Category: Blog

Tackling the Chef Crisis Series: Eileen Langan Rizvi

Posted on | by Aisling Rafferty

In our new blog series, our expert Hospitality Recruitment Consultants give their views on the Chef crisis and what they think needs to be done to solve the issue. First up, Eileen Langan Rizvi explains the need to promote hospitality as a great industry to work in….

The Chef crisis is not new, but have you seen the problem change and/or get worse in recent years?

Yes, the problem is definitely getting worse. Over the past number of years, I’ve seen commis chefs jump ahead of their qualifications to Chef de Partie/ Sous Chef in an effort by many businesses to fill gaps in their staffing. A lot of Irish chefs left the hospitality industry during the Celtic Tiger. With the economic crash, I had hoped Irish chefs would return to the industry but that hasn’t happened. Many have found a better work/life balance and no longer want to work in an industry where it is the norm to work excessive hours and every weekend for low pay. Current chefs working in restaurants, bars and hotels are seeing the lifestyle enjoyed by friends and family outside of the industry and are being inspired to move away from a career in hospitality. Others are aware of the shortage and wondering why this isn’t being reflected in their salaries.

What, in your opinion, is the main cause of chef shortage?

In my opinion, the lack of work/life balance is causing chefs to leave the industry and deterring young people from pursuing a career as a chef. The hours chefs are required to work are excessive and particularly demoralising for chefs on salary when they do the maths and realise what they are being paid per hour. Split shifts were abolished a number of years ago and this was a step in the right direction, but now chefs are working straight shifts 12+hrs instead of splits. Chefs are realising the importance of a work/life balance and are less willing to give up spending time with family to spend EVERY weekend and Bank Holiday working.

Another issue is the lack of a training Cert Course. When this was available, it provided a way into the industry for many young people and provided kitchens with eager to learn commis chefs.

Is the problem industry-wide or worse depending on location?

Through talking to my clients every day, I’m definitely seeing the problem is worse in rural areas, outside large towns and cities with bigger populations

What in your opinion is the solution to the problem?

Training Programs like Cert or proper apprentice programmes need to be introduced and promoted. These will promote hospitality as a career choice and provide a way into the industry for young people who have an interest in pursuing a career as a chef. They will also provide businesses with the opportunity to take young talent under their wing and train young chefs to become a vital part of their business.

I also think working hours need to be looked at by both employers and the wider industry. There needs to be a conscious effort to make a career as a chef more attractive by allowing chefs to have a better lifestyle.

Where should this solution come from?

The Government need to introduce a recognised apprentice program and encourage employers to take on young people as apprentices or on work placements. Providing training for young people at the start of their careers will encourage them to pursue a career as a chef by seeing all the benefits and opportunities that come with working in a kitchen.

Do you think that there is a lack of incentives to work in the industry? What can be done to attract people to careers in the industry?

Again, there needs to be a conscious effort made to achieve a better work/life balance. The very real image of chefs working 12+ hour shift and every weekend and Bank Holiday is making the industry an unattractive place to work and turning people off pursuing a career as a chef.

Manual Handling

Why Manual Handling is a Must

Posted on | by Aisling Rafferty

Manual Handling is a key part of any workplace but particularly within retail where heavy lifting and lugging can be an everyday occurrence. If not trained and applied properly, poor manual handling can result in serious injuries for employees and massive costs for employers.

Not only is it best practice but manual handling is a legal obligation. Employers must ensure all their staff (regardless of role) have received manual handling training along with refresher course every three years or if there is a major change in the working environment.

According to the Health and Safety Authority (HSA) over one-third of accidents that take place in Irish workplaces are as a result of incorrect manual handling procedures. The large majority of these accidents result in back injuries, followed by hands, arms and feet. Many of these injuries can be chronic or long-term resulting in further suffering for employees and increased financial strain on employers. Correct Manual Handling training and procedures can go a long way to reducing or avoiding these accidents.

Employees

Manual Handling instils good habits in employees, ensuring they know the principles of safe lifting and the proper technique to use when lifting a wide variety of loads. It equips participants with the skills and know-how to assess whether a load is safe to carry. Correct manual handling training also educates participants about the spine and how easily back injuries can happen which is helpful not only in their working lives but also for their personal well-being.

