The Top 5 CV Blunders That Are Stopping You From Getting Your Next Hospitality Job

In our previous blog about CVs [Symbol](link here to ‘is your chef CV still fit for purpose?) we talked about the way you should set out your CV to impress the hospitality hiring manager. In this article, we are going into more detail about the common blunders we see on hospitality CVs which are stopping you from getting the interviews you want. 

There has been a profound change in the way employers are hiring these days, with the rise of the digital era. Many companies now ask for you to complete an online application form as the first stage of screening, but in the hospitality world, the CV is still king. 

Here are the five top blunders we see time and again on hospitality CVs that are stopping you from landing your next interview.  


1. The Wrong Details 

You would be shocked at the amount of CVs we see which have incorrect details on them. As hospitality recruiters, it can often be a case that we need someone for the job as soon as possible, so speed is vital. It can be so frustrating finding the right candidate for a job only to find the mobile number they have provided is wrong, or no longer in use. 

Check that every phone number you have provided is the current one (mobile and home) and that it is written correctly with no typos.  

While the hospitality industry still largely favours telephone contact, there are some companies who will want to correspond via email. Make sure that your email is provided (and that you check it often when anticipating a response from a job!) and that it is a professional sounding email address – avoid using one which is is overly colloquial or includes a nickname. 

It is a good idea to set up a dedicated professional email during your job searchfor example, sounds much better than This ensures all of the correspondence will be in one area and you can choose a formal address which will give you extra credibility.  


2. CV Gaps 

If you have long gaps in your job history, these can be a worry for employers. If there are legitimate reasons you can explain these by being honest but it is best not to include these in your CV; rather wait until the interview and see if the employer wishes to ask about them. However, if you were out of work because you were travelling, in education or training/voluntary work, make sure to explain this on your CV.  


3. Not Including a Cover Letter 

All too often candidates in hospitality and chefs, in particular, miss out on an opportunity to sell themselves. 

Recruiters receive an average of 118 CVs per job vacancy, so you can understand that sifting through them all is a tough job. We believe a cover letter is one of the best ways to get noticed and proceed to the interview stage.  

In your cover letter you can explain briefly why you are applying to the job, and your current position, so the employer can link the two. If you are looking to relocate, this is the time to mention it. Sometimes employers get sent a CV, and the applicant’s address is hundreds of miles away – if you don’t explain to them you want to move to the area, they might think your CV has been sent by mistake.  


4. Well Presented 

Your CV is a representation of yourself. If it is sloppy and poorly put together, this is the impression the hiring manager will have of you. If it is required in a physical copy, it should be printed out on crisp paper, do not hand in CV’s that are badly creased or marked.  

The font should be easy to understand and not too big or too small. Avoid lots of different types of fonts and use italics, bold and underlined words sparingly.  

Both your CV and cover letter should be placed in an envelope and try to find out the name of the manager or supervisor to address it correctly. 


5. What Not To Include

  • No photo – While it was once accepted as the norm, photos of yourself on your CV can seem pompous and unnecessary. What you look like should have no bearing on whether or not you are good at your job. 
  • No date of birth – Again, once the done thing, many employers now deem this as an unnecessary piece of information as they are not going to discriminate one way or another based on your age. 
  • Ancient positions – Don’t give details of any jobs you had 15 or more years ago.  
  • School grades – Your work experience is all that hospitality employers are looking for. 
  • Don’t be negative – Be positive about former jobs, never write anything negative about previous establishments or managers as this makes you appear at best bitter, at worst – unprofessional.  



At KSB Recruitment we are experts at recruiting hospitality staff in Birmingham, Staffordshire, West Midlands, Warwickshire, Oxfordshire, Worcestershire and Northamptonshire. 

If you’re looking for a new chef, receptionist, maintenance or any other hospitality role, get in touch with us today.   


Dawn Turbitt 

Is Your Chef CV Still Fit for Purpose?

You completed your training years ago and have spent a long time working your way up through the chef ranks. You know that you’re an accomplished chef, so why are you not getting any calls back from the jobs you are applying for? 

It might be something that has slipped your mind, or one of those annoying jobs you’ve had on your ‘to-do’ list for a while, but listen to us when we say – now is the time to update your CV. 

You would be surprised at the number of mistakes we regularly see on chef and hospitality CV’s, from misspelt words to more serious errors like including an out of date phone number.  How can you expect employers to reach you if you haven’t provided them with the most basic of contact information? 

