management mistakes

Management Mistakes: Part 2

Posted on | by Editorial Team

Our CEO, Barry Whelan, featured in this month’s issue of ShelfLife magazine discussing the final part of the top management mistakes series. Check out what he had to say below:

Continuing last month’s series on management mistakes, Excel Recruitment’s Barry Whelan outlines 11 more errors managers should avoid in the pursuit of keeping staff members happy, motivated and productive.

When candidates come to Excel Recruitment looking for a new role, we zone in on their ‘reason for leaving’. We want to understand completely why the candidate wants to move job, so that we can find the right new job for them. One of the reasons that comes up consistently in the top five is frustration with a manager or poor management. Here are the second set of the top bad management mistakes that can drive an employee out the door.

For all those managers out there interested in improving their ability to manage others, take heart in the fact that you’re only human. I know I for one have made every single one of these management mistakes at some point or another in my career. Let’s start with another personal favourite of mine!

1) Belittle their team over things, both significant and insignificant:

When a soft deadline is missed, this manager raises it at a staff meeting by throwing their hands up and remarking about how everyone’s incompetence will ensure the closure of the organisation! The dramatic manager who makes mountains out of molehills is a prime example of a bad manager. While a good manager should never ‘lose it’ with the team, they may be forgiven for doing so in a crisis, but not for something insignificant.

2) Passive aggressiveness, reminding the team of the power they hold over them:

This manager does things like often making “jokes” about firing people, then laughs it off, like they want to show their team that they have a great sense of humour, but, at its heart, this behaviour is bullying.

3) Active aggressiveness:

In a team huddle, this manager makes comments such as: “I know you have all performed really well and the business is performing, but we are only as good as last month and if anyone drops the ball, they will know about it.” Using direct threats and fear as motivation does not have a place in modern professional management.

4) Cross personal boundaries:

The risk of crossing personal boundaries arises easily in social occasions involving work. How many employees have woken up the morning after the dreaded office Christmas party with a completely different impression of their manager, who drank too much with the staff or became their pal at the party, before reverting to the previous relationship status come Monday morning as the boss.

5) Physically invade people’s spaces:

No physical contact is permissible anymore. If a member of staff is upset in front of their manager, while human nature might illicit a response like a hug, this is a no-no. A bad manager invades an employee’s space. The employee takes a step back and they take a step forward. An employee asks for personal space, and they don’t give it and stand too close when talking.

6) Delegate autonomy, without meaning it:

They tell you they want you to make the decision. They don’t want to be involved or indeed need to be, because you have the experience, and you are driving this project. They then take your decision, and go and change everything, without bothering to explain why. This is so deflating for staff.

7) Play favourites with team members, and make it obvious:

This manager takes the same team member out for lunch every week; they make a big deal of their birthday, but not others. They play favourites and do not operate in a fair and equitable manner. This causes resentment and a poor team environment.

8) Criticise team members in front of their team:

A critical tool of performance management is to criticise a team member away from their peers. This should be done outside of the process. Criticism should be given one-on-one and should always be constructive. Whilst public humiliation means everyone gets to learn, it is a sure way to make an employee have a browse through job boards.

9) Become defensive at the slightest constructive feedback:

The bad manager asks for feedback in meetings and then bullies and belittles everyone who opens their mouth. Then when people don’t contribute to meetings, they act passive aggressive about it: “I guess no-one has anything to add and we’ll just have to go with my plan.”

10) Multi-task while interacting with others:

This behaviour of a bad manager is very insulting to the team member. Clearing email while in an important conversation or taking calls mid meeting makes team members feel their input is not respected or indeed needed.

11) Take credit for employees’ ideas and work:

No decision is made, or action is taken, that isn’t the idea of the manager. A bad manager will only carry out an idea that they believe is their own. How many managers have you had whereby you had to make them believe an idea was theirs to get it implemented!

If you would like to read the full March 2022 issue of ShelfLife magazine you can do so by clicking here.

Management Mistakes

Management Mistakes: Part 1

Posted on | by Editorial Team

Our CEO, Barry Whelan, featured in this month’s edition of ShelfLife magazine talking about the mistakes managers make. See what he had to say below:

Securing great talent is harder than ever in today’s competitive market, so it is vital management don’t alienate staff by adopting the wrong attitude or techniques.

