Are Tasting Days the New Trial Shift? What’s Changing in Chef Hiring Practices
Trial shifts have long been a staple of hospitality hiring — a no-nonsense way to see if a chef can talk the talk and walk the pass. But in a post-pandemic, candidate-driven market, things are starting to change.
From legal scrutiny to shifting candidate expectations, traditional trial shifts are facing the heat. And in their place, a new trend is emerging: tasting days — where the tables are turning, quite literally.
The Problem with Trial Shifts
For years, the trial shift has been a rite of passage for chefs — step into an unfamiliar kitchen, prove your worth, and maybe walk away with a job. But the practice has come under increasing scrutiny, and not without reason.
Unpaid labour: Many trial shifts are unpaid, raising ethical and legal questions around fair compensation.
Candidate fatigue: In a tight labour market, skilled chefs have options. Expecting them to give up their time (for free) is no longer a given.
Limited insight: A single busy service doesn’t always showcase a chef’s creativity, leadership or long-term potential.
Enter the Tasting Day
Rather than dropping candidates into the deep end of a Friday night service, some employers are now opting for tasting days. These more curated, collaborative experiences are designed not just to test skills, but to attract candidates too.
Here’s how they work:
Candidates are invited in during quieter hours (or even on closed days).
They’re asked to prepare 2–3 dishes that reflect their style.
The session often includes a sit-down with the head chef or owner to discuss their approach, background, and ambitions.
It’s less about surviving the line, and more about starting a conversation.
Why Employers Are Making the Shift
It’s a two-way street: Tasting days treat chefs as professionals — not labour. They’re given space to shine, but also to decide if the venue is right for them.
Creativity on show: While trial shifts test stamina, tasting days reveal imagination, plating finesse, and ingredient knowledge — the stuff that sets great chefs apart.
Better first impressions: Employers are realising they’re being assessed too. A well-run tasting day shows respect, organisation, and investment in people.
Compliance matters: With increasing pressure to ensure hiring practices are fair (and legal), tasting days help avoid the murky waters of unpaid work.
What This Means for the Hiring Process
This doesn’t mean the trial shift is dead — far from it. In some cases (particularly for senior roles or high-pressure kitchens), observing a chef during service is still invaluable. But what’s clear is that the hiring process is evolving.
Operators are blending formats:
Phone screen → tasting day → short trial
CV review → collaborative menu planning session → informal service observation
And for many, the key shift is mindset. The best chefs aren’t desperate — they’re discerning. Employers need to impress just as much as assess.
Final Thoughts: From Gatekeeping to Showcasing
The old trial shift was often about gatekeeping — prove you can hack it, or you’re out. But today’s approach is more about showcasing — giving chefs a chance to express who they are and what they can bring.
For an industry built on passion, creativity and teamwork, it’s a step in the right direction.
So, next time you’re hiring — ask yourself: Are you testing them? Or are you tasting what’s possible?
