around the block for 10 minutes will help increase blood flow around the body.

Most importantly let your team know you are there for them, emotions can run high when our bodies are tired, work hard to build up morale within the team. By providing your team with access the above will make the perfect cocktail for surviving the night shift. Garnished with some laughter along the way!

Our 2020 Salary Survey is now underway, and we’re closely examining and uncovering salary benchmarks, trends and insights from the hospitality industry. Findings from our surveys will be published in our annual Salary Guide. 

As an industry professional, we recommend that you participate in our survey. Your response is anonymous, takes less than 5 minutes to complete, and, when completing the survey you’ll have a chance to request a copy of the findings so you can start comparing your pay or salary and benefits to industry averages. 

Australia: Click here if you're a Chef or in work Back of House. OR, click here if you work in Front of House or in support office. 

New Zealand: Click here if you're a Chef or work in Back of House. OR, click here if you work in Front of House or in support office. 

We’re passionate about providing relevant and credible employment trends and market insights. Thanks for your support!

There’s often confusion around the way recruitment agencies work, so we’re here to dispel some common myths! 

MYTH 1: I have to sacrifice part of my salary to pay for a recruiter

Despite this common belief, the service we provide to our candidates is completely free! The salary shown or discussed for the job opportunities we advertise is the same whether the client we represent uses an agency or not.

MYTH 2: Recruiters are never transparent about the process! Our process usually involves these steps: 

1. Meet with your Hospoworld Account Manager. Once we’ve met, the opportunities we can present you with are endless and will be based on your job preferences and motivations.
2. We submit your details to all the businesses you’re excited about and that we’re working with!
3. Hospoworld organises all the logistics for your interview - call us your personal job agent! 
4. We conduct references (once we have your permission to do so)
5. The ultimate outcome is to present you with a new job offer!

MYTH 3: I will have more success in going solo on my job search! 

• Actually, using an agency is more likely to be time saving and hassle-free for you! We do the searching for you, meaning you won’t have to spend time stressing or looking for new opportunities while you’re still working
• Agencies are able to present you as a full package, rather than just on paper. We speak to our clients about your experience and everything that we think makes you an ideal candidate for their business! In most cases, you’re more likely to get noticed. 

If you’re still deciding whether a recruitment agency is best for you and your job search, don’t hesitate to call us at any time! Together, we can discuss and answer any questions you may still have. Find your local Hospoworld office here.

"The government has made sweeping changes to work visa rules. These impact employers and migrant workers (those either holding a current work visa or applying for a new work visa)", shares Lukas Sousa from Malcolm Pacific Immigration*.  A summary of the changes provided by Lukas include:

 From 7 October 2019

• Base salary to qualify for a Work to Residence Visa (WTR) supported by an accredited employer increases from $55,000 per annum to $79,560 per annum (or $38.25 per hour).
• Pay rates for WTR visas now reviewed annually.
• Work visa applicants paid less than $79,560 per annum by accredited employers need to apply under other work visa categories.
• Employers can only be accredited for 24 months when applying for the first time or renewing.
• Silver Fern work visa category closed.

From mid – 2020

•  Jobs classified into lower or higher-paid based on New Zealand median wage. Skills assessment removed.
• Lower paid jobs issued maximum 12-month work visa and allowed to bring family to New Zealand. Maximum time spent working in New Zealand restricted to 3 years (must depart for 12 months before applying to return to New Zealand).  
• Higher paid jobs issued work visa valid for up to 3 years.
• Government to negotiate and introduce Industry Sector agreements setting minimum conditions for industries that rely heavily on overseas workers. Sectors include; residential care, meat processing, dairy, forestry, road freight transport, tourism and hospitality. Construction, horticulture and viticulture may also be included.

From 2021

All Employers who wish to recruit workers from overseas or already employ migrant workers will need to become accredited if they are not already. There will be two types of employer accreditation; one for businesses that recruit a lot of staff from overseas and one for businesses that recruit 5 or less overseas workers.

Labour Hire companies will have a separate set of accreditation rules to meet. There will be a new set of regional labour market testing rules applying to jobs outside major centres. The detail of the 2021 rules is being developed. There will be an impact on all companies that employ migrant workers.