Here, Excel Recruitment’s Barry Whelan outlines 12 of the top mistakes to avoid:

When candidates come through Excel, looking for a new role, we zone in on their ‘reason for leaving’. We want to understand completely why the candidate wants to move job, so that we can find the right new job for them. One of the reasons that comes up consistently in the top five is frustration with a manager or poor management. Over this month and next, I will be outlining 30 of the top bad management mistakes that drive an employee out the door.

For all those managers out there interested in improving their ability to manage others, take heart in that you’re only human. I know I for one have made every single one of these management mistakes at some point or another in my career. Let’s start with my personal favourite!

1) Be inconsistent and unpredictable:

This manager likes to keep people on their toes by being totally inconsistent in terms of communication (both style and content), expectations, feedback and long-term vision for the organisation. All the employees’ nerves are shot from playing workplace Russian roulette!

2) Move the goalposts:

This manager changes their expectations every time you meet with them. They give out to employees for not meeting the new expectations they have just told them about and for instead wasting all their time trying to meet the expectations they set last month. They look for constant validation!

3) Involve themselves in every decision:

This manager does not let any decision be made without weighing in, no matter how small, and no matter how long it will be before they have time to review the matter. They are hands on…no problem is too small that needs their faultless problem solving!

4) Correct small mistakes to demonstrate how clever they are:

The classic insecure micro manager will review and approve emails or business correspondence, then change their mind over inane word choices. They will randomly ‘correct’ already correct grammar or spelling on documents given to you to sign in pen, ensuring that even once you understand it’s correct, it has to be re-printed!

5) Refuse to give any feedback:

The manager who won’t give any feedback, either positive or negative, ever, but will overreact completely when people fail to correctly understand what they want!

6) Make everyone run on their schedule:

They will be 20 minutes late to every meeting, leave early, and then get angry when a minor decision is made without having their input. They insist on being the final decision maker for every aspect of every project, but then don’t make decisions in a timely manner; instead waiting until the eleventh hour and making everyone scramble to get the work done.

7) Spend time on less important things so that they can ignore more important things:

The manager who insists on doing tasks someone else could do while unmade decisions pile up on their desk to the point of nearly halting anything getting done.

8) Refuse to let people do their jobs, then give out to them for it!

How many times have we met candidates who were hired for a job that they were not allowed to do! I met a graduate the other day who was hired as an accounts assistant but ended up selling products on the showroom floor.

9) Treat people the same, regardless of their experience:

A good manager must adjust to their audience, don’t treat 10+ years experienced employees the same as those with less than one year! This is a sign that the manager does not have the confidence (or experience) to manage experience.

10) Don’t learn new skills or improve existing ones:

This boss feels, why should they learn stuff when they have people to do stuff! They fail to learn even the most elementary technology like email attachments, making their staff do that in addition to their own work.

11) Only communicate the trivial:

This manager can’t deliver big news that is in any way negative. They communicate on small, insignificant things and don’t tell anyone about challenges in the business, changes in process or even positive news.

12) Build a sense of importance by talking about how busy they are all the time:

This manager constantly tells their team how busy they are, how they had to catch up by working all weekend. They have to remind everyone how they are busier and thus work harder than everybody else. Often these are the same people who talk excessively at work.

If you wish to read the full ShelfLife Magazine February 2022 Issue, you can do so by clicking here.

Fashion & Non-Food Retail

Fashion & Non-Food Salary Outlook 2022

Posted on | by Editorial Team

Industry Outlook & Not-For-Profit Organisation’s

After nearly two years of disruption, companies are still adapting to new consumer priorities, and digital is providing a nexus for growth. Nevertheless, the industry faces significant challenges amid the large influx of retail jobs required, but there is not enough candidates around to fill these roles.

Why is this? The speed of recovery across regions is expected to be uneven, and players must stay flexible in the market to attract more candidates to the industry.

There’s several economic factors affecting retail jobs such as

• Two years of minimal new entrants to the retail industry.
• We’re losing a variety of experienced managers who may have lost their jobs, or where stores were temporarily closed. This resulted in people seeking employment in new sectors.
• You can also expect to see the usual losses of managers moving out of retail for various personal reasons.
• We’ve seen a lot of retail fashion managers upskilling since the 2020-2021 closure. This segment of people are now carrying out a variety of online courses and returning to education to gain new knowledge/skills for completely different industries.