In this article, we will talk you through the best ways to make sure your chef CV is working hard to get you those callbacks 


The Right Contact Details 

As mentioned earlier, we see a staggering amount of CV’s that have muddled contact information. The details that employers need to know in today’s job market are

  • Your name (first name and surname, do not include middle names) 
  • Your current address (where you can be reached, i.e. if you are currently living with a friend, do not include your parents old home address) 
  • Your existing mobile phone number 
  • The home phone number of your current address (this is becoming less common, but it is always worth including, for times when you’re not available on your mobile for any reason such as a dead battery) 
  • Your email address 


Clear and Concise 

Now that you know the details you need to include, make sure they are set out at the top of your CV, in a font that is easy to read (we suggest Times New Roman, Arial or Calibri) with definite spacing between each line. If your mobile number has changed, do not scribble on your CV in pen – always take the effort to print out a new CV with the details included, it makes a far better impression.  

If you are currently working, including the times when you can be reached on your mobile is a good idea, as it shows you are dedicated to your work and more importantly, won’t leave you finishing a shift with five missed calls from a job you really wanted.  


Your Work History 

This is the part of your CV that is 
going to get you the job, so it needs to be clear, informative and interesting. 

Starting with your most recent hospitality role first, give details of the places you have worked with your job title, then the name of the business and its location, and finally the months of your start and end date (e.g. May 2008 – Oct 2011) 

After this, use a couple (minimum three, maximum five) of bullet points detailing what your primary duties were, what you enjoyed, and what you achieved. Do not go into rambling detail about every daily task you performed in the kitchen.

It is always good to include a short line about why you left this position so that potential employers don’t think that you are unreliable. 

Showing a learning curve in this area is a great way to show that you are top chef talent when it comes to your chefing abilities. Stating that you are able to identify new trends and implement new ideas into the food offering will make you stand out from the crowd.  

Always include relevant employment information, though don’t list every chef role or establishment where you have worked and if possible include only roles you held for 6 months or longer.  


Personal Statement 

This is something of a discussion point, as some people will say including a personal statement on a chef CV is an outdated concept, while other hospitality employers love them. When done right, a personal statement can add character and will make you come across as likeable and personable.  

If you do want to include a personal statement, we suggest including it at the bottom of your CV and make it short. A few lines about any fun hobbies or interests you have works well, while we would advise against stating that all you like to do in your spare time is listen to loud music and go to the pub! 


Next Steps 

We hope that this guide will alert you to your CV and help you to realise if it needs badly updating or just a few little tweaks.  

At KSB Recruitment, we are experts at helping hospitality staff find their perfect roles. If you are looking for a career move, or a new challenge, send us your CV today 



Dawn Turbitt 

How To Survive Your First 30 days In Your New Hospitality Job

So, you’ve just landed that exciting role you’ve been dreaming about. You might be the head chef at the newest restaurant in town, a prestigious hotel in the city or you’re moving to an exciting new place for a seasonal adventure. 

Working in hospitality offers excellent scope for movement. The speed and innovation with which the sector is growing means that there are always new opportunities opening up for staff who are hungry for a new challenge. 

While this is great from a learning and development point of view, it can be tricky for staff having to navigate a new place of work, sometimes several times a year. There is no such thing as a ‘career for life’ anymore, and hospitality workers, especially the younger generations, i.e. Hen Z and Gen Y, are finding their feet while trying out a range of hospitality positions. 

If you’re just about to start a new hospitality role, read on to find out how to make it through the crucial first 30 days to ensure you have the best possible start with the company which sets you off on the path to success. 


The Night Before 

The night before your new role should be spent planning for the day ahead. Make sure you have everything your new employer might have asked you to bring (your passport, birth certificate or other documents, any clothing you may need) and check you know what time you are expected to be there.  

Make sure you get a good night’s sleep and have your travel plans for the next day in hand. 


Meeting Your New Team 

Depending on the size of your new workplace, you might meet lots of new faces on your first day, or it could be limited to a one-on-one induction with your line manager.  

If you are introduced to lots of people, don’t panic about remembering all their names – you won’t! It can take a few days before you start remembering all the names of your co-workers, especially in larger hotels and restaurants. 


Ask Questions 

Ask as many questions as you need to, people will be prepared for this. In hospitality, there can be a massive difference in the way some procedures are carried out, which vary from place to place.  

You will naturally want to impress in your new role – asking questions at every step of your training will help you to understand the whole process of your new establishment, and this will help you settle in much quicker.  

Additionally, asking questions is an excellent way to find out some of the tricks of the trade. More experienced members of staff can tell you the little annoying things, so you don’t have to figure them out on your own – which knives don’t fit in the drawer properly, how to quickly tell the difference between single and double bedsheets, and tips to speed up the bar clean-down process.  