*Malcolm Pacific is NZ’s Largest and Most Respected Authority on Immigration Advice. Malcolm Pacific Immigration provides expert and professional immigration advocacy services for companies and individuals planning to relocate to New Zealand.  Learn more about Malcolm Pacific and their services here. 

We're sharing five factors that will help any hospitality, travel, or tourism business achieve successful recruitment outcomes.   

5 factors to achieving successful recruitment outcomes:

1. A well-considered job brief - including position description and specific candidate requirements.
2. A clearly defined search or sourcing strategy. Where will your ideal candidate application come from?
3. Follow a robust selection process suited to your business. 
4. Complete due diligence - what verification and/or reference checking does your business require?
5. Establish and maintain a timely recruitment process with an effective onboarding plan with ongoing support.

A collaborative approach will always deliver better outcomes, and overlooking any one of these can undermine your recruitment process, cause delays, and hinder the appointment and retention of your preferred candidate.  Remember to contact your local Hospoworld team if your business could do with a review or confidential discussion about any of these factors. 

With the America's Cup fast approaching, businesses are preparing for the execution of growth plans within their groups, creating more job opportunities. The demand for chefs will remain incredibly high as will the need for strong FOH management candidates across Auckland's hotel market. Auckland will also experience the extension of Queens Wharf, which is said to boost the tourism sector by $30M in 10 years. Many believe there will be a larger appetite for locals and tourists to dine out, injecting funds into the hospitality industry. A strategically planned approach to recruit will be required for businesses to ensure they're securing the best talent. 

Experiential dining, omnichannel service delivery, and sustainability are dominant and dynamic factors impacting New Zealand's hospitality landscape. Disruptors and opportunities are ever-present, and with the Millennial customer and workforce, the challenge will remain to be 'current' in delivering the ultimate service offering and customer experience. 

The key to maximising the potential for your business starts with having the best people and team. Competition for talent remains an issue as local supply is stretched and immigration policies restrict offshore sourcing. A strong employment brand has never been more important for attracting and retaining people. 

The data we've presented in our 19/20 Salary Guide has been sourced and compiled to enable benchmarking of your employment brand, ensuring your attraction and retention strategies align with the current market. Contact our Auckland based team for your free copy! 

Experiential dining, omnichannel service delivery, and sustainability are dominant and dynamic factors impacting Australia’s hospitality landscape. Disrupters and opportunities are ever-present, and with the evolving Millennial customer and workforce, the challenge remains to be ‘current’ in delivering the ultimate service offering and experience to customers. 

The key to maximising the potential for your business starts with having the best people and team. Competition for talent remains an issue as local supply is stretched and immigration policies restrict offshore sourcing. A strong employment brand has never been more important for attracting and retaining people. 

Data presented in our 19/20 Salary Guide has been sourced to enable benchmarking of your employment brand and to ensure your attraction strategies align with the market. For market outlooks specific to your State, including Salary Guide Tables, Candidate Motivation Data, and Hiring Trends, contact your local Hospoworld team. Data presented in our salary guide has been sourced to enable benchmarking of your employment brand and to ensure your attraction strategies align with the market.

Questions focused on motivation are an opportunity for you to get to know your candidate beyond their skills and experience. Understanding candidate motivations helps to identify if their motivations and drive align with the culture and nature of the work in your business, ultimately, to achieve satisfaction and engagement from them as a prospective employee.

Does working in an agile role and environment give them a buzz? Are they driven by collaboration or creativity? Or, is the ability to start late and finish late or have a weekday off their biggest game changer? The following interview questions are designed to help uncover candidates’ motivations:

“What interests you in working here?”

This uncovers if the candidate is connected to your business purpose and values. A candidate showing passion for the hospitality industry, showing they’re genuinely drawn to the role and your business's purpose and values, will help to achieve a better impression than an answer from the candidate suggesting any job will pass.

“What’s your understanding of the role?”

This question ensures you both have the same expectations about the role, tapping into what they value in the job,  helping you identify whether you can accommodate for what they're working for 

“Tell us about a team you’ve worked in that allowed you to do your best work? What was it about the team?”