On a positive note, we’ve seen many non-profit organisation’s, address their fundraising challenges by pivoting towards digital strategies so they can provide essential resources and funds for their communities. This has helped the industry to see an increase in both sales, customers, and new store openings. The fashion and luxury goods industries have really stepped it up when paying attention to the impact they have on the environment. This is vital for the sector as many people now have a keen interest in sustainability initiatives through upcycling clothes or buying from vintage stores which has created a footfall of new customers. The growth in these sustainable efforts will continue to prosper and we’re all for ‘what’s preloved in your wardrobe, can be reloved in someone else’s wardrobe’.

How To Attract More Talent For Retail?

Employers now need to place more time into writing their job advertisements.

Some tips that will help with this are as follows:

• Clearly outline the role and the responsibilities, but more importantly you will need to highlight the benefits. Be creative with your benefits package.
• Look at the trading hours and ensure a work life balance can be achieved – every second weekend off is one of our favourites.
• Basic salary must be competitive.
• Bonus structure should be clear and achievable with stated KPI’s based on previous years and months.
• Discounts can be broken down into various costs & perks.
• A Pension Scheme is certainly worth looking at and very much appreciated by candidates.
• Healthcare is again very important to people.
• Team Building like creative fun days or events / celebrations are great talking points. Candidates buy into employers & company culture in the same way that employers buy into a candidates fit for a role.
• Maternity Leave is a benefit that we are starting to see more of. This does not have to cover the entire maternity leave, but partial cover is greatly appreciated by all.

Looking Ahead to 2022

Similar to 2021, we’ve seen a lot of challenges particularly around logistics and people. However, the retail industry remains very strong with areas such as DIY, Home and Fashion all recording excellent results. Sports casual and fitness companies will see continued growth, while “green careers” which is tied in with sustainability will remain a huge focus in 2022. All in all, we anticipate a busy year ahead with a huge demand for candidates across this sector.

If you need any assistance, please contact aislinn@excelrecruitment.com. If you are looking for a job in the Fashion & Non-Food retail industry, please see our live jobs here. View the Fashion Non-Food Salary Guide 2022 here.

Chef jobs

The Benefit of First-Hand Chef Experience When Recruiting For Top Talent in The Hospitality Industry

Posted on | by Editorial Team

Excel Recruitment is delighted that our very own Recruitment Consultant, Neil Redmond, will feature in the next edition of the Irish Hospitality Institute’s, Hospitality Network Newsletter. In this feature, Neil talks about his background as a chef and why he decided to make the switch to recruitment. Check out the article below.

Originating from Blanchardstown, Neil Redmond started his culinary career working as a Commis Chef in local restaurants while attending DIT on Cathal Brugha Street.

Neil’s culinary career officially started to take shape post college, where he started working under Dylan McGrath in the opening of the Rustic Stone. Following on from this, in the early 2010’s Dylan McGrath, renowned as a ‘creative genius’ and Michelin starred chef opened Fade Street Social where Neil once again, stepped up his culinary skills in the kitchen and learned even more about in-depth fine dining & cooking techniques.

With such an incredible culinary background, we managed to pull Neil away from the kitchen and his new recruiting role to find out why he decided to switch careers and become a recruiter for the Hospitality Sector.

Tell us a little bit about your background Neil… What inspired you to become a chef?

From a young age, I experimented with flavours and ingredients in my own time at home. So, when I started working as a Commis Chef in local restaurants, my love of food & creative dishes really began to flourish. After I finished college, I was lucky to have gained some expert tips & advice from Dylan McGrath during my 2-year stint working in the Rustic Stone. I was later given the opportunity to train under the culinary leadership of Ryan Stringer at Ely for another two years where I really started to come into my own, forging new and varied culinary talents. From there, I decided to work with an old friend of mine in the Old Schoolhouse in Swords. This position really progressed my expertise in the industry as it was here that I ran my first upstairs 60-seater Restaurant, and as a result, I was delighted to accomplish a number of awards thereafter.

Do you have a top tip that you share with people in the kitchen? How has your background as a Chef Transitioned into a recruiting position?

Always follow your Chef’s direction and trust their guidance. Ask questions, I have always been fascinated by the why, for example, why do lamb and rosemary go well together. What makes that work? check seasoning. Learn from mistakes. Everyone makes a mistake, but it doesn’t have to be a bad thing, a mistake can be a great teacher. It’s how we refine our skills as Chefs. Every dish is a reflection of the Chef and the establishment. One dish has the power to set the tone for an entire evening, so it’s important for a Chef to have that passion and show it on the plate.

