Hospitality recruitment in 2025: Navigating diversity, technology, and talent expectations

Our latest report, “future of hospitality recruitment: embracing diversity, innovation and technology’, offers actionable insights to help hospitality employers stay ahead in the year to come.

From evolving candidate expectations to the impact of AI and technology, this report is jam packed with practical tips to guide your recruitment strategy.

You’ll discover:

• The changing priorities and expectations of the hospitality workforce
• How employers are tackling ongoing skills shortages
• The current state of DE&I in hospitality, and where things can be improved
• The potential of AI and technology to transform hospitality hiring
• Key strategies to attract, hire, and onboard the talent you need

Here are some of the key insights.

At a glance: hospitality hiring in 2025

It may be a new year, but employers across the industry are still grappling with familiar challenges. Attracting the right candidates (40%), tackling skills shortages (36%), and boosting employee engagement (33%) continue to top the list of priorities.

Yet, our research reveals a workforce on the move. A fifth (19%) of hospitality workers are actively seeking a new role, and this figure rises to nearly a quarter (24%) among 18–34-year-olds. Overall, three-quarters (77%) of hospitality workers say they would consider changing jobs if the right opportunity came along.

This suggests we could be at the outset of a year of churn, where retention becomes a key challenge for employers. However, for those employers who get it right, there’s the opportunity to attract the best the industry has to offer. But how can businesses stand out in a competitive market?

What candidates want

When it comes to changing roles, salary remains the driving factor for most candidates, with 66% citing it as their main motivation. Among younger workers aged 18–34, this rises to 72%.

Beyond pay, candidates are placing more value on factors like work-life balance (40%), flexible working arrangements (31%), and enhanced benefits (27%). Feeling valued is also critical, with nearly a quarter (23%) highlighting this as an important consideration.

The top 3 factors attracting candidates to new roles include:

1. Improved salary – 52%
2. Flexible working arrangements – 39%
3. Career progression – 31%

The deal-breakers

As well as what’s appealing, there’s also things that can deter candidates from hitting apply.

Unclear salary information is the biggest red flag, with 45% saying it would put them off. While a lack of flexible working policies (24%) or unclear, overly broad job descriptions (23%) are also significant turn-offs.

The top 3 red flags for candidates:

1. No salary listed – 45%
2. No flexible working policy – 24%
3. Unclear or overly broad job description – 23%

Understanding these motivators and red flags is the first step in creating job offers that not only attract talent but also inspire loyalty.

Read the full insights here.

Spotlight on: building an inclusive hospitality workforce

Diversity, equity, and inclusion (DE&I) is no longer a ‘nice to have’, it’s a key factor in talent attraction. Two in five (41%) candidates say it influences their decision to apply for a job, rising to nearly half (48%) of 18–34-year-olds.

But, despite 90% of employers recognising its importance, only half (49%) currently have DE&I policies in place. Barriers such as outdated hiring practices, accessibility challenges, and limited resources continue to hold progress back, particularly for smaller businesses.

For employers ready to take meaningful action, the benefits are clear: stronger teams, an enhanced employer brand, and long-term success. And with 30% of businesses planning new diversity initiatives this year, change is on the horizon.

Not sure where to start? Here are some practical tips to integrate DE&I into your hiring strategy:

• Develop a clear DE&I policy and promote it within your job adverts
• Train hiring teams to make fair, inclusive decisions, free from bias
• Audit job descriptions using tools like Caterer.com’s Gender Bias Decoder

Discover more insight and DE&I strategies in the full report here.

Spotlight on: AI and technology in hospitality recruitment

Attracting top talent is the biggest challenge for hospitality HR teams, but AI and technology are offering new solutions. From streamlining CV screening to enhancing candidate communication, these tools can give you a competitive edge.

Where are we now?

• Half (51%) of hospitality employers are already using AI, but only 1 in 5 (18%) are fully leveraging its potential
• Larger businesses (250+ employees) lead the way, with 66% using AI, compared to just 38% of SMEs
• AI adoption is highest in London (64%), the rest of the South (52%) and across Wales, Scotland and Northern Ireland (44%)

This highlights a growing disparity in hospitality recruitment, with parts of the industry at risk of falling behind and losing talent to more tech-savvy competitors.

The benefits of using AI

For those employers using AI, the rewards are becoming clear, with 3 in 4 (74%) saying it has improved their hiring process. This comes as half (49%) of businesses are using it to streamline CV screening, 45% are seeing improved candidate selection and over a third (37%) have been able to enhance their candidate communication.

But for others, challenges remain. In fact, nearly a quarter (23%) of businesses say adopting new technology is one of their biggest hurdles for 2025.

The candidate perspective

While many employers are still navigating AI adoption, candidates have already embraced it. As it stands, two-thirds (66%) of hospitality workers already use AI in their studies, work, or job search. For 18–34-year-olds, that figure jumps to 74%.

What candidate uses AI for in a job search:

• Writing or improving CVs: 72%
• Researching companies: 69%
• Preparing for interviews: 68%

The bottom line

Employers who invest in AI now can unlock smarter hiring processes, create a better candidate experience, and gain a competitive edge in the race for talent. By starting now, businesses of all sizes can close the gap and position themselves as leaders in tech-driven recruitment. But, where to start?

Here’s how you can start using AI in your hiring:

• Beginner: Use tools like ChatGPT to write inclusive job descriptions or prepare interview questions
• Intermediate: Automate candidate communication with chatbots or email updates
• Advanced: Invest in tools for CV screening, scheduling interviews, and running personality tests

Find out more

Ready to transform your hiring strategy? AI and DE&I are just the tip of the iceberg. Our full report is packed with practical tips, insights, and strategies to help you attract and retain top talent in 2025.

From optimising your employer brand to embracing flexible recruitment methods, this guide will give you the tools you need to stay ahead in a competitive market.

Don’t get left behind. Download the full report here and take the next step in levelling up your hospitality hiring strategy