This gives insight into the type of environment the candidate is suited to. What type of team or people do they enjoy working with? Do their preferences align to your businesses culture? Will they ‘fit right in’?

“Do you have a work achievement you are most proud of?”

Uncovering what satisfies and makes a candidate proud will help you recognise opportunities in your business that will keep their satisfaction and sense of purpose alive. This question is less focused on how they perform and more about understanding the why component in what they value.                          

“Is there anything about your current job that you really love?”

That old chestnut! Candidates are warned not to bad-mouth their current or past employer, so listen out for uncalled for negativity. Most importantly, use this question as an opportunity to identify any traits that your business may have in common with their current or previous employers. Depending on those similarities, your business or the role of discussion may or may not be suitable.

If you don’t get the answer you’re hoping for, try and dig deeper by asking more questions. The more you can uncover and identify in their motivations, the easier it will be to determine if they’re the right fit for your business and to understand what will drive and motivate them if you employ them.

A topic like this may be a no brainer to an experienced recruiter or employer, but then again, its topics like this that are always worth a refresher.

As an employer, the job interview environment is used to determine how suitable a candidate is for your business and a specific role by asking questions. However, there are some questions that are illegal, so tread carefully!

Questions you can’t outright legally ask:

• Are you single or married?
• What is your political party view or preference?
• How old are you?
• What religion are you?
• Are you pregnant? Or, when do you plan on having children?

Adding to this list, questions about sexual orientation, gender identity, relationship status, religion, nationality, ethnic origin, employment status, age or family status are discriminatory and could result in charges of discrimination.

In the hospitality industry, some of the questions above can be asked. For example, some licenses and permits require the employee to be of a specific age with proof. In getting around asking a question like this, its best to lead in such way: “For this role, the license to sell and serve alcohol requires the licensee to be 18 years or older. Does this apply to you?'' Although, in good recruitment practice, this would carefully be asked during the phone screening stage and clearly outlined in the job advertisement. Clearly outlined role expectations detailed in job advertisements will assist in more relevant candidates applying to your vacancy.

In most cases, personal information (at a professional level) will naturally flow during an interview when asking questions about motivation and career goals.

Be cautious not to discriminate during your candidate screening process. Our general rule of thumb is to proceed with caution at all times and to never ask if your gut tells you it's wrong or if it's conveyed in a manner clearly irrelevant to the role itself. If you’ve outsourced your recruitment to an agency, a good agency will advise when a question requested by the employer is not ok to ask.

If you’re unsure if the questions you’re asking are legal to ask, get in touch with one of our teams today!

We love it when the stars align and the “perfect” candidate has both the desired skill set and relevant hospitality industry experience. However, often that unicorn doesn’t exist or meet your expectations. Expanding your recruitment search strategy to a wider talent pool beyond Hospitality, Travel, and Tourism can be suited to numerous skilled roles and should be considered.

The following functions are well-suited to a broad search strategy and the possibility of a candidate with transferable skills from another industry:

• Administration/Support
• Marketing
• Sales & Account Management
• Human Resources
• Finance & Accounting
• Property
• Select Executive & Board Appointments

If the skill set is right and the candidate fit is good for your business culture, values and integrity, you could open the door to a massive pool of talent. The right candidate can quickly learn the idiosyncrasies of our hospitality industry.

Seek advice on the best approach for your candidate sourcing solution, including identifying when a sourcing strategy could expand beyond traditional channels and add maximum value to your recruitment process. Talk to your local Hospoworld Recruitment consultant about an RWR Executive search strategy. 

We’re sharing 4 points to consider and evaluate before deciding whether it's time to call it a day go and hang up your keys at your current job or, to re-energise, get excited, and stay!

1. Does the job still tick all your boxes?

Stop for a moment and assess where you are in your career, where you want to be, and what your current job does for you in terms of your career progression?  If your current job isn't getting you anywhere, you’re not learning, or, for example, there are no progression opportunities, or the progression opportunities that do exist aren’t suited to your desired career path and objective, then that is a motive to move on. After all, it's your career dreams and goals that are most important!

If you don't have a career plan, it’s time to get one! We’ve developed a free to download career planning guide. By knowing where you're headed, will help you uncover whether it’s time for you to stay or go.  If your current job is ticking the right boxes, then perhaps it will be easier to work through some of the other areas that don't quite work for you.