While I was working in the Old Schoolhouse in Swords, I was given the opportunity to assist in the opening of Ruby’s. This was an exciting experience where I had a lot of involvement in the development of the menu, opening of the restaurant, training of staff, and establishing standard operating procedures. In the latter part of my career, I worked for almost four years at Press Up entertainment where I was involved in the opening of several high-profile properties including Dollard & Co, The Mayson Hotel, Doolally (working alongside Alfred Prasad who currently holds 2 Michelin Stars), Stella Theatre, and Cara’s (part of Centerparcs) to name but a few. Each role required me to provide support & development to their staff and since then, I gradually transitioned into the Hospitality Recruitment Industry.

What are you most excited about in your new career with Excel Recruitment?

In my previous positions, I would have spent a lot of time in each individual venue that needed support. I really began to understand what was needed from all levels of staffing requirements, and it really spurred on my passion to recruit the right type of talent for this industry. With nationwide staffing shortages, the time has never been more important to partner with a reliable recruitment agency. Excel is Ireland’s leading specialist recruitment agency holding a database of over 1000 clients, 85,000 candidates and a team of 80 expert recruiters. With four offices located in Dublin, Kildare, Cork, and Galway, Excel has rapidly become the largest hospitality recruitment firm in Ireland. Therefore, it made sense for me to further my Recruitment Industry experience within an established business who understands what the Hospitality industry needs to succeed. I have also worked with the panel of Chefs of Ireland for a number of years, and I even competed in Chef Ireland over my career journey with moderate success achieved. I thoroughly understand the career aspirations of my candidates and I also know what businesses require from staff to run a busy restaurant. Get in touch with me if you need advice and I will help in whatever way I can.

You can contact Neil for more information by calling 087 625 6793 or you can email Neil at neil@excelrecruitment.com. Please click here to search for all of our live chef roles.

Grocery Retail Jobs

Grocery Retail Salary Outlook 2022

Posted on | by Editorial Team

Key Trends in the Grocery Retail Industry

Over the last 12 months, we have yet again seen how robust and adaptive the Irish grocery retail sector really is. Not only have we witnessed the growth in sales across the industry as a whole, but we’ve also watched as this incredible industry, and the people in it, spectacularly met the ever-changing challenges that 2021 brought!

In the second half of the year, Retailers faced peaks in demand for top talent in all areas of the grocery sector. The re-opening of the non-food and hospitality sectors carried further challenges as retailers encountered staff shortages in many of their entry level roles.

This, coupled with an exodus of many staff to their home countries saw pressure across many stores to keep their staffing levels at a rate that could match their store needs.

The areas most impacted are mainly in fresh foods with delicatessens, bakeries, and butchers. The salary increases across 2021 reflect this.

We have also seen an increase in the entry level management roles since the rise in the minimum wage in 2020 along with the Pandemic Unemployment Payment which forced retailers to up the entry-level hourly rates in many circumstances.

This has caused a knock-on effect for many of the Supervisor and Trainee Manager salaries in the last 12 months.

What Are Employers Doing?

Across the industry, employers are still seeking ways to grow, retain and attract top talent. Similar to previous years, employers are still working hard and trying to think ‘outside the box’ to keep talented staff.

Furthermore, there is a particular focus on work-life balance, culture, and progression. Another important aspect that employers should place a strong focus on is keeping his/her staff safe whilst in the workplace.

Much like last year, 2022 looks set to be a challenging but exciting time for the Irish grocery retail. Despite a testing 2021 and facing into a somewhat uncertain 2022, retailers remain as passionate and as energetic about the industry as ever.

What’s Next?

If you wish to discuss the findings of this guide or how we can assist with your recruitment needs, please feel free to contact us at www.excelrecruitment.com.

Alternatively, you can call us on 01 814 8747 or email Nikki, our Director of Grocery Retail at nikki@excelrecruitment.com.

We have compiled this guide which is supported by data from the best retail managers across the country. This guide is designed to give our clients a guide to the current market prices for the various roles within the Irish grocery market.

If you would like more information on the Grocery Retail Salary Outlook for 2022, please click here for the Grocery Retail Salary Guide 2022.

