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One of the biggest misconceptions in hiring: Posting a job does not mean candidates will apply. Today’s workforce expects: • Fast responses • Mobile friendly applications • Clear communication The reality is that candidates evaluate your hiring experience the same way customers evaluate your restaurant experience. That shift is changing hospitality hiring completely. #RestaurantHiring #Hospitality #Swob

When restaurants go dark, corridors light up. Hotels hire. Yahoo reports a major reset. Whitbread will "shut its remaining Beefeater and Brewers Fayre restaurants" with "3,800 jobs lost." 🍽️ Painful news for teams. It is also a map for candidates. Pattern shift. If the brand doubles down on rooms, service work moves from table to corridor. Front desk. Housekeeping leadership. Night audit. Maintenance triage. Breakfast service. The play is to show how your current wins transfer. For candidates Lead with shift stability, cash control accuracy, complaint recovery, upsell rate. Then add one systems skill the hotel uses. Rota, PMS, basic safety. Keep it short. Make it legible. For hiring managers in hotels Say the quiet part. You want hospitality grit. Name it in the post. Cut the extras. Invite Beefeater and Brewers Fayre staff by name. Respect beats generic. If you had to refit your CV for a hotel today, what two metrics would you move to the top line? As a hotel manager, what one proof makes a restaurant lead an easy yes for you? #hospitality #hotels #jobs #hiring #careers #retail #service #uk Read more 👉 https://lnkd.in/e9k24qYH

🚨 Looking for a hospitality job? Be careful of fake agents and recruitment scams. At Hireahotelier, we believe hiring should be direct, transparent, and safe. ✅ Connect directly with employers ✅ Real hotel & restaurant opportunities ✅ No middlemen ✅ No unnecessary commissions ✅ No fake promises Your career deserves real opportunities from real employers. Whether you're a chef, waiter, receptionist, housekeeping staff, barista, or hotel professional — we help connect you directly with hospitality employers. No Middlemen. No Scams. Just Hospitality Careers. Follow Hireahotelier for: 📌 Hotel & restaurant jobs 📌 Hospitality career tips 📌 GCC opportunities 📌 Interview guidance #Hireahotelier #HospitalityJobs #HotelJobs #HospitalityCareers #HotelRecruitment #GCCJobs #HotelLife #ChefJobs #HousekeepingJobs #HospitalityIndustry

Can we do away with such walk-in interviews, especially by hotels? Specify how many positions were vacant, so reasonable number of poeple who are qualified will apply. Such announcements and interviews attracts jobless poeple with different expertise to turn up in thousands with a hope to secure a vacant position, but unfortunately only few are selected.

Bartender: +7.52%. Baker: +5.95%. Receptionist: +5.17%. These numbers are not temporary, neither small. The departments seeing the strongest wage growth right now are exactly the ones experiencing structural talent shortages. Properties are competing for skilled people, and the compensation reflects that. International experience in these departments does builds your leverage. Full article: https://bit.ly/4d8IgOP

Whitbread is cutting 3,800 roles at Premier Inn. That's a lot of experienced, hotel-trained hospitality staff who are suddenly available. And if you run a venue, a catering operation, or manage a team that's been short-staffed for months, the next few weeks are worth paying attention to. Here's the thing. When a redundancy programme this size hits, there's a brief moment before those workers either find new jobs, leave the industry, or get picked up by competitors. That window is usually short. The staff coming out of Premier Inn aren't entry-level. They've worked in structured, high-volume environments. They understand brand standards, service expectations, and how to operate under pressure. That's not nothing. If you've been struggling to find reliable, experienced people - whether that's front of house, kitchen, housekeeping, or supervisory level - now is a good time to be actively recruiting rather than waiting for CVs to land in your inbox. The operators who move quickly will get first pick. The ones who wait will find the pool's already gone. If you want to talk about short-term cover or longer-term staffing while you recruit, I'm around. No pressure, just a conversation.