Take Your Time 

You will want to settle in afast as possible in your new job, but this does not mean you have to be at the same speed as everyone else right away. It is better to take your time with new tasks and unfamiliar surroundings. You will absorb much more information and understanding about your new job role the more you take your time in the beginning.  


Leave Your Phone 

Unless your new role specifies that you should have your mobile phone on you, do not bring it into your workspace with you. It can be tempting to put it in your pocket instead leave it in your bag or your locker and only check it during break times.  

That way, the temptation to look at it will be gone, and you won’t be as distracted during a time when you need to be 100% focused on your new responsibilities.  


Set Small Targets 

This is something that many new starters fail to do, and we understand whyStarting a new hospitality job can be stressful enough without adding extra pressure to yourself. 

However, setting a few achievable personal targets can make you feel as though you’re conquering your new role and your confidence will flourish – this is great when you are in a customer-facing position. 

Tell yourself that you want to be able to make bookings without asking for help by the end of the first two weeks, or be able to cash up on your own by the end of the month. People who push themselves in their roles are far more likely to progress faster, which means better promotion prospects too. 


Enjoy It! 

Finally, remember to enjoy the first 30 days in your new job. This is the time when the job is most exciting, and you will be learning new skills and meeting plenty of new people. In hospitality, it won’t be long before you’re not the newbie anymore. 



Are you looking for your next hospitality role? If this article has prompted you into considering a new challenge in your hospitality career, get in touch. 

We are hospitality recruiters who need staff like you to fill the many exciting roles we have available, so send us your CV today. 


Dawn Turbitt 

How To Improve Your Hospitality Staff Retention

Staff retention in the hospitality sector is low at 70% compared to the UK average of 85%. Common problems reported include a lack of control over shift patterns, low pay and benefits and a lack of guaranteed hours.  

With zero-hours contracts on the rise, it is not surprising that so many in hospitality positions feel insecure in their jobs. Brexit fears and a broader shift in the entire culture of work are also at play. 

Hospitality managers are facing harsher conditions than ever. Every restaurant, hotel and bar wants to be sure that the staff they have taken on and trained are not going to jump ship after just a few weeks.  

In this article, we will discuss the main problem areas we, as hospitality recruiters know, are affecting staff retention rates in the sector. 


A Better Offer 

Due to the current skills-short market, there are far more job opportunities than there are staff waiting to fill them. The hospitality sector is driven by a younger workforce, with 33% of employees under the age of 25, compared to the national average of 12%. 

In contrastjust ten years ago we were emerging from the recession; young people felt lucky to have any job at all, whereas this new generation of hospitality workers have many roles to choose from. 

To keep staff retention rates in your establishment as high as possible, you should be aware of your competitors and what they might be offering staff that you aren’t.  

Have you lost staff to a rival restaurant and can’t understand why? It might be that they are offering better pay, more flexible hours or a better bonus package. Do your research and find out what is common among your competitors. If you can match what they are offering, it will be in your best interests. The key to a successful business is getting the best staff you can, and you can’t achieve this if they are being offered something better elsewhere. 


Understanding The Employee Experience 

Have you heard of the employee experience? Are you talking about it in your hotel or restaurant? Many managers fall into the trap of believing that employee engagement systems only apply to larger businesses. However, even if your establishment is a 5-man team in a small family-run café, understanding how your staff feel when they come to work is crucial to ensuring they are happy in their roles and not looking for something better.  

It was once considered that employees don’t leave bad jobs; they leave bad managers, but this is not necessarily true anymore. Employees now more than ever are choosing to work for places where they feel their values are aligned.  

These days, you won’t find meat-eaters working in a vegan restaurant, just like you won’t find a vegan working in a steakhouse. What kind of employees do you have in your establishment? Ensuring you have a team who share a set of values about which they are passionate is key to a happier and therefore more productive workplace.  



One of the biggest misconceptions about hospitality staff is that they are not looking to progress. As hospitality roles are often seen as launch-pads to something bigger and better, a big mistake many hospitality organisations often fall into is not training staff in a progressive way(LINK here to ‘hospitality staff induction plan’ article)  

For example, a university student taking on a bar job for the summer is less likely to be given as much scope for growth than a commis chef in a new restaurant. However, consider how much the student will learn in a few months if they are absorbed into a comprehensive training programme which aims for growth. This candidate is much more likely to stay in the job for longer, coming back year on year and growing with the business as well as within themselves.  


