Chef walking down a hallway

For the inaugural Must Reads, we’re diving into two of the most important and affecting topics within the catering and hospitality industries: staffing and Brexit.

For those staffing restaurants, needing chefs for their kitchens, and those needing management for hotels, among others, the consequences of Brexit on staffing seem set in stone. Finding enough people to fill roles has been a struggle for a number of years, which is encouraging brands and individuals to think outside the box, to look at untapped groups and come up with viable ways to get staff in.

We’ve selected three pieces that offer different strategies being used for staffing in the hospitality and catering industries.

Hiring parents returning to work

Travelodge has announced a post Brexit recruitment strategy focused on attracting more staff by turning to parents returning to work. Traditionally, a parent returning to work can be difficult, either because they don’t have an agreed role to return to, or because they have been out of their sector for “too many years”. This can mean that these parents get passed over for cheaper, younger staff.

In a post-Brexit world, Travelodge is ready to make their roles attractive to a significant number of potential new team members. But will you be? Read about how the company plans to incentivise new employees and manage the difficult times ahead.

Employing ex-offenders

Photo Credit: The Caterer

In No bars to entry: helping ex-offenders back to work, Emma Lake dives into the work of charities who are hiring ex-offenders into the world of work, namely in catering. Brexit has meant that many workers from overseas are leaving the UK, often leaving catering and hospitality jobs. Ex-offenders are a highly neglected group of capable workers in need of a second chance.

In this article you can read about how businesses are already employing ex-offenders, how they are doing it and to what degree they make up their workforces. Considering all options in this climate of staff shortages means looking at those who are willing and capable, but whom you might previously have passed over.

Don’t just work for yourself, work by yourself

Possibly the biggest curveball when it comes to fixing a staffing problem, why not be your only employee? It seems the gig economy has reached the catering sector. Chefs are finding success by working alone. Literally. They greet, serve, cook and clean. It’s a daring idea and most certainly not for everyone, but it could be the right step for some businesses.

If nothing else, this article will open you up to considering if scaling down is right for you. Expansion is the bigger money maker, but it is also riskier. You, and your staff, might be happier and more successful by ditching the traditional businesses models.

How are you getting employees in?

There are lots of conventional routes to attracting new employees, along with new methods and alternatives that make your overheads more affordable. How Brexit shapes all this, only time will tell – Stay up to date with our article on How To Prepare For Brexit As a Food Business.

In the meantime, we’d love to know more about how you are dealing with staff shortages, or if you aren’t, how are you doing it?

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