One thing I’ve learned in hospitality is that interviews are not only about experience — they are about perspective, adaptability, and the story behind your journey. When interviewers see multiple properties or shorter roles on a resume, the first question is usually: “Why did you switch so often?” My answer is always honest and confident. I started my hospitality career from the ground level, working in housekeeping and operational support roles. Instead of limiting myself to one department, I chose to learn every aspect of hotel operations — housekeeping, front desk, night audit, guest services, quality assurance, maintenance coordination, and leadership responsibilities. Every property gave me a different learning opportunity: • Marriott taught me discipline in room standards and guest readiness. • Best Western strengthened my teamwork and operational support skills. • Comfort Inn helped me understand housekeeping leadership and inspections. • Hilton gave me exposure to front office operations, MOD responsibilities, brand standards, and elevated guest experience. So while some positions were shorter, the learning was intensive. Today, I can confidently walk into an interview and speak not only about theory, but about real operational experience from multiple perspectives inside a hotel. My biggest strength is adaptability. I understand what happens behind the scenes, how departments connect, and how teamwork creates exceptional guest experiences. Experience is not only measured by time spent in one place. Sometimes it’s measured by how much you were willing to learn in every role you accepted. And deep inside, I know: If I hadn’t taken those opportunities, I wouldn’t even be sitting confidently in many interviews. Still learning. Still growing. Still grateful for the journey. #Hospitality #HotelManagement #GuestExperience #Hilton #Leadership #CareerGrowth #HospitalityIndustry #FrontOffice #Housekeeping #CustomerService #GuestServices #HotelOperations #Teamwork #ProfessionalGrowth #InterviewPreparation #CareerJourney #HospitalityCareers #ServiceExcellence #Hotels #OperationsManagement.

Food for thought: I really believe that the Hotel industry needs to move away from one manager, managing one property. I believe by experience as long as you have a manager on duty at all times this would help streamline a lot of new policies and initiatives from the brands. This is especially useful with the dire need for managers that are devoted to this industry. A lot of issues that I faced now when I hire managers is the understanding that this is a 24/7 business so that means you may be needed at any point of the day and night. This is also a very good thing for Hotel owners that own multiple properties so that way when you find a keeper, you can implement that keeper at other locations.

The 𝗵𝗼𝘀𝗽𝗶𝘁𝗮𝗹𝗶𝘁𝘆 𝗵𝗶𝗿𝗶𝗻𝗴 𝗺𝗮𝗿𝗸𝗲𝘁 has changed dramatically over the last couple of weeks. One thing we are seeing very clearly right now: Companies are no longer hiring 𝗷𝗼𝗯 𝗷𝘂𝗺𝗽𝗲𝗿𝘀. Just a few months ago, almost everybody got hired. Hotels were busy, venues were packed, and many companies simply needed 𝘀𝘁𝗮𝗳𝗳 𝗼𝗻 𝘁𝗵𝗲 𝗳𝗹𝗼𝗼𝗿 as fast as possible. Today, the situation is completely different. 𝗕𝘂𝗱𝗴𝗲𝘁𝘀 𝗮𝗿𝗲 𝘁𝗶𝗴𝗵𝘁𝗲𝗿. Hiring is slower. And employers are thinking much more 𝗹𝗼𝗻𝗴 𝘁𝗲𝗿𝗺 again. From what we are currently seeing across the market, many 𝗵𝗶𝗿𝗶𝗻𝗴 𝗺𝗮𝗻𝗮𝗴𝗲𝗿𝘀 are no longer asking first: “Can this person do the job?” The first question has become: “𝗪𝗶𝗹𝗹 𝘁𝗵𝗶𝘀 𝗽𝗲𝗿𝘀𝗼𝗻 𝘀𝘁𝗶𝗹𝗹 𝗯𝗲 𝘄𝗶𝘁𝗵 𝘂𝘀 𝗯𝘆 𝘁𝗵𝗲 𝗲𝗻𝗱 𝗼𝗳 𝘁𝗵𝗲 𝘆𝗲𝗮𝗿?” And this applies to everybody: waiters, hostesses, bartenders, chefs, restaurant managers, and hotel managers. The reality is: If your 𝗖𝗩 shows you leave every 𝟲 𝗺𝗼𝗻𝘁𝗵𝘀, many companies now see this as a 𝗺𝗮𝗷𝗼𝗿 𝗿𝗶𝘀𝗸. Because nobody wants to restart the 𝗵𝗶𝗿𝗶𝗻𝗴 𝗽𝗿𝗼𝗰𝗲𝘀𝘀 again after a few months. Your career is not a 𝘀𝗵𝗼𝗿𝘁 𝘁𝗲𝗿𝗺 𝗴𝗮𝗺𝗲. Sometimes staying at least 𝗼𝗻𝗲 𝘆𝗲𝗮𝗿 with the right company can completely change how employers see your profile in the future. What are you currently seeing in the market? #HospitalityIndustry #MarketTrends #HospitalityCareers #JobMarket #RecruitmentReality #HospitalityLife #CareerAdvice #IndustryInsights #HiringTrends #StaffFinder