Employers

There has been significant media coverage in recent years about Ireland’s supposed compensation culture and the rising insurance costs for businesses as a result. Businesses need to be wary

Insurance costs for retailers have been steadily increasing in recent years. Along with upcoming minimum wage increases and spiralling commercial rates, businesses can’t afford the extra financial burden of rising insurance, particularly when they can be avoided easily by employing proper Manual Handling training and procedures.

It is important that employers ensure all employees training is up to date and recorded. For employers to have fulfilled their legal requirement, employees must have completed training and be able to demonstrate a complete understating of safe lifting principles.

Excel Recruitment operate Futureproof training which offers certified Manual Handling training. To learn more about individual or group training email info@futureprooftraining.ie or call (01)8717 676

Nikki Murran, Excel Recruitment's Director of Grocery Retail Recruitment

Excel’s Nikki Murran- ‘Booze curtains’ too big a burden for retailers

Posted on | by Aisling Rafferty

The Public Health (Alcohol) Bill has been a source of concern and unease for the retailers I meet and speak with every day, since its introduction to the Daíl in 2015. It has been an ongoing topic in the industry so I wanted to share my views.

It hit headlines again last week when Taoiseach Leo Varadkar reaffirmed his commitment to it, saying he is determined for the controversial bill (currently sitting in the Seanad) to become law before the end of the year. The Bill will see the introduction of minimum unit pricing on alcohol and will require alcohol to be separated from other products in shops behind so-called ‘booze curtains’.

At Excel Recruitment, we work with retailers across the country of all different sizes. All are operated by people who work daily to make a positive impact on their customers and wider communities. All are vitally important within their communities, not only because of their products but also through providing jobs, sponsoring community events and keeping town centres, large and small, alive and buzzing. Forcing these businesses to implement ‘booze curtains’ will place even more of a burden on people who are already battling the unknowns of Brexit as well as the ever increasing commercial rates.

Retailers are not arguing against a policy that improves public health, the opposition comes from the very real concern that these measures will not result in any actual improvements in the drinking behaviours of the small few at which they are targeted, but instead will force unreasonable costs and time investments on already overburdened retailers across the country.

The cost of these booze curtains’ may be the breaking point for some small or independent stores – and for something that holds no value to them or their customer. It is likely to move the alcohol sales across the country to the larger multinationals and Off-Licence stores – leaving the convenience sector with a drop in sales, a bill to foot for the ‘curtains’ and a hefty off-licence fee still to pay annually.

All the retailers we come into contact with, treat their responsibility when it comes to the sale of alcohol with the utmost seriousness. The solution to Ireland’s alcohol issue is not placing further pressure on people trying to earn a living and provide employment but in education from a young age and in encouraging a change in attitudes.

Retail is the country’s largest private sector employer and employs people in every town and village in Ireland. These jobs must be protected and retailers need to be given the support and resources to sustain, build and grow their businesses not left to fend for themselves against confused and confusing legislation.

 

 

VAT 9%

Excel Recruitment supports keep VAT at 9%

Posted on | by Aisling Rafferty

Ireland’s 9% VAT rate for the hospitality industry entered the news again this month as arguments in favour of scrapping the 9 per cent rate circulating around the Department of Finance ahead of the upcoming Budget.

Excel Recruitment work with and on behalf of some of the most well-known and best-loved names in hospitality nationwide and have always been a huge advocate of a 9% rate for the hospitality industry. It is crucial that these companies continue to be supported in their work, providing jobs throughout the country and contributing massively to one of the country’s most important sectors. The rate was one of the few saving graces for hard-pressed hotel and restaurant operators during the recession. Despite being out of the recession, the hospitality industry still faces many challenges including spiralling commercial rates and the uncertainty of Brexit. Add to this the incoming increase in minimum wage in January, which will further increase costs to businesses’ and the growing trend of rising rates in order to retain talent amid a continuing chef crisis. Some parts of the sector are now experiencing improved trading conditions in line with the economic recovery but this is not universal and many businesses are still under significant pressure.

