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The landscape is changing and we should embrace it!

Written on 24-May-2017

It seems like almost every day we are reading about another sector facing a skills shortage. Recently, the news was all about ‘more engineers needed’, but we know that there is still a significant skills shortage in our kitchens, with fears only growing as we edge closer to Brexit.

We often talk about the chefs, but in what is fast becoming a candidate driven market, what can employers be doing to respond to the skills shortage in a way that works for them?

In today’s employment market there are five key factors that are impacting our workforce,

 

Ageing workforceAn ageing workforce
The percentage of the population that is 65 years or older is growing. It increased between 1975 and 2015, from 14.1% to 17.8% of the population, and is expected to grow to nearly a quarter of the population by 2045. Source: ON

 

Increase in demand for flexible workingdemand flexible working
A report by the CIPD predicts that flexible working will be the main way of working for 70 per cent of organisations by 2020, and says that employers need to develop flexible policies with staff. Source: CIPD Report

 

millennialsMillennials
There are different motivators for the next generation of our workforce. Factors such as work/life balance and personal development are key motivators for millennials, even more so than financial benefits. Source: Millenials at Work – PwC

 

highest employment ratesHighest ever employment rates
(74.6%*) – so businesses have to be clever at attracting and retaining talent. Source: ONS

 

 

more establishmentsGrowing number of establishments
Britain now has 20.9% more restaurants than it did five years ago, so with less chefs and more venues, attracting and retaining talent is getting more and more competitive. Source: Market Growth Monitor 2017

 

How can employers adapt to the changes we are facing?

First thing, embrace it; it might not be how it was, but it is how it is, so why fight it? Be proactive and embrace the new normal.

Embrace a leaner core workforce. No kitchen can be without a core full time team, but in a sector that fluctuates seasonally, operating a lean core team and using a pool of reliable and talented chefs to dial up and dial down as required, is a real option for many venues.

This will not only enable your core team to feel more engaged, valued and in control of their own kitchen’s needs, but it could also help the bottom line as you’re not paying for additional team members at times when the level of consumer demand does not require it.

So in a world of flexible working, why not start flexible recruiting, and let CJUK help your team to adapt to the changing recruitment landscape.

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