If you’ve been recruiting, it’s likely no surprise to you that Canada is in the midst of a rather severe labour shortage. A December 2017 report from the Canadian Federation of Independent Business identified roughly 362,000 unfilled jobs across the nation\u2014the highest number ever recorded.<\/p>\n
Hospitality, the industry category that includes restaurants, has the second highest number of job vacancies, right behind retail. Richelle Akimow, Gordon Food Service Director of Sales based in British Columbia, has seen the effects of the shortage firsthand.<\/p>\n
\u201cMany of our customers, especially in resort communities like Whistler, have been forced to close their doors two or three days a week,\u201d she says. \u201cThese decisions aren\u2019t driven by a lack of customers, there is just no one to do the work. Owners are in many cases working 20-hour days for weeks at a time and aren\u2019t able to maintain the pace any longer.\u201d<\/p>\n
Akimow knows of operators paying dishwashers more than $20 per hour and scheduling three of them per shift, hoping that one will show up for work. But the problem extends beyond unskilled labour\u2014experienced chefs and cooks are also in short supply.<\/p>\n
It\u2019s not just that there aren\u2019t enough workers to fill open restaurant positions, says Gordon Food Service Corporate Executive Chef Michael Viloria. He believes restaurants haven\u2019t done enough to make themselves employers of choice.<\/p>\n
\u201cUncompetitive compensation, a high-pressure culture, poor work-life balance, little opportunity for growth and an inability to engage with employees have all contributed to the current state of restaurant labour,\u201d Viloria contends. \u201cOperators who want to do a better job of recruiting and retaining employees have to reevaluate their business to account for these conditions.\u201d<\/p>\n
Here are some ideas for making changes that will make a difference.<\/p>\n
\u201cThe biggest advocate you have, your strongest recruiter, is the happy employee who loves their job, and feels both challenged and supported,\u201d says Akimow. \u201cPeople like that tell their friends.\u201d<\/p>\n
Creating a challenging, supportive culture can be facilitated by developing a set of core values that will guide every aspect of your operation. Core values can include such things as teamwork, education, open communication, positive reinforcement and a family environment. <\/p>\n
\u201cBuilding this kind of culture is a huge opportunity for the industry,\u201d Akimow contends, because it will counter the perceptions about long hours and unpleasant working conditions.<\/p>\n
\u201cGreat people don\u2019t need to look for jobs, jobs will find them,\u201d says Gordon Food Service Recruiter Brad McCosh. Great hires are not looking at help wanted ads, they\u2019re signaling their desire to find a new job by updating their social media and LinkedIn profiles. <\/p>\n
Savvy recruiters search and monitor these profiles to identify and reach out to worthy candidates. \u201cIt requires more time and diligence than posting a job ad, but you\u2019ll get better quality hires,\u201d McCosh believes.<\/p>\n
Operators must provide potential employees with reasons to hire on with them rather than the employer down the street. Pay and benefits are important, of course, but as long as they\u2019re competitive, it\u2019s the perks that make the difference.<\/p>\n
Do you offer clear paths for advancement? Do you have a mentorship program? Do all kitchen staffers have a voice in developing new dishes? Do you support work-life balance by offering averaging agreements\u2014for example, can a cook work four 12-hour days and get three guaranteed days off rather than working six or seven days a week?<\/p>\n
Your hiring pitch should emphasize these kinds of perks and your core values just as much as the responsibilities of the position. <\/p>\n
You don\u2019t want to give potential recruits the chance to be swayed by other employers while you put them through an arduous hiring system. Now is the time to speed up the application process and shorten the time between initial enquiry and interview.<\/p>\n
You can also consider employing technology to accelerate onboarding and training. You\u2019ll make your new recruit feel like a contributing member of the team that much sooner.<\/p>\n
Getting the right people on board is just part of the battle. You have to work just as hard to keep them and avoid costly turnover.<\/p>\n
\u201cEmployee engagement is the hot topic in human resources today,\u201d McCosh points out. Engaged employees are enthusiastic about their work and loyal to their workplace. To find out if your employees feel engaged, \u201cStart with engagement surveys. There are many out there that can be purchased for minimal cost.\u201d<\/p>\n
If the surveys come back negative, you\u2019ve got some work to do. Use your core values to develop an internal marketing plan that boosts engagement\u2014and increases retention.<\/p>\n
Talk to your Sales Representative about the recruitment and retention resources available to you. <\/p>\n","protected":false},"excerpt":{"rendered":"
While current labour conditions are challenging, it is still possible to find and keep employees. Just try this expert advice. If you’ve been recruiting, it’s likely no surprise to you that Canada is in the midst of a rather severe labour shortage. A December 2017 report from the Canadian Federation of Independent Business identified roughly […]<\/p>\n","protected":false},"author":19,"featured_media":26914,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[122,123,112,69,111,113],"tags":[],"class_list":["post-25614","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-catering-small-business","category-hotels-hospitality","category-restaurant-bars","category-running-your-business","category-healthcare","category-university"],"acf":[],"yoast_head":"\n