2. Having a few issues with the current business/job?

Have you been open and honest in addressing concerns you have in relation to the role or perhaps the benefits and incentives you need to keep engaged and motivated to stay? In most cases, reasons for wanting to change include the lack of work-life balance including the distance travelled to work, management style, company culture, or salary and benefits on offer. Fortunately, many of those points can be accommodated for (in most cases), and all it takes is honesty and communication. So if this is what's pushing you to go and you haven't had a chat with your report or manager, get it happening.

If you have had discussions but haven't seen action towards the preferred change, perhaps the culture of your workplace isn't quite aligned to yours. In this case, be sure to search and choose a new work place that is aligned with your culture and motivation. 

3. It’s not what I was sold...

If you’ve recently started in a new role and feel the pace isn’t happening fast enough or you expected the job to be different, take time to have a chat with your manager and see if there is an opportunity to get your dream job back on track.  Sometimes changing jobs can be like wearing in a new pair of shoes - it just takes time.

4. You were off but…. Now you’re not.  You get a Counter Offer!

Be very wary of the golden ticket being promised, perhaps there’s talk of promotion, a title change, changing hours and in most cases, with a counter offer there is more money involved!  As alluring as it may seem, take time to really review what will change in your organisation. Will you find that in 4-8 weeks the issues that prompted you to look elsewhere are in fact still there.  Traditional statistics aren’t great around the longevity of a counter offer.

Regardless of whether you are staying where you are or leaving your current business, it’s always a good idea to refresh your resume once a year, take the time while it’s current in your mind to update any changes in the last year and add in your achievements.  

As dedicated hospitality recruitment specialists, we’re passionate about providing relevant and credible employment trends and market insights.  

Our 2019 Salary Survey now underway, we’re closely examining and uncovering motivation, behaviour, trends and insights from the employment market - including job seekers and candidates. Findings from the surveys will be published in our annual Salary Guide. 

As industry professionals, we recommend that you participate in the salary survey, your responses are anonymous and the survey takes less than 5 minutes to complete. When completing the survey you’ll have a chance to request a copy of the findings once they are released. 

Data collected from the surveys aim to support organisations in their employment branding practices, by illustrating common initiatives and/or incentives on offer to attract and retain staff, as well as employee benefits and incentives.

Thanks for your support!

Australia: Click here if you're a Chef or work Back of House. OR, click here if you work in Front of House or in support office. 

New Zealand: Click here if you're a Chef or work Back of House. OR, click here if you work in Front of House or in support office. 

Are you finding you’re stuck in a pickle without enough staff? We’re not referring to the much publicized and often talked about ‘skill shortage’. This is a broader issue with the Australasian markets experiencing lowest unemployment levels since 2009. Adding to this, both governments have tightening immigration policies. So here we are, stuck without staff!

Putting aside those broader issues that are out of our control aside, there's still a number of strategies for you to consider when sourcing staff. For example:

• Run an internal referral program - often your employees will know of other great people among their networks. Use your people to attract new people to your team.
• Invest time in your business's presence on social media. Posting and talking about your brand and job vacancies is a great way to engage with your following and to get the message out there when you have job opportunities.  
• Post vacancies on job boards such as Seek, Indeed, Glassdoor, and Trade Me (NZ only). Job boards attract active & passive job seekers, giving your vacancy exposure to lots of people.
• Employment agencies like us. A good recruitment agency draws on multiple talent sources including their own specialist job board, a database of active and passive candidates, and can post jobs to external job boards on your behalf. In a nutshell, let the pro’s take care of your next search.

Entice candidates/employees. Make sure your employment proposition stacks up. Ask yourself or people across your organisation: What will motivate a person to move from their current organisation to yours? In our recent candidate insights survey we identified the top 3 factors influencing job change:

Top 3 factors influencing job change (Australia)

1. Career progression
2. Location
3. Work-life balance

Top 3 factors influencing job change (New Zealand)

1. Work-life balance
2. Remuneration & benefits
3. Job title & responsibilities

Consider these factors when presenting your job opportunity. If you’re unsure how your proposition stacks up against others in the market or ask us for feedback.