Hire the Right Employees 

This is probably the area where many hospitality establishments fall down. The hiring managers are all too aware that we are in a skills-short market, and they need to fill positions, fast.   

It can be easy to fall into the trap of hiring the first person that comes along when you have been looking for staff for a while. Turning down an applicant who can start on the spot might be tempting when you’re a man down in your restaurant, but in the long run, this will be counterproductive. 

Take as much time as you need to hire the right staff. If you need to look for an extra few weeks to find the best candidate, this is preferential to hiring the wrong staff three times over.  

Hiring the right hospitality staff is positive for everyone involved, even if it takes a little longer.  You won’t have to advertise the position repeatedly, your current team will not have the constant stream of new starters that can cause upheaval, and dedicated training and development can be invested in the employee, which in turn will make them more likely to stay and develop with your establishment.  



At KSB Recruitment, we are specialists in hospitality recruitment and are in constant contact with both clients and candidates from great hospitality establishments in Birmingham, Staffordshire, West Midlands, Warwickshire, Oxfordshire, Worcestershire and Northamptonshire. 

Do you have positions that need filling? We have the right contacts for you. Get in touch today and find out how we can help grow your business with the right staff for your establishment.  



Dawn Turbitt 

The 8 Most Important Hospitality Interview Questions of All Time

A hospitality interview can be nerve-wracking, especially if it’s for a position that you really want. In hospitality, doing well in a job interview can mean the difference between you staying in the job you have outgrown for yet another year, or starting a new adventure in a different setting, establishment, or even a different part of the world. 

We have compiled a list of the eight most important questions you should prepare for, for your upcoming hospitality interview. 


1. Tell UAbout Yourself 

This is a question which interviewers like to ask early on, as it allows you to talk about yourself, which will put you at ease. The interviewer will already have most of the details they need to know about you like past employment and qualifications from your CV; what they are looking for is your personality. 
Say a little bit about your history and why it has led you to the position you are in now, talk about where you are from or your relationship with the area the new job is inpresuming they are different. Remember to keep it positive and upbeat rather than sharing all the challenges you have experienced so far in your hospitality career 


2. Why DYou Want To Work For Our Establishment or Company? 

You don’t have to have researched the company to within an inch of its life, but you want to pick out a few key points. Do you know someone who works there who mentioned it’s a great place to work? Have you been there as a customer and thought it had a great vibe? Perhaps you like the fact it’s on the cutting edge of a new style of food preparation or plating. 


3. What Is Your Biggest Weakness? 

This dreaded question is still asked in a lot of interviews. Instead of avoiding the question and saying ‘I have no weaknesses!’ admit to areas you know you struggle with and then explain how you are working on it, with examples. 

 ‘I sometimes struggle working on my own and prefer to be part of a friendly kitchen team’ or ‘sometimes I don’t speak up when I know I have a good idea for a dish or technique’ are good answers. 

Here is a suggestion we share with all our candidates. Ahead of the interview, think about your development areas and where you know you are weak. Then decide how you will improve and be proactive about this during the interview. You’ll be amazed by the positive impression this gives. 

Remember – no new employer expects you to be the perfect hospitality star out of the gate, so be honest in your answers. 


4. Tell us About a Time a Customer Was Angry and How You Dealt With It? 

Hospitality is all about customer service. Prepare to talk about a time when you gave excellent customer service in the face of an angry or upset customer (we’ve all been there). Remember to focus on the customer in this situation; the manager wants to know about how they ended up feeling, not that it made you feel angry and annoyed, but that you put their needs first.  

How did you respond? Do you always follow the same process? Do you accept that dealing with unsatisfied customers is all part of working in hospitality and is a lesson in upping your game and that of the establishment in which you work? 


5. Where DYou See Yourself in 5 Years?  

The company is not expecting you to say that you plan on working there forever, but saying that you love your role and you are planning on climbing the ranks is a good idea. As a chef, each year brings with it a new set of ingredients to put on the menudo you want to learn how to cook a new type of cuisine?  

Your answers here need to demonstrate that you have drive and passion for the hospitality sector and are inspired to continue growing. This communicates to your interviewer that you will be an enthusiastic and driven addition to their hospitality team. 


6. What DYou DWhen There INothing To DAWork? 

This is a question that is usually asked by managers who know that there might be periods when you are at work where there will be little to do, in bar work during quiet times or dips in the season if you’re a chef. Reassure them by saying that you never like to be bored at work and that you are proactive in finding tasks to occupy yourself. 

