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Getting the most from your hospitality job ad

Your recruitment shop window for potential candidates is your job ad and getting it right will increase the views your ad gets, and the number of relevant applicants interested in your role.

Our handy guide is aimed at helping employers maximise the effectiveness of job ads, by reaching and attracting top hospitality talent into their business.

Start with the basics – the job title

Whether you’re recruiting for a Commis Chef or a Receptionist – say so. Don’t try to dress up your job title, keep it simple and you will attract the right candidates with the right qualifications.

Avoiding jargon is a must as it can lead to confusion and a drop-off in applications. The same goes for quirky job titles that could be misleading. Your aim is to reach as many suitable hospitality job seekers as possible.

Another top tip is to avoid mixing job titles and levels – if you are looking for a junior position, make it clear as it will attract candidates with the right skills and experience.

One final job title tip – try to avoid including your company information, salary details, or any unnecessary content in the job title. There’s space for this later in your ad.

The job description – make candidates want your job

Candidates will consider lots of hospitality employers and roles in their job search so how can you stand out in a crowded market?

Your job description is the opportunity to sell yourself, set out in detail when the job is all about and why a candidate should apply.

Use a framework

There are tried and tested ways to promote your business and brand and using a framework will help you include all the essential information that will attract candidates.

Start with a brief introduction to your business:

  • Who you are
  • What you do and
  • Why you do it
  • Information about your values and culture
  • Why your business matters – celebrate your successes

    The second part of your framework should contain all the information about the role.

    Move on to detailing the role the successful applicant will play in your business. Clearly explain what their responsibilities and day-to-day activities will be. If it is easier, you could include a bullet point list of the key responsibilities involved in the role.

    The candidate needs to know what kind of person you’re looking for.

    Start by separating out the ‘must haves’ from the ‘nice to haves’. Use bullet points so candidates can quickly see if they have the necessary skills.

    Expand on the skills, experience, and qualifications you expect from applicants and why these are important to the role and your business.

    Working in hospitality comes with many benefits and candidates will want to know what you are offering, over and above the stated salary.

    Your company culture matters – what is it like to work for your business?

    What are your values? Do you have a diverse and inclusive workplace and what policies and practices are in place? Do you support your local community or hospitality industry charities?

    Include details of any benefits your company offers, for example, complimentary rates at other venues. Candidates are more likely to apply when benefits are included in job ads as they make the role more appealing.

    You can also add additional information on the amount of annual leave offered, pension contributions or travel allowance.

    When it comes to salary, it pays to be specific.

    Be as specific as possible and if you can, list the exact salary you are offering. Including a salary on your job ad can increase applications by up to 20%.

    For jobs that have a salary range, try to keep it as small as possible, and be transparent about the reasoning behind the range. This helps candidates to make informed decisions.

    Where are you – location is important to candidates

    Hospitality job seekers want to know exactly where they will be working and by putting a full postcode on your job advert you can increase the number of applications by up to 50%.

    A full address also helps candidates work out their potential travel time, cost of commute and the potential impact on their overhead, all critical factors in whether a candidate will apply for your role.

    Finally, ways to further improve your job ad

    Don’t forget to include the skills any candidate absolutely must have. A full driving licence, 5 years’ experience in a role, a second language, a legal check. All these will enhance your job ad and improve your appeal to hospitality job seekers.

    Check your job ad for gender or unconscious bias. Candidates are less likely to respond to ads that have words biased in favour of the opposite gender. You can use tools like Equity Boost to help you identify gendered words in emails, job descriptions, or any other text.

    With diversity of increasing importance, we advise employers to take some time to consider and check the language of their job ad, and any unconscious bias it may carry.

    Don’t forget to Include links to your web site or any social media platforms so that candidates can find out more about you and your business.

    Download our free Hospitality Hiring Made Easy Guides

    How do you source the best hospitality talent? What can you do to create brand loyalty and improve retention? Is your company culture important when recruiting? What makes candidates want to work for your business?

    In this 4-part guide we provide clear information and top tips to help you manage your recruitment process and build a loyal, engaged and successful workforce to drive your business forward.

    As a trusted hospitality recruitment partner, Caterer.com has 20 years’ experience working with the industry, for the industry. This guide will inspire you to develop powerful and practical recruitment and talent management processes.

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