Attracting Job Seekers

What Catering & Hospitality Jobseekers want to know :

  • Job Title – what their official status will be
  • Salary – how much they will be paid and what company benefits you provide
  • Hours – state the standard working times, whether there are shifts and if overtime is paid
  • Location – state in which part of town the job is based and the best way to get to you – by bus, train and whether there are parking facilities
  • Content – what functions they will perform on a daily basis and levels of responsibility
  • Environment – whether they are working independently, in a team or supervising others
  • Skills – what you need from them in terms of experience, education and/or qualifications
  • How the jobseeker applies for your vacancy

 

 

JOB TITLE

 

How you word the job title can be crucial to your campaign as this is the stage at which candidates decide if they are going to read further.  The title should represent the main purpose of the job and be no more than 50 characters long.  If you have room within the title also put in the location and salary i.e.

 

“Restaurant Manager, 30K basic + 10% bonus, London”

“Catering Assistant, 17k + benefits, Manchester”

“Hospitality Supervisor, 23k + perks, Leeds”

 

 

SALARY

 

It’s really important that you state clearly the package you are offering for the role.  After all, would you apply for a job where you didn’t know what you would get paid?  

 

If there is a basic salary and a bonus structure, state the basic salary and how the bonus will be achieved.  Also put in any perks or benefits that come with your opportunity.  For example:

 

“ … We are offering a salary of 20k pa with a generous annual bonus of up to 5k (based on profitability).  There is also a company car available with a petrol allowance, pension scheme and discounts of up to 50% on our products …”

 

 

JOB CONTENT

 

The more you say about the duties and the type of environment, the more successful and targeted your response will be which in turn is effective for you in terms of time management and the cost per hire.

 

  • What the purpose of the job role is and who the end users of your products /services are
  • Write about the duties to be carried out in the job you have available
  • State the level of involvement and responsibilities the jobseeker would have

ENVIRONMENT

 

The jobseeker is looking to get a feel of the hospitality & catering environment that they may be working in, so it’s important to make it clear whether they are working independently, within a team or in a supervisor/managerial capacity and how much liaison and interaction they will have with others and whether their contacts will be customers, internal departments or suppliers etc.

 

 

SKILLS

 

This is where you need to state your wish list of the type of experience you would like and for more technical roles, what type of software / hardware you need them to have used.   Also include information about the communication and organisational skills required.  

 

State what qualifications are needed and make it clear whether these qualifications are essential to be considered for the role or whether they are desirable.

 

Do remember, if you put too many things on your wish list, you may be limiting the responses too strictly.

 

 

HOW CANDIDATES APPLY

 

Now that you have created a great advert, you now need to make it clear to the keen hospitality jobseeker how they can apply for the role.  Following the step by step instructions on posting a job with hotjobsinhospitality.com makes it easy, but you can also include a final paragraph which gives the details e.g.

 

“… To apply for this role please contact Best Restaurant on 0899 545454 or send your CV with a covering letter 

            By email:         

            By fax:              0899 454545

            By post:            Best Restaurant, HR Manager, Great Catering PLC, Hotel Lane, London, EC9 9AA”

 

It is courteous to let applicants know what to expect in terms of a time frame for a response from you, so you could give them information like “ … Closing date 21 June 2010 after which suitable applicants will be contacted”

 

 

PLEASE DON’T !!!

 

When writing your advert and indeed for the whole process of recruitment, it is unacceptable and illegal to discriminate on age, gender, ethnicity, sexual orientation, disability or marital status