It’s useful to share a few ideas based on your current activity too. Maybe it’s cleaning down the bar or kitchen (every manager likes hearing this by the way)practising new dishes or researching a new menu.  Everything thatin the manager’s map of the worldis moving their establishment forward. 


7. Why DYou Want To Leave Your Current Job? 

In hospitality, it is quite normal for people to change jobs at a more frequent rate than other professions. Hiring managers know this, and they aren’t trying to trip you up. Putting a positive spin on a negative situation is an excellent way to answer this question. 

Instead of saying ‘I find my current job boring’ say ‘my job role was varied at first, but due to changes in the company I am now only given certain tasks which I don’t feel are using my full potential’. Instead of ‘I don’t like the kind of work I am asked to do’ you can say ‘I’m looking for a new challenge and would like to work in a new establishment with different ideas’.  


8. Do You Have Any Questions For Us? 

It’s not the faux-pas it once was not to have a list of well-rehearsed questions to ask at the end of your interview, and many interviews are now so comprehensive that there might be little left to ask.  

A good question if you feel you need to connect with the interviewers just a little more before you leave is to ask whether they are only hiring for this one position, or will others be starting with you. It shows you are interested in the company process and shows you have foresight too. 


Next Steps 

Now you have the questions prepared; all you need is an interview. KSB Recruitment are specialist hospitality recruiters, and we have a range of positions we need filling with talent like you. Please send us your CV today to get the ball rolling. 



The 7 Things Successful Chefs Do Every Day

It takes a certain type of person to be attracted to the life of a chef – dedicated, inspiring and hardworking are among the qualities to possess.  

However, successful chefs also need to be hardy and able to withstand vast amounts of pressure while getting on well with all their kitchen brigade.  

Many people are attracted to chefing as it appears fun and exciting, not to mention all the delicious food and innovative methods that most professional kitchens are now equipped with. 

If you are just starting on your chef journey, or have been in the industry for years, we have compiled for you a guide of the seven things that all successful chefs do every day. 


1. Plan Ahead 

Being a successful chef is all about planning. You might be cooking ingredients for a dish in a deal you secured months ago. Cooking is all about seasons, and the best chefs know when the time is right to be using seasonal ingredients. With such a huge focus on local produce in many restaurants these days, the head chef should always be thinking ahead to what their kitchen will be plating up next week, next month and even the following year. 


2. Organisation

Whether it’s clearing your food prep area or organising crates of deliveries in the stockroom, being highly organised is something that only successful chefs do well. From stock rotation to knowing which of the pie crusts in the fridge are gluten-free, a leading chef will be the master of their kitchen and know where every last item is, down to the smallest side plate. 


3. Be Detailed To The Last Second 

A chef needs to have superhuman abilities of time management if they aren’t born with them, it is something they tend to pick up after the 300th time plating up a Sunday roast! 

Successful chefs realise that even a few seconds can be the difference between a perfectly cooked egg for an executive breakfast or a Crème Brulee that goes ‘over’.  


4. Be Innovative 

The demand for exciting, innovative food has filtered down to even the smallest of cafes; people now expect to be wowed by every plate that comes out of the kitchen. Successful chefs take this challenge and relish it. They love to create exciting dishes for their customers; this can mean anything from changing the way the dish is plated up to replacing whole elements.  

We aren’t saying that they should change the menu every night, but chefs who have a real passion for their job will take delight in adapting dishes ever so slightly for many reasonsthey may have just got their hands on a great new ingredient, or they just feel like changing things up. 


5. Be a Team Leader

At every step in the chef journey from kitchen porter to executive chef, owning your station is vitally important. To progress in your journey, you have to prove that you can be a team leader, whether that means faultlessly delivering 100 covers or helping the waiters stack empty plates. Leadership is an integral part of being a great chef, as each member of your team needs to see you as a role model. All great chefs will tell you the reason they got into chefing – that they were inspired into the profession by another great chef.  


6. Be a Good Communicator

In the kitchen, communication is king. It can be noisy, busy and hard to concentrate, so being clear with your instructions is so important. Successful chefs take the time to communicate every stage of the cooking so that each team member knows precisely when they are needed, as this can change quickly in a kitchen.  

This does not mean shouting at your staff, but being clear, concise, and keeping the language clean.  


7. Have Fun!

Working in a kitchen is among one of the most stressful occupations, but not only this there can also be periods of monotonous work and stretches when there’s not a lot to do if the restaurant is having a quiet night.  

A great chef understands this ebb and flow and should always come to work with an understanding that the only way the kitchen team can make it through a stressful service is to remember the reason they got into chefing in the first place – that they enjoy it and that it’s often great fun.  



