Recruitment Resources Mixed-Use Venues

Streamline your recruitment processes to ensure you find the right person the first time.

Writing Effective Job Vacancies and Descriptions

Attracting the right candidates for your business starts with writing effective job vacancies and descriptions. Clear, concise, and engaging advertisements not only communicate what your business is looking for but also tells applicants what you offer as an employer.

How to Structure a Job Vacancy

Attention-Grabbing Job Title and Opening Line

  • Specify the role and type of business (e.g., "Entry-Level Bar Staff for Busy Cocktail Bar in Manchester").

  • Use the first sentence to outline the opportunity. For example:"Join our award-winning cocktail bar as a bartender and learn from industry-leading mixologists."


Key Responsibilities & Experience

  • Provide a concise list of primary duties. Use bullet points for clarity.

  • Separate must-have skills from desirable experience – Take a look at some examples across a range of roles here.


What You Offer

  • Include salary (hourly or annual), benefits (e.g., tips, discounts) and training/development opportunities.

Working Hours and Location

  • Outline expected shifts and the workplace address.


How to Apply

  • Specify application details, such as sending a CV, completing an online form, or attending a recruitment day.

Where to advertise Job Vacancies

Specialist Hospitality Job Boards:

  • Caterer.com – Ideal for all hospitality roles, from entry-level to senior management.

  • Hospitality Jobs UK – Popular with experienced professionals in bars, restaurants, and hotels.


General Job Boards:

  • Indeed – A cost-effective platform for wide-reaching exposure.

  • Reed – Great for permanent and temporary hospitality positions.


Social Media Platforms:

  • LinkedIn – Perfect for senior roles like Head Chef or Bar Manager.

  • Facebook Groups – Use local groups or create your own recruitment page for entry-level positions.

Local Advertising:

  • Posters in your venue as well as local shops for entry-level positions.

  • Collaborations with colleges offering hospitality courses.

Employee Referrals:

  • Incentivise your staff to refer potential candidates by offering bonuses or rewards.

Recommended Skills by Job Role

Entry Level Bar Staff

  • Confidence and approachability in engaging customers.

  • Quick learning and adaptability in a fast-paced environment.

  • Numeracy skills for handling cash and using tills.

  • Additional Notes: For entry-level roles, emphasise enthusiasm over experience. Highlight that full training is provided.

Bar Staff with Cocktail Expertise

  • Deep understanding of cocktail preparation, presentation and trends.

  • Creativity for creating custom cocktails or themed drink specials.

  • Exceptional multitasking under high demand and busy situations.

  • Additional Notes: Mention any accolades, awards, or opportunities for attending mixology courses or competitions.

Bar Manager

  • Proven leadership abilities and strong interpersonal skills.

  • Experience with inventory and budget management.

  • Understanding of profit margins and sales metrics.

  • Additional Notes: Highlight pathways for broader operational management experience, like moving into venue or general management.

Dishwasher

  • Excellent time management in handling a steady workflow.

  • Commitment to high standards of cleanliness and efficiency.

  • Additional Notes: Emphasise the essential nature of the role and opportunities for broader kitchen involvement if desired.

Entry-Level Waiting Staff

  • Exceptional people skills and professional presentation.

  • Teamwork and ability to handle high-volume service with grace.

  • Additional Notes: Assure candidates of ongoing support to develop core hospitality skills.

Experienced Waiting Staff

  • Expertise in upselling food and beverages to maximise sales.

  • Skilled in managing multiple tables or sections seamlessly.

  • Additional Notes: Highlight pathways to supervisory or leadership roles.

Chef de Partie

  • Expertise in overseeing and preparing specific sections of the menu.

  • Ability to mentor junior chefs in your section.

  • Additional Notes: Include potential for specialisation or cross-training in multiple sections.

Head Chef

  • Leadership and mentoring skills to manage and inspire a diverse team.

  • Advanced culinary knowledge for creating innovative menus that maximise profitability.

  • Strong problem-solving under pressure during peak times.

  • Additional Notes: Highlight the opportunity to build a legacy with their leadership, drive significant innovation, and implement sustainability practices.

Successful Hospitality Interviews

Today’s challenges in hospitality recruitment and a shortage in candidates can put on added pressure when it comes to interviewing. However, there are still ways to ensure you find the right person the first time.

Before The Interview

Review the job description

  • It’s important that you’re aware of what you’ve written in the job description in order to ask the right questions and get an understanding of exactly what you’re looking for in a candidate.

  • Think about how your ideal employee would behave in the role. As the interviewer, ask questions that test your interviewee against your expectations to discover if they are a ‘cultural fit’ for your business.

  • Writing a checklist of these expectations will help you compare interviewees and make it easier for you to decide on who to hire.

Assess the environment

  • Help your candidates get the most out of the interview by putting them at ease at the start – this can make an interview an enjoyable experience for both of you. Don’t underestimate the importance of little details - you want your interviewee to be comfortable enough to get their true personality across.

  • Check the interview room - is it suitably heated? private and comfortable? Do you have water on the table? If you’re interviewing remotely, is your sound and camera working, how is your Wi-Fi connection?

  • Introducing candidates to the rest of the team before the interview starts can also be a great way to see how they interact. If successful in interview, a paid trial shift can also be of great benefit to understand how the candidate works with the rest of the team and interacts with your customers.

During The Interview

1. The 80-20 Rule

Remember that your aim is to learn about the candidate. A popular rule is to speak 20% of the time and listen for 80% of the time. Silence can be unnerving, but give your interviewee time to think about how to answer your questions – and resist the urge to break the silence yourself.

Open questions will help you get to know the candidate and encourage them to talk freely before the more challenging interview questions begin.

2. Be aware of unconscious bias

Driven by your unconscious brain, first impressions of someone can be made in just seven seconds. As the saying goes, don’t judge a book by its cover.

When running a job interview, it’s important that you remind yourself not to make your final decision too quickly. Stick to your planned questions and use a standardised checklist to give every interviewee a fair chance.

After the interview

Follow up

  • Following up with the candidate after an interview is a vital (and often missed) step of the process. Let your candidate know when they should expect to hear from you. Confirm with them the contact information they’ll need to look out for and that the contact information you have for them is correct.

Reflect and Feed back

  • Don’t rush into a final decision during the interview itself. Take time to review your interviewees’ performance before updating everyone on the outcome. Finally, always be willing to offer constructive feedback should an interviewee request it.

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