Accountancy, Finance & Office Support

Accountancy, Finance & Office Support Outlook 2022

Posted on | by Editorial Team

Industry Trends

While 2021 was yet again a challenging year, the Office Support, Accountancy and Finance sector seen massive growth throughout the year. While Q1 started off at lower levels of job vacancies than pre-pandemic levels in 2019, Q3 job vacancies were +42% higher than the same period in 2019, and 119% higher year on year.

We are also feeling the positives from Brexit for the Irish labour market with the continued attraction as an EU base for Multinationals due to our highly skilled workforce and now the only native English-speaking country in the EU and UK-based companies who wish to sustain their European operations opening in Ireland.

With working from home restrictions in place for almost 2 full years, Clients and candidates are well adapted to interviewing and onboarding virtually. The shift to home working has also widened the talent pool, enabling companies to engage with higher-skilled talent that may not have been considered previously due to location.

2021 continued to see significant growth across Office Support, Accountancy & Finance for temporary, permanent and contract positions in both the public and private sector. We believe this trend will continue in 2022 with a real demand for temporary, permanent and contract administration positions, customer service, accounts administration, operations support and full / part qualified accountants in the year to come.

2021 has seen a real shortage of candidates particularly with 1-2 years experience across Office Support and Accountancy & Finance. Offices had been closed for so long that companies in 2020 were not hiring Junior candidates and this has created shortages across the sector.

Looking Ahead to 2022

We’ve seen significant salary increases, particularly on the more junior end where starting salaries would typically be around 23-25k now at 25-27K.

Benefits are also hugely important to candidates considering a move, remote working is a key factor in considering a career move.

2021 again saw a sharp increase with the demand for remote working opportunities. Recent surveys show workers are seeking more flexibility post-Covid, with over 90% in this sector looking for a mix of office and remote working with 1-3 days per home each week. Working from home has been a long-discussed practice in Ireland, and the Covid pandemic has certainly accelerated its uptake. However, while the introduction of remote working may be an obvious choice for most employers in the current environment, it must also be a longer-term consideration when managing the return to the workplace.

Other prevalent benefits employees are seeking including above standard 20 days holidays, flexible working hours, health insurance, bonus schemes, pension, and continual learning opportunities. There is also a growing emphasis on company culture and the opportunity to grow and be part of the organisation’s growth.

Much like last year, 2022 looks set to be a challenging but exciting time for the Irish labour market. If you wish to discuss the findings of this guide, or if you need our assistance with your recruitment requirements, please contact Ciara Connolly, Divisional Manager on ciara@excelrecruitment.com.

View Accounting, Finance and Office Support Salary Guide 2022 here.

Salary Guide For 2022

Salary Guides & Recruiting Trends 2022

Posted on | by Editorial Team

This year has been another challenging one across our client’s sectors, with most managing pent up to demand and growth through a COVID environment. As we enter 2022 with uncertainty, Our clients and candidates have been inspirational throughout 2021, deploying innovative solutions in product delivery, new ways of shopping and managing large teams working from home. A special mention must be given to the hospitality and entertainment industry, trading with ever-changing rules and fluctuations in consumer demand.

Our guide this year reflects on how much the world of work is changing and having to adapt due to the crisis in the shortage of staff brought on by the pandemic. The pandemic caused a shift in people’s priorities to create the ‘Great resignation’ or ‘Great re-evaluation’. While 65% of employers indicated pay rises are in play, income is no longer people’s only priority when it comes to their careers. Training & development opportunities, flexible working conditions, company culture and tangible benefits such as pension schemes, healthcare insurance and career progression are becoming just as important, along with, of course, agile working conditions.

There is no question that Covid has brought many challenges, but it has also widened the talent pool due to the flexibility around scheduling remote interviews and the increased ability to work from home. Employers say that attracting the right talent with the right skills will be the biggest challenge in 2022. With Economic growth forecast at 7% for 2022, the real question is… Will companies be able to source and recruit the talent that they need to fill these roles?

In this current climate, employers need to set their employer brand apart from the competition in the same way that they differentiate their products and services. It is expected that demand for recruitment services will be even more heated in. This won’t change any time soon.

Staffing will be the biggest challenge for our clients across all our sectors. 2021 brought soaring salary costs in transportation with our Driver hourly rate doubling. In healthcare One in Five Nurses want to leave front line services whilst the lack of experienced staff in hospitality will be catastrophic when the sector finally re-opens, the Chef crisis replaced by the Kitchen porter crisis. We look forward to supporting our clients through all these pressure points.