Are you a chef looking for your next challenge? If you’ve been thinking about a career move for some time, get in touch with us today, and we will talk you through the vacancies we have available. We are always on the lookout for top chef talent, and we want you on our books. 




Why Are Hospitality Staff Leaving Their Jobs This Year?

In line with the vast changes we have seen globally over the last decade; the world of work has also changed beyond recognition – and hospitality has not escaped this.  

Hospitality creates a a stalwart assumption in the minds of many – synonymous with long hours, a fast-paced nature and changeable staff. 

While elements of these fundamentals will probably never leave the profession, there have been several changes introduced by a younger workforce who have a very different set of standards to those of yesteryear.  

Hospitality recruiters are seeing candidates who expect a better employment package, and they are unwilling to accept some of the more negative aspects of the job that would once have seemed part and parcel of the role. 

As recruiters of hospitality staff, this article talks about the main issues we see as to why hospitality staff are leaving their jobs now more than ever. 


Broken Promises 

The allure of hospitality, for many, is that it allows people to travel and see the world, while working in some of the most exciting and interesting places in the UK and across the globe.

Many – especially younger – people are still attracted to working in hospitality as a vehicle for their travels, and because of this they have been prepared to put up with the rough in order to get the smooth.  

In return for working in a top restaurant, a sous chef might be offered room and board in the adjoining hotel, a seasonal worker embarking on a holiday resort will usually be enticed with the attractive package of a day or two off per week to enjoy the resort.  

But the package hospitality staff are offered can often be a lot different to what greets them when they arrive in their new role. Two days off a week ends up being one (or none), their room is sub-standard and has not been updated for years, the facilities are not what they were promised.  

Hospitality staff are often regarded by managers as being able to put up with some frankly tough circumstances and still get on with the job. Maybe in the past, but this is all changing.  


Booming Businesses 

With around 750 new restaurants opening last year in the UK, our appetite for eating out has never been bigger.  

This is great news for the economy, but also for the army of hospitality staff who fuel the industry. There are now more opportunities than ever to change job roles and adopt the ‘see what sticks’ philosophy of finding a new position. Hospitality staff have a reputation for being flighty and unreliable, but it really is a chicken and egg situation. Staff are treaty badly, so they up and leave. They are then considered to be unreliable, so they are treated badly still. Which came first is anyone’s guess but what we do know is that this scenario is prevalent throughout the industry, and it only fuels the staffing problems. 

We are in a skills-short market, meaning that at any given time, there are thousands of jobs across the country that employers cannot fill. It is in the interest of hospitality businesses to be mindful of this current situation and is no doubt one of the reasons why we have seen such a shift in workplace culture.   


Mental Health Movement 

It might have seemed like a buzz-word when the world talking about mental health just a couple of years ago, but this movement is here to stay. With the rise of the social media age, it has become less of a taboo, and with statistics showing that as many as 1 in 6 people suffers from a mental health conditionthis has meant employers are now taking mental health much more seriously. It is in an employers best interests now to look after their staff properly, and many who feel that a demanding but low-paid role is putting a strain on their mental health are not prepared to put up with it.  


Kitchen Nightmares  

Within the hospitality sector, the role of the chef is undoubtedly the most demanding. Chefs have the highest expectations put upon them and they often get the raw end of the deal when things go wrong. It is up to them to ensure the entire kitchen runs smoothly and the reputation of the business can hang on the quality of their work.  

Head chefs usually have years of experience under their belts and can cope with the stresses of the kitchen, but their team members can find it hard to navigate their way up the ladder. A sous chef or chef de partie are at the mercy of the head chef, and this expectation can vary wildly between restaurants. Some practices that are common in one establishment can be a total no-no in another, and it can be hard to navigate the kitchen because of this. 

Tempers are often frayed in the kitchen – the heat and the fast-pace can be a catalyst for this, but there is much truth in the fiery chef caricature made famous by Gordon RamsayThe reality of the situation is that the younger generation who are now coming up through the ranks are not willing to accept this kind of working environment any more 


What Next? 

At KSB Recruitment, we are on the front line of placing hospitality staff in roles which are right for both the candidate and our clients. We have recognised the shift in needs of both employers and employees in recent years and have reacted to the market.  

If you are looking for the right staff to fill your hospitality vacancies, we have a great talent pool from which we find you the perfect match. Contact us today to find out more.  




5 Easy Ways To Be Confident In Your Next Chef Interview

Chefs are famous for being hot-headed, focused and disciplined. You might think that they don’t get nervous at interviews, but they do – just like the rest of us.  

