STAFF SHORTAGES
Putting people first
Whether it’s recruitment or retention, taking care of your team is imperative. PRESSURE POINTS There’s no escaping the issue of staff shortages in the hospitality sector. Data from the Office for National Statistics says the level of vacancies is still 48% higher than prepandemic levels. According to the CGA Business Confidence Survey of 200 senior executives from across the industry, one in six jobs are currently vacant and 96% of business leaders are seeing staff shortages for some roles. Two key factors were Covid-19, with many staff jumping ship to other sectors; and Brexit, with a previous reliance on EU nationals to fulfil certain roles. Additionally, many members of the workforce have new expectations, following years of home-working and public health measures. “The labour market has been tight, with the added pressure of having many employers locally, looking for similar skills and experience from within the surrounding areas,” said Heather Middlehurst, head of people at Stateside Foods. “Because of this, we have worked hard to attract talent and be the employer of choice for people in our community. “Over several years, we have always looked ahead and built strong relationships with schools and colleges to raise awareness of the food manufacturing sector and, in particular, Stateside Foods – and the opportunities we can offer to young people looking to start their careers. This is particularly important for us as an ‘own brand supplier’, as we are competing with well-known brands for new talent.” 40 P&P_Dec23_219_p40-41_Staff_G AB.indd 40
THE PERFECT FIT Recruitment and retention are key areas. Futura Foods is a Mediterranean dairy specialist – and finding the right people is imperative. “I always use respected recruitment consultants that have a reputation for scouting out the best, aligned candidates with our business,” said Nicky Hughes, technical and quality director at Futura Foods. “I work alongside the recruiter and put as much energy into that process as I do the interview. They have to understand our culture to ensure the best match. “As supplying great food is integral to our business, I often interview with an additional taste panel. This gives a transparent insight into the candidate’s interest in the industry – and can spark off interesting channels of expertise, while seeing how they communicate in food language,” said Hughes. ONGOING PROJECT Once that new recruit is on-board, it’s essential to give them all the skills required to succeed. “Employees receive the highest quality of training possible,” continued Hughes. “Breaking out from the norm, we use suppliers as part of our training to really get under the skin of food safety issues. Training needs to be meaningful and refreshed – customer conferences are a great way of knitting the customer with supplier needs. “Keeping staff trained and happy is imperative, as part of Futura’s culture of individuals. Being the best they can be, while representing Futura as a respectful and trusted customer.” www.pizzapastamagazine.co.uk 13/12/2023 12:53