In terms of tourism, the 9% rate is crucial for Ireland to remain a desirable destination and competitive within Europe. Chief Executive of the Restaurants Association of Ireland (RAI), Adrian Cummins, said “Seventeen out of 19 Eurozone countries have a VAT rate of below 10%. A 9% VAT rate in Ireland is not only the correct rate for our country, but it is also in line with the rest of Europe. We need this VAT rate particularly now as Brexit negotiations begin, to remain competitive”.

Minister for Finance Paschal Donohue has signalled the rate will stay (Irish Times, July 2017) but nothing is official until the budget is announced in October. Until then those that work in, for and with the hospitality must be vocal about its importance and its need to stay.

While increasing the VAT rate may provide a short-term injection of cash to the Exchequer, piling additional bills on to already pressured businesses’. It would have serious negative effects on many businesses’ ability to operate and will lead to the loss of jobs and the closure of many quality hospitality operations all over the country. The VAT rate has enabled Ireland’s hospitality industry to do fantastic things – attracting more tourists, grow across the country and employ thousands of people. For all these reasons and so much more, keeping VAT at 9% is an absolute must.

Barry Whelan Excel Recruitment

Questions you should ask in an interview by CEO of Excel Recruitment Barry Whelan

Posted on | by Aisling Rafferty

With the unemployment rate currently at 6.3% and predicted to fall even lower (RTÉ, July 2017), it’s truly a candidate’s market when it comes to looking for jobs. With this in mind, the questions you ask a potential employer in your interview become even more important to ensure you’re not wasting your time, or the interviewer’s. CEO of Excel Recruitment, Barry Whelan shares his top tips on the questions you should ask your interviewer….

Often candidates going for an interview find it difficult to ask questions of the employer- they agonize over a question to ask and either don’t ask one or ask something irrelevant. In today’s job market it is crucial when at interview to engage with the prospective employer and the only way to do that is to ask questions during the job interview.

At most interviews, you will be invited to ask questions of your interviewer. This is an important opportunity for you to learn more about the employer, and for the interviewer to further evaluate you as a job candidate. It requires some advance preparation on your part.

A job interview is an opportunity for you to learn more about a potential employer. Indeed, what you learn from an interview may determine whether or not you want the job you’re interviewing for.

Here are some guidelines for asking questions:

  • Prepare five good questions.
  • Understand that you may not have time to ask them all. Ask questions concerning the job, the company, and the industry
  • Your questions should indicate your interest in these subjects and that you have read and thought about them.

Don’t ask questions that raise warning flags- For example, asking “Would I really have to work weekends?” implies that you are not available for weekend assignments. If you are available, rephrase your question. Also, avoid initiating questions about compensation (pay, vacations, etc.) or education reimbursements. You might seem more interested in cash or time-off than the actual job.

Don’t ask questions about only one topic- People who ask about only one topic are often perceived as one dimensional.

Clarify- It’s OK to ask a question to clarify something the interviewer said. Just make sure you are listening. Asking someone to clarify a specific point makes sense. Asking someone to re-explain an entire subject gives the impression that you have problems listening or comprehending. For example, you can preface a clarifying question by saying: “You mentioned that ABC Company does …. Can you tell me how that works in practice?”

Questions to Ask During a Job Interview

The following are examples of the types of questions you might ask at your job interview-

“Can you describe for me what a work week is really like as a salesperson?”

“What career paths have others generally followed after completing the program?”

“What is a typical day (assignment) [for a position you are applying for] in your company?”

“Does the position offer exposure to other facets of your organization?”

“What other positions and/or departments will I interact with most?”

“To whom does this position report?”

“How much decision-making authority and autonomy are given to new employees?”

“How will my performance be evaluated and how often?”

“What are the opportunities for advancement?”

“Does your organization encourage its employees to pursue additional education?”

“How would you describe the organization’s culture/environment?”

“What makes your organization different from its competitors?”

“What industry-wide trends are likely to affect your organization’s strengths and weaknesses?”

Asking Questions shows an interest and engages the interviewer. It is an important part of the interview process and you shouldn’t try to wing it on the day. Most importantly, ask the questions you want to know the answer to and will help determine whether this is the job for you. Good luck!