A chef interview is an interview with a difference. Each company or establishment will have its way of conducting their interviews, making the process slightly unpredictable. Some ask for a demonstration on the day; others don’t. Should you bring your chef whites, or go business casual? 

The whole process can seem like a minefield, especially for a chef just starting out in the industry.  

Sowe have compiled this article of five easy steps you can take to ensure total confidence in your next chef interview. 


1. Plan and Prepare  

The best way to beat the interview nerves is to physically see the place where the interview will take place beforehand. If possible, go to the restaurant a few days early or give yourself enough time to check the area and place out before the meeting and get a coffee.  

It would be best if you also used the time you have in the days leading up to the interview to prepare for what the interview will entail. You can use this time to ask if there is anything they would like you to bring – knives, whites, shoes etc. Most hiring managers will be transparent in interviews these days; they are not the rigid test-like situations they once were. Remember your hospitality recruiter can help you here too; they’ll know what the usual process involves. 

Look at the company website, Facebook page and any other social media accounts they have. Many restaurants now have an Instagram page where they share photos of the food and sometimes the kitchen and back of house areas too. Having as much familiarity with the place as you can beforehand can reduce your nerves on the day. 


2. Get Cooking 



It can be easy for a chef to get caught up the menu at their current restaurant. Making the same dishes every night, you can fall into the trap of going onto autopilot when you step into the kitchen every night for service; especially if you have been in the same role for any length of time.  

This can mean that cooking and experimenting with new foods can go out of the window 

It’s easy to get bored quite quickly, making the same dishes over and over; we understand. 

To combat this, we suggest trying out any new dishes or ingredients you haven’t worked with for a while, get your creative juices flowing and get back into trying new things. 

Often a restaurant looking for a new chef will want the chef to come up with alterations to the current food and beverage offerings, or sometimes even a whole new menu or cooking style. Sothis is even more reason to make sure you aren’t stuck in a cooking rut. 


 3. Visualise For Success 

When you really want the job you are being interviewed for the stress can build. As Harvard Business Review report, shared that most people interviewed say that a job interview can be one of the most  ‘overwhelmingly stressful experiences, ever. 

A new way of handling nerves that hagained popularity is to visualise yourself completing the task before it happens. I know it can sound odd, yet it works for every single successful athlete across the globe, which certainly means it’s worth considering if you are unsure check this resource from the telegraph which goes into this fascinating topic more. 

Take 10 minutes to close your eyes and see yourself walking into the interview, sitting and talking with the interviewer, in a happy and relaxed manner, and walking out feeling like you did a great job. This idea might sound a little leftfield, and it works too!  


4. Practice Makes Perfect


As a chef, you won’t need me to tell you the role is more hectic than most. At some point in time, I bet you have worked  16-hour days on rotation, making two days off in a row a distant dream? 

Which means any spare time is utterly precious. Because of this, it can mean that time spent planning for a chef interview is less than it would be for many other skilled professions.  

However, practising in real time for your interview is a great way to see how you react to questions and how comfortable you are in talking about yourself. Ask a close friend to act as a pretend interviewer and go through some standard questions.  

Prepare a short paragraph about yourself for the always present question; ‘tell us a little bit about yourself?’.  

When a restaurant is hiring a new chef, they are usually looking to take the restaurant in a new direction. The manager wants to see your personality and passion. 

Interview nerves on the day can stunt your ability to express the true version of you; there is nothing more disappointing than leaving a job interview knowing you could have done a lot better. 

Which leads me onto our final suggestion….. 


5. Finally:Smile and Enjoy It! 

Having an interview for a new role that you have aspired to is a positive experience, whatever the outcome.  

In your planned paragraphs and answers, remember to include lots of positive thoughts and happy memories of being in the kitchen as this will naturally make you smile and relax. 

No matter what anyone says, the hiring manager or restaurant owner, is looking for keen and happy new recruits. In other words, chefs that love what they do which comes across both verbally and in their body language too. 

Remember enthusiasm counts. 

Always remember that getting to the interview stage is proof that the restaurant is interested in you and your abilities and when you take action on the five suggestions we have given you today you will put yourself in the best position ever to hear that critical phrase… ‘we would like to offer you the role…..’. 


What Next? 

These interview confidence tips can be used in your next chef interview. If you don’t have one lined up, send us your chef CV today and let us start looking for you.  

At KSB Recruitment, we help find great chefs for roles across the whole of Birmingham, Staffordshire, West Midlands, Warwickshire, Oxfordshire, Worcestershire and Northamptonshire. To find out about our 1hour response guarantee get in contact here or give us a call on 0121 702 1428. 