Lastly, if you have a great team, work hard to retain them. Book performance reviews to understand their motivations and aspirations. Understanding the expectations of your people can help towards mitigating the risk of losing them.  

A good hospitality job advertisement leaps off the page grabs attention and leads to high-quality candidates who are eager to fill the role. However, most won't reach this standard.

Putting the employee first

Most hospitality job advertisements progress in a certain way – they start by outlining the qualities they are looking for in a potential hire and spell out exactly what they are offering with a role. Try offering an insight into what the company can offer to a potential hire and why they should choose a certain company over another.

For recruitment in hospitality, making a shift to candidate-focused job advertisements shouldn't be difficult. Start by focusing on the opportunities a position offers – maybe it will allow a junior chef to move into a more senior role? Or, maybe the role is with an exciting new restaurant with a strong team culture?

Walking the walk and talking the talk

It isn't enough to just make a job advertisement that focuses on what you can offer a potential hospitality worker – you also have to follow through and craft an advertisement that actually reflects the reality of your workplace. If you can't deliver on the promises of a job advertisement, it won't be long before candidates cotton on to this difference and lose interest in working for you.

Most importantly, ensure that the job advertisement is both candidate focused and honest about what your hospitality business can offer. That way, you can be sure you are attracting and retaining the very best recruits to your business.

Tricky interview questions, puzzles that have no one answer, but are designed to provoke a unique response. Are these questions even worth asking in the first place?

To help us understand, we've sketched out the two sides of this debate for you: "Who would win in a fight between Batman and Spider-man?"

Getting a unique insight into your hospitality candidate

If you ask candidates a question like "who would win in a fight between Batman and Spider-man?", the purpose is to get an insight into how they think, prioritise different information and come to a logical conclusion. In a hospitality environment, there will always be times when managers need to make on-the-spot decisions, based on two valid alternatives. If you are recruiting for a role where quick thinking is the name of the game, it can definitely be worth throwing in a question that requires the candidates to think.

Is this value overstated?

While there are many businesses swear by the value of a truly left-field interview question, many also believe that these questions don't actually add much to the recruitment process. According to research from San Francisco State University, these puzzle questions can come across as unfair and even unrelated to the position someone is applying for. What's more, the study questioned how useful these questions really were at teasing out more information about an interviewee.

Will asking a tricky question really give you a better interview?

Perhaps the best approach is to focus on what you want to get out of the interview process and why you ask certain questions in the first place. This is a good rule of thumb not just for deciding whether or not to ask a brainteaser, but also when considering drafting your entire list of questions.

If qualities like being able to think quickly on the spot are important, then asking tricky questions that test this can certainly help. Just make sure you also cover plenty of questions that are focussed on the job so you get a full picture of an applicant's qualities.

It’s tough being rejected while job hunting. Your natural mechanism is to take it personally and after several job rejections in a row, who could blame you?

The first step is to realise rejection is about you, but not on as many levels as you think! Here are some tips to help you through the process:

Be totally honest with yourself

Ask yourself whether you did have the right skill set for the job or whether you just applied in the hope that you’d get it because it sounded great. There will always be well-qualified people going after the same jobs as you, so if you don’t have the qualifications, don’t waste your time and save yourself the emotional stress.

The interview wasn’t good

Perhaps you knew that as soon as you’d opened your mouth you said the wrong thing and it went downhill from then on. Sometimes the interview just doesn’t go well, you don’t gel with the interviewer or the questions they asked were not easy to answer. Whatever the reason, put it down to experience. If you didn’t gel at stage one, you probably wouldn’t have gelled at stage two either. Check out our eBook dedicated to nailing job interviews!

Feel proud of what you achieved

Getting through the first hurdle of submitting your CV can be hard enough, so if you’ve had an interview before your rejection, well done! Now you need to work on your interview skills because you’ve obviously nailed the first part.

Got some feedback?

Not everyone is lucky enough to get feedback, good or bad, and if you have received it, value it and take it on board for next time. If the interviewer thought you were overqualified for the role, pat yourself on the back for your achievement, but add something to your future covering letters explaining why you are applying in the first place. Your experience will be somebody’s gain.