Brexit

Brexit Benefits for the Irish Hospitality Industry

Posted on | by Aisling Rafferty

And how Excel Recruitment are insuring we’re ahead of the curve..

By Excel Recruitment’s General Manager Shane McLave

Brexit and its many possibilities and uncertainties has been one of the main topics of conversation for Irish businesses’ since the ‘Leave’ campaign’s win last June. While it’s still unclear what exactly Brexit will look like, Excel Recruitment have already begun taking steps to capitalise on its potential.

Brexit is undoubtedly going to have a massive effect on Ireland. It’s impact is already being felt on our tourism and hospitality trade with visitor numbers from the UK falling this year on the back of weak sterling. However, Britain’s exit may well turn out to be a good thing with Tourism Ireland getting creative and pursuing new markets in North America, Australia and Asia. This hard work is already paying off with visitor numbers from North America up 23%, followed by Australia, up 16%.

In recruitment terms, Ireland has the potential to become a seriously attractive location for both employers and employees. Huge media attention has been given to the chaos Brexit will cause the British hospitality industry with both the British Hospitality Association and Pret a Manger earlier this year, saying it would take 10 years to replace EU hospitality staff after Brexit. (The Guardian, March 17) The number of nurses from other EU countries applying to work in English hospitals has fallen by 96% since the referendum. (The Guardian, March 17) At the risk of being unneighbourly, Britain’s loss could stand to be Ireland’s gain. Young EU nationals eager to travel and gain experience in an English speaking country may now look to Ireland, where the future concerning visas (the cost of which alone will act as a deterrent), working rights and travel are clear cut, to expand their horizons. Not knowing what Brexit will look like may also encourage top Irish talent to stay at home and build their careers here.

The same need for consistency also exists within international businesses based in the U.K. Many keen to maintain close ties with Europe and avoid the red tape and uncertainty of whatever Brexit will be, may begin to look to Ireland as a place to set up operations. By setting up camp in Ireland, multi-national companies’ gain an English speaking workforce with a similar outlook, culture, laws and way of doing things while still benefiting from everything that comes with working within the EU. Ireland is 15 times smaller than Britain so it goes without saying gaining even a fraction of this FDI would make a massive difference.

Indeed, many corporations have already made the move. At least a dozen London city banks have already begun the process of moving some of their operations to Dublin with JP Morgan building a 22-storey tower on the south of the river Liffey and adding to their 500 employees here. (The Irish Times, July 17) This can only be a good thing for the Irish economy with more jobs, more people and more opportunities.

Excel Recruitment have continued to be proactive and stay ahead of the curve. We have actively begun recruiting within the UK and beyond. In recent months, we have placed a number of quality candidates from the UK in roles with our clients and we have seen our database of UK candidates increase dramatically. These candidates come from all sections and levels of the hospitality industry and are all looking to make a move into Ireland and begin working with our top-class clients.

Retail Excellence Ireland call for Government to introduce policies to protect retailers from Brexit

Posted on | by Aisling Rafferty

Retail Excellence Ireland call for Government to introduce policies to protect retailers from Brexit, including 3% cut in VAT

Retail Excellence Ireland has called on the Government to cut VAT by 3% in the next Budget. The retail lobby group, has said Ireland’s ‘regressive’ VAT rate of 23% should be reduced to safeguard Irish retailers from the effects of Brexit. The lobby group said the 23% rate should be cut in “in one fell swoop”. Retail Excellence have previously called for a reduction in the charge but in their latest submission say any incremental reduction would have minimal effect on consumer spending.

The submission from the group including a number of measures the group feel are necessary for the government to introducing in an effort to help retailers including-

  • Immediate and emergency legislation to immediately tackle rising insurance costs
  • The introduction of a business focused bank, similar to the UK’s Metro Bank. Half of Metro Bank’s balance sheet lending is targeted at SMEs.
  • Training and financial support for businesses to set up and grow their online presence and eCommerce capabilities
  • Increased Garda presence and resources to tackle retail crime
  • A renewed focus and energy on regional town and village renewal schemes
  • Prioritise infrastructural development to encourage more FDI

The group also call on the Government to intervene on the issue of spiralling rents faced by retailers with the abolition of all upward only rent review clauses to allow all commercial tenants to pay market rents. The group say this would support many retailers who are suffering penal and unsustainable rents due to upward only leases.