Dawn Turbitt 

Why Your New Hospitality Staff Won’t Succeed Without an Induction Plan

Many hospitality employers put in maximum effort when they are looking for staff, but that’s where the energy stops.  

You might be looking to onboard an executive chef for a Michelin star restaurant or hiring a whole team of workers for a summer pop-up, the fact remains: the induction process is one of the critical elements in creating success.  

It’s a nightmare for employers to go through the entire process of advertising, interviewing and selecting a candidate, only for them to walk out after the first day and not return. < (Blog post about ghosting to go here) 

There can be a variety of reasons why new starters get put off in the early days, and we all know that the aim is to keep them coming back.  

One of the easiest ways to do this is to ensure you have an induction plan in place. Today we want to explore five reasons to consider as you create your induction plan. 


First Things First 

When someone starts in a new role, sometimes, especially in hospitality, they are expected to hit the ground running. It is never a good idea to let anyone start work until they have had an induction. 

 Do not let the employee start and plan to do the induction ‘as soon as possible’ as we know from experience the date will be pushed back indefinitely. Not only is this a terrible idea in terms of the new team member feeling settled, but it can also violate laws regarding fire exits and health and safety. 

The induction must be the first thing the employee experiences before they get to any work, as this will ensure they have a complete understanding of what is expected of them. 


Be Clear About Everything 

In hospitality, the rules surrounding what is deemed as acceptable behaviour in one business might be entirely out of order in another. Don’t let any of your organisation’s rules get muddled; let your new employee know precisely where the boundaries lie. Not only will this stop any unintentional barrier-braking, but it also makes the staff appreciate you more too. 

Some establishments let their kitchen staff have cigarette breaks during service; others don’t. Your kitchen crew need to know what is allowed and what isn’t.  


Don’t Overload 

A sure-fire way to bamboozle new starters is to bombard them with too much detail in the early days. When was the last time you looked at your induction plan? Does it need changing or simplifying? That 3-hour video about the history of the company might have seemed like a good idea at the time, but is it still relevant?  

Remember to give regular breaks to new starters if you are providing them with lots of information at first, and give them lots of opportunities to ask questions.  


Buddy Up 

Starting a new job means the opportunity to meet lots of new people and potentially, new friends. Especially in hospitality, people can work long hours often with the same close-knit group of people, so it’s essential that they get on with each other.  

Pairing a new starter up with a mentor or buddy is a great way to make them feel like part of the team straight away. They get to see what a typical shift looks like and will have someone to ask those awkward questions that always crop up during the first week.  


Make A Good Impression 

Most importantly of all, a good induction process should seek to make the recruit feel welcomed and that they have made the right decision in joining your business. Seeds of doubt that are created early on will crop up in the future whenever things get rocky. An employee who feels valued in their company is much more likely to ride out the storm with them, not bail when things get tough. 

It is no secret that happier staff are much more productive, and this is so important in hospitality. You want to know you have a team that you can rely on and who care about the business, and this all starts with the induction process.  

Where possible, it is great for the newest members of staff to be introduced to those at the top of the chain. Make sure you introduce new employees to every member of the team, including the general manager and head chef; a quick hello and a handshake with new starters will help them feel welcomed and settled.  



It doesn’t make sense business sense to think of the induction process as a waste of time – it’s an invaluable tool for your business. It can take weeks and sometimes even months for employees to reach their full potential, so giving them the very best starting point only makes sense. 

At KSB Recruitment, we understand the recruitment process, and we know just how vital the induction into a new role is. We can help to maximise your business by placing top talent in the hospitality roles that you need. You can get in contact here or call us on 0121 702 1428. 



Dawn Turbitt 

Why Hospitality Staff Are Ghosting This Year


Have you found yourself in the situation recently where you thought you had found the perfect employee for your establishment, only to have them not turn up for their first day of work?  

Are you a hospitality job seeker who was in conversation with a couple of different places and didn’t decide which one to go for until the last minute? 

Enter the world of ghosting. 

‘Ghosting’ is becoming increasingly common in the world of work, particularly in hospitality.  

A recent survey found that hospitality was the third highest sector in which ghosting is occurring. Cutting all contact with a potential new employer (or employee) is becoming the norm, but why is it affecting hospitality so much? 

In this article, we talk about the reasons, consequences and the solutions to ghosting in the hospitality sector. 


Too Much Choice 

In the hospitality sector currently, there is a wealth of positions for job seekers to choose from. Since the Brexit vote, general hospitality managers have seen a 54% decrease