No matter the reason for your job rejection, keep the door open for the future by thanking the interviewer and staying positive. There may simply have been someone better suited for the one job on offer, but maybe it will be your turn next time.

Much like the success of a star dish, beverage, or service offering, your reputation can strongly influence the progression of your career. When was the last time you did a quality check on your personal brand? To get you started, we've developed a free personal brand development guide with 5 easy steps. Give yourself the best shot at achieving your hospitality career goals! 

We're here to help you make your dream job a reality! Whether your dream is to be an executive chef, an award-winning barrister, or an operations manager, download our free career planning guide to start planning your successful hospitality career now. 

This is a tricky one... you may have been job hunting for a while and the job you’ve been offered isn’t quite what you want or expected. There may be some un-ticked boxes and you’re a little unsure of the business’s employment brand, its leadership style, and the working environment. So what should you do?

The voices in your head as you consider the pros and cons say:

“You’ve got a mental list of the important boxes that need ticking and the offered role ticks half of them. It’s close to home, the hours are perfect and the pay fits in your desired scale. Not all roles can have all your boxes ticked, can they? Stop being so picky and take the role.”

On the other hand:

“Something doesn’t feel quite right because you’re not excited by the prospect of working in this role for this company. The pay is great and so are the other external factors, but you’re unsure if the leadership style will fit with you. If you take it, you’re going to have to work at fitting in from day one, can you do that?”

What to do?

You could use it as a stepping stone to get to your desired destination: career plan and work on developing your own personal brand along the way. Ask yourself if this move puts you in a stronger position for your future career than if you don’t take it.

Perhaps you can’t expect a 100% fit with every role but you do want to be happy. If you can’t overcome the obstacles on your list then maybe it’s time to move on to the next opportunity and politely decline this one. Only you can decide.

You may have heard of the term unique selling proposition (USP). If not, it means the key element that makes an offering stand out from the rest, and grabs the attention of the market.

USPs aren't just for products though, they can also help jobseekers progress through the job search.  In other words, having a strong USP is just another way to cement yourself as the ideal candidate for your next hospitality job.

Why should jobseekers have a USP?

At every stage of the job search process, it's your job to be crystal clear about why an employer should hire you. If you've ever been told you should develop your own elevator pitch, a six second blurb about yourself, that's because you have to be really clear about what you can offer over other applicants – and do it quickly.

A USP is more than an elevator pitch though – it's the core reason why someone should hire you and encapsulates what makes you special. Sounds daunting? Don't worry, there are plenty of ways to determine what your USP is when you're applying for different roles.

What does a USP look like?

For a hospitality role, developing your USP will require you to marry both your personal experience in previous roles with your own knowledge and qualifications.

EG. if you’ve been working in a front-of-house management role for a restaurant that doesn't take bookings, within that experience you have the grounds of a USP – your special skill may be delegating effectively in high-pressure environments.

You may wonder what part of that example was unique, however, when you combine that experience with the fact that you also needed to manage a booking system that isn't widely used, you can start to put that 'U' into your USP.

When will you need to display your USP?

It isn't enough to just know what makes you unique as a candidate, you also have to put it on display throughout the recruitment process. To help, we've broken down how you can add your USP to every aspect of your job hunt:

• Cover letter and CV: These documents are your chance to really portray what makes you different. Start your CV with a personal statement that spells out this USP and then expand on it throughout your cover letter.
• Your contact with the recruiter: From that very first email you send indicating your interest in a role you have the opportunity to showcase your USP. For that first email, devote a sentence or two to your USP to give them a taste of what is to come.
• The interview: Your interview is the chance to follow through on the USP that you developed in your earlier contact in person and through a conversation. The good news is that once you have this crystal clear idea behind why you should get a role, it becomes much easier to answer many of the most common questions you will be asked.
• Your follow up: Now that you've cemented yourself in the minds of your interviewer, the final step is your follow up. A few days after the email send a follow-up note that thanks to the interviewer and also subtly reminds them why you are a class above the other candidates.

Displaying your unique selling point through every stage of the recruitment process can be a challenge, but it doesn't have to be. Each of these steps will compound the influence of your USP, which will help your recruiter better understand who you are as a candidate.