In their submission, Retail Ireland Excellence pointed to the importance of retail to the Irish economy. Irish retailers operate some 45,000 businesses and directly employ some 282,000 employees.

“As a direct consequence of retail activity, €5.7 billion is contributed to the exchequer on an annual basis. Therefore, the significant of retail must not be underestimated,” said Lorraine Higgins, a spokeswoman for the organisation.

Tips for Senior Level Job Interviews

Posted on | by Aisling Rafferty

Job interviews can be nerve wracking at all levels, but interviews for senior management jobs can be particularly challenging, often requiring a deeper level of insight and preparation. Here at Excel Recruitment, our consultants interview candidates for senior positions right up to CEO every day and understand fully exactly what our clients are looking for. Below are some of our consultants’ top tips to succeed.

Don’t rest on your experience

When it comes to interviewing for senior positions, it won’t be enough to just take the interviewer through your experience and skills. You should leave the interviewer with no doubt about what you can add to the company you’re applying for. Outline your plan for yourself and the business when you get the job and the positive contribution you would make, whether that taking steps to fix a current problem, troubleshoot against a future one or simply improve on what the business is already doing well. Which leads us nicely to our next tip……

Do your research really, really well

‘Research the company’ is one of the most obvious, and important, interview tips around and for good reason. But the higher up the food chain you go, the more prep is required. Knowing the basics won’t land you a senior management job, you will have to delve further into the business’ goals, culture, strengths and weaknesses. Then when you’re in the interview, use this knowledge to your advantage by explaining how you and your skills will fit into and improve the business. You should also be aware of recent news stories, successful campaigns, annual reports and what their competitors are doing.

Personality

Chances are, if you’ve been invited to interview for a significant senior position the hiring manager has already deemed your experience suitable for the role. Often the purpose of the interview is not to discuss what you did, but how you did it. The personality fit is a crucial part of the success/failure of any new hire and one companies’ will but the time and effort into getting right. Get your personality across and build a rapport with your interviewer, getting across to them how well you get on with people and how this helps you manage people.

Know what you want

Before you even get to the interview stage, have it clear it your own head why you want the job. A job interviewer will want to know that you’re passionate about the company and their work and that you really want the job. Be prepared to discuss your ambitions and goals, along with your reasons for wanting a move. Think about why this company in particular would be a good fit for you, and you for them, and get these reasons across to your potential employer. Be clear on these before you go, and when you get there, be sure to ask questions as well as answer them.

Remember it’s an interview

Even if you’re a fantastic candidate with tonnes of experience, loads of awards and a stellar reputation in your field, this is still a job interview and you still need to sell yourself as the best candidate to the job. Rather than regurgitating broad, bland platitudes about your achievements, be prepared with a couple of real-life examples of your successes in previous roles e.g. “In my previous role, we had a problem with X, so I decided to do X and as a result X was improved and the issue was resolved.”

And finally, no matter how casual the interview setting or how senior a candidate you are remember the basics- dress well, be on time, and be nice to everyone you meet there. Follow all our above steps, and you’ll be one step closer to your dream job.

What to Wear to a Job Interview

Posted on | by Aisling Rafferty

For many people, it can seem old fashioned or overly corporate to talk about ‘appropriate’ interview attire. Many workplaces have adopted casual dress codes and the lines between semi-casual/business casual/work-wear are continually being blurred. However, no matter what the dress code of the company you’re interviewing with, how you look in the job interview can have a huge impact on your success. At minimum you should be smart-casual and there are certain unwritten rules about dressing for job interviews. Below are Excel Recruitment’s tips on how to dress for success.

Show that you want to be there

Our consultants love when they’re sending candidates out for interview and the candidate asks what they should wear. It shows they are serious about wanting the job and are willing to put thought and effort into making the best first impression possible! Turning up looking scruffy, dishevelled or overly casual sends a message to the interviewer that you don’t care enough about the job or were just too lazy to put the effort in.

Often looking good is just a by-product of putting the effort in, appearance-wise. Ensuring you’re well-presented means that you, and the interviewer, can focus on what you have to say rather than what you look like.

