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How to write a hospitality job ad that delivers

The hospitality skills shortage means competition to attract top talent is fierce. In a candidate-driven market, not only do you need to ensure that your job adverts stand out, but that they convert into applications.

Let’s take a closer look at what’s involved in writing a hospitality job ad that converts

 

Defining the job role

To ensure your advert attracts the right type of candidates, you need to define the role. Consider what skills and experience candidates should bring to the table, and think about how the role fits into the wider business.

You should also consider cultural add and what personality type would be a good fit to the role. For example, a front-of-house role might need someone who’s outgoing and energetic. Whereas a head chef role might need someone who is organised and stays calm under pressure.

Mel Amphlett, UK Lead at IHG Group recommends that employers hire for potential as much as for experience. She says:

“Be clear on what you really need for your business when you’re hiring. Look at it from ‘what do you need’, versus, ‘what do you want’, because you’re not always going to get what you want. This way you can ensure you’re really focused on the type of person that you want to come into your business, and what potential they have. It is difficult to always find relevant skills and experience, and there is most likely a need to invest in people and offer them training and learning opportunities.”

Writing a hospitality job description

To get your job description to convert into applications, you need to include the type of information that candidates want to see. This means outlining key tasks, responsibilities, and expectations for the role. For total transparency, you should also include location, and salary information.

To help you write your job description, we’ve put together this handy checklist of what to include:

  1. The job title – Make sure the job title reflects the role. It needs to be clear and precise. You should also consider what keywords candidates will use when searching for the job. Sometimes a small adjustment to the job title can increase the number of applications you receive.
  2. Salary and benefits – Job descriptions with a clear salary range attract up to 20% more applications. To help candidates decide if the role is right for them, include the salary and benefits in the job description. This ensures that their expectations are set as the hiring process moves forward.
  3. Working hours – Some hospitality jobs can involve working longer hours, often into the evening, so it’s important to be up front about how long a typical day will be. You should also highlight the company’s flexible working policy and state whether it applies to the role.
  4. Location – Jobs that provide a full postcode attract more than double the number of applicants than those that only state the town or city. Be sure to provide full location details and highlight whether the role is location-specific, or whether hybrid and remote working is an option.
  5. About the company – One of the first things candidates do before applying to a role is research the company. They want to know that your company aligns with their values. So, it’s important to provide an overview of the business, highlighting its culture, industry positioning, and what makes it stand out in the hospitality world.
  6. Summary of the role – Outline what a typical day in the job looks like. Include the key duties, challenges, and opportunities. You should also mention whether the role requires daily travel, or whether candidates will be working from the same location every day.
  7. Key responsibilities – List the responsibilities that the successful candidate will have. This might include payment handling, line management duties, and business planning.
  8. Preferred experience – As Mel Amphlett highlights, it’s important to consider a candidate’s potential as well as their experience. If the role requires specific experience and qualifications, highlight this clearly in the job description. Likewise, if training and development is provided, make this a selling point, as it can attract candidates with diverse backgrounds.

Refining your hospitality job adverts

As the company evolves, you should revisit your job adverts and adjust them accordingly. This ensures that they’re accurate, up to date, and reflective of the company’s position in the industry.

Likewise, regularly reviewing your job ads gives you the opportunity to make improvements. Once you have enough data and insights from previous ads, you can adjust them to improve application rates.

Hospitality Hiring Made Easy – download our free guides

For more advice on how to attract and retain hospitality talent, download our free Hospitality Hiring Guides. There are 4 in the series, with each one providing unique insights into building a loyal, engaged workforce.

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