You can view the full salary guide by clicking Salary Guides 2022.

To discuss these findings or to chat to Excel Recruitment about how they can help you with your staffing requirements, please get in touch with us at info@excelrecruitment.com or call 01 814 8747.

healthcare

Healthcare Salary Outlook 2022

Posted on | by Editorial Team

Industry Overview

There are significant concerns for the long-term effects of the pandemic on the nursing home workforce and healthcare salary outlook. Candidates are reporting experiencing burnout, and described the physical, mental, and emotional burden of staff shortages, increased case loads and the overall changes to nursing that the last 2 years has brought.

Burnout is an important contributor to staff turnover which is an ever-increasing problem in Irish nursing homes. Our clients are highlighting an increased turnover of Healthcare Assistants in particular, with many being lost to the public health service or to private hospital roles which are viewed as less physically and emotionally demanding.

In addition, Nursing Homes are facing considerable costs and operating losses due to the pandemic along with PPE supply chains and testing capacity.

Fresh thinking and government initiatives such as a continuation in payment assistance schemes will be critical in the years to come as it will support and develop this workforce.

The number of people aged over 65 is projected to rise by nearly 60 per cent by 2031, while the number of people aged over 85 is anticipated to increase by 95 per cent over the same period.

More needs to be done on a larger scale to provide stability in residential care.

Non-EEA Recruitment

The Covid-19 pandemic also led to a drop in overseas recruitment of nurses. This would normally make up a significant proportion of new entrants to the register. The Department of Enterprise, Trade and Employment has rebuffed claims of 3-month delays on permits for nurses and these are now being dealt with in a matter of days.

Evidence within the healthcare sector suggests that there is increasing competition for skilled candidates in several healthcare roles. Despite increased efforts to recruit from the Irish and European labour markets, including through engagement with the Department of Social Protection where supply had not met demand.

Over the summer, the government announced changes to the work-permit system, permitting employers to recruit staff from outside the European Union. Under this move, healthcare assistants will be immediately eligible for employment permits. Similar to changes made to chef permits in 2018, these permits have the potential to provide longer term stability for nursing homes in a market where candidates are increasingly moving between employers.

Looking to 2022

Flexibility is the key word coming through from candidates this year. Given the nature of how healthcare works, provision of this style of work is not practical to the extent that it may be in other industries. Candidates understand this but there is always ways that employers can give potential employees a sense of flexibility.

Even if this is something like introducing a cohesive system for shift swapping. This would meet this need and we can see candidates choosing these benefits over financial gain. Another nursing trend that we expect to see in 2022 is a growth in the number of nurses pursuing higher education. Employers can capitalise on this desire to upskill or retrain by streamlining available funding systems to access further education. COVID-19 has affected nurses deeply. The pressures of the pandemic have exacerbated workforce vulnerabilities and thoroughly exasperated many nurses and healthcare support staff. This has led to one in five considering leaving frontline work. COVID-19 might just be the catalyst that drives improvement in management, technology, and processes to help keep more nursing staff doing what they do best.

Get In Touch

If you’re looking for a recruitment partner or you wish to find a job in Healthcare, please visit our Healthcare section on our website by clicking here. Alternatively, you can email us at info@excelrecruitment.com.

View: Healthcare Salary Guide 2022

hotel & catering

Hotel & Catering Outlook For 2022

Posted on | by Editorial Team

Hotel & Catering Key Trends

For many industries, 2021 has been a year like no other… but for the Hotel & Catering industry, it’s been one of the hardest and strangest years of all time. The hospitality industry essentially closed for over a year and we’ve seen firsthand the huge impact it’s had on Hotels, Bars, Restaurants and Corporate Catering sectors.

When the time finally came to re-open (some doors are still closed and may never re-open) those that were lucky enough to still be in business faced a number of challenges with staffing being the most critical issue of all.

Let’s start with front of house:

A large proportion of people working as Bar staff, Waiters and in Accommodation come from countries outside of Ireland. Travel for the most part has been off the cards for many people for quite some time, and we simply don’t have the numbers of people available to fill the amount of jobs that we have.

What about hiring local staff?

Since March 2020, the industry has been virtually closed and we no longer have the interest from people who are finishing up in schools or colleges. This is mainly because the Hospitality Industry is now seen as a precarious one that could be closed again within a few weeks or months at best.

Looking for experienced staff?