Play it safe

A huge part of your interview preparation should be researching the company, looking up their website and social media, talking to people you know there or asking your recruitment consultant for info. From this, you should be able to get a decent understanding of the company’s culture and what you should be wearing. An interview outfit for an accountant job will be very different to one for a fashion retail job. If you’re in doubt, it’s always better to play it safe and go more dressy than casual. No matter what the company, at minimum you should be dressed smart-casual.

On the theme of playing it safe, be careful of your accessories. No loud or jangly jewellery or flashy or comedic ties. You should always aim to look professional and put together.

Keep it clean

For jobs like butchers, deli staff, chefs or any job where hygiene and cleanliness are paramount make sure you bring this same attention to hygiene to your interview day. Make sure hair is neatly styled and out of your face, nails are clean and trimmed and your general appearance is neat and well-groomed. On the reverse, avoid too much perfume or aftershave. As with the previous point, the aim is to ensure the interviewer is focusing on what you say, not what you look/ smell like.

Pay attention to the details

Doing the small things right will go a long way towards looking your best, and your potential employer will be impressed that you notice that you’re detail orientated. Things like shining your shoes, ensuring your clothes are clean, ironed and fit you well don’t have to take a lot of time but can make a huge difference to your overall presentation.

Finally, when it comes to job interviews, your experience and personality are the most important and are what will get you the job. However, it is important to start off on the right foot and do everything you can to leave a lasting, positive impression.

Advice for Employers: How to Conduct an Interview

Posted on | by Aisling Rafferty

A new hire is one of the most significant business decisions you can make and a face to face interview is hands down the best way to decide on the right candidate but are you making the most of it? We take you through the best questions to ask a potential employee to gain the most knowledge possible about the person behind the CV.

We at Excel do the leg work in terms of finding exceptional candidates that have the right experience, qualifications and skills match your specifications and we ensure the candidates we present to you are the best of the best but ultimately, the final decision is yours.

By the time you’ve decided to interview someone we, and you, will have screened their CV thoroughly and decided that their experience and qualifications are suitable for the role, but is their personality and style? You know best the type of person that would be the most successful fit in your business.

The best interview questions tell you about the person rather than the CV and gain an insight into the candidate’s personality, strengths, weaknesses, skills and abilities. The most successful questions benefit the candidate and give them opportunity to speak to details that might not fit on a standard CV.

Tell me about yourself.

This question is probably the most obvious on the list, but with good reason. This question is a great way to start your interview and put your candidate at ease, as they will obviously know a lot about themselves. It gives you an opportunity to see their communication skills, confidence and personality from the get go.

From everything you’ve learned about this role, me and the company, tell me how you feel you could contribute to the business?

This question sorts out those that are serious about the role from those just chancing their arm. Those who have really prepared and want to work with you will be delighted to have a chance to show it. Those who don’t really want the job or those who are simply too lazy to Google you will either try and bluff and fail or falter completely.

Describe a time when something went wrong at work and how you dealt with it.

This question is ideal for learning about how your potential hire will handle the pressures of life and conflict in your office. The candidates answer will demonstrate their interpersonal and problem solving skills and help you determine whether they would fit well into the culture of your business.

Why should we hire you?

As we said earlier by the time you meet a candidate for interview, we at Excel have already established that on paper, they are right for the job but this question can help you hugely when deciding if they’re right for your business. Realistically you’re interviewing a number of candidates, all with similar qualifications. This question asks the candidates to define what sets them apart from the rest. An interviewee who does a great job explaining how her unique experience, education, industry credentials, and personal interests will power your business will do the same thing for your company once hired.

How would your boss/ coworkers describe you?

This question essentially ask what are your greatest strengths/weaknesses in a way that can cause interviewees to be more reflective in their answer. A good candidate will know there is no point in spoofing and will use real-life examples or quotes from their boss/ performance reviews that reflect the attributes they’ve already mentioned in the interview.

What kind of manager and colleagues have you had the most and least success with, and why?

This is a great question to ascertain the personality type of the candidate sitting in front of you. By asking this you’ll be able to figure out how they work best, and whether this fits in with how your team works best, or whether they seem to have a lot of conflicts with people or personality types.