A lot of people coming into the industry work part-time or during holidays while in college, but the industry has been closed more than it’s been open which has led to a massive shortage of people that have a year or two experience in the market.

What’s happening in the kitchen?

The Chef crisis is still in full swing, but the big issue of the moment is where are all the kitchen porters and the reply is simple… there are none!

As with front of house, we simply do not have the people coming into the country that we used to. The English Language Schools are back open, but we’re seeing people making the choice to study online. This is mainly because they can now do this from the comfort of a warmer and cheaper climate. Candidates are also realising that the salary and conditions are better in the manufacturing or distribution industry.

In addition to all of the above, many people who were only working part-time in the past and who earned circa €200 to €400 per week are now getting the PUP payment at €350 per week. So, with no questions being asked for staying at home and receiving (in some cases) higher wages, this brings another massive challenge to the Hospitality Industry.

Solutions – Can We Throw Money At It?

With many establishments not being able to operate at full capacity, it leads to a high proportion of events, weddings and conferences getting cancelled or being put off for the foreseeable future. Money is in short supply, so the emphasis is put on ‘what else can we offer’.

Working from home is not an option for most roles, so the industry can’t jump on this bandwagon. However, they can take a look at what else is important to the people they employ like flexible rosters, job sharing, or ongoing training and development.

The feeling that workers are being valued is the most important thing that we are hearing from candidates. But of course, supply and demand along with more increases to the minimum wage have also played their part and we are seeing a lot of movement in the traditionally lower paid positions. For example, Kitchen Porters and Accommodation staff along with Bar and Waiting staff have all seen increases. The new normal wage is close to €12 and €13 per hour for Kitchen Porters / Accommodation staff while Waiting and Bar staff positions are moving closer to €13 and €15 respectively.

Chefs have also taken a huge leap forward with €34,000 now being the standard salary paid by the 3 & 4 star Hotels for Chef de Partie and increases in the Commis rates all down the line.

The only place we are not seeing much movement in is the area of Head Chefs, but our Director Shane McLave believes that when the corporate catering sector fully re-opens without closures, there will likely be more competition in this area.

What’s Next?

Between the combination of an uncertain future and the over heated market that we are currently seeing, a lot of companies are moving towards the temporary and contingent workforce. This is particularly evident in traditional areas such as Waiting staff, Chefs and the emerging trends of Accommodation Staff / Management.

The industry is now seeing the benefits of having a recruitment partner that both understands their business and has the ability to flex up and down when required. This leaves businesses in a much better position as they will be more equipped to deal with staff shortages.

Get In Touch

If you’re looking for a recruitment partner or you wish to find a job in Hotel & Catering, please visit our Hotel & Catering section on our website by clicking here. Alternatively, you can email us at info@excelrecruitment.com.

 

Excel Recruitment is now a CPSA approved recruitment agency

Posted on | by Editorial Team

We’re adding another string to our bow. We’re proud to now be recognized as a CPSA (Commission of Public Service Appointments) approved recruitment agency.

So what does being a CPSA approved approved recruitment agency mean for our clients?

The Commission is Ireland’s regulator for public service recruitment, which links public sector organisations who have open or ongoing vacancies with approved recruitment agencies (that’s us) who can fill these vacancies. The Commission outlines five codes of practice that must be followed when hiring public sector jobs. Our team is fully trained in the CPSA codes of practice. All of our internal recruitment processes for recruiting Civil Service and public service jobs are built around these CPSA standards.

Why we’re the best choice for public sector recruitment

As a CPSA approved recruitment agency, Excel Recruitment provides the same wide range of recruitment solutions to our public sector clients as we do all our clients across permanent, temporary and contract recruitment.

Our nationwide footprint, experience and comprehensive understanding of the requirements of state agencies, non-profit organisations & government agencies mean we are strategically placed to fill public service roles efficiently, and most importantly; successfully.

The CPSA Codes of Practice are embedded in our working processes and our team is made up of qualified and experienced public sector recruitment specialists.

Director Shane Mclave says “We’re delighted to become a CPSA approved recruitment agency. CPSA codes of practice mirrors our own high standards for recruitment and allows us to do what we do best for our public service clients, ‘place great people with great companies.’

To discuss your recruitments needs, contact our Divisional Manager Ciara Connolly on 045 397142 or email ciara@excelrecruitment.To view all our current live jobs, click here.To learn more about the CPSA and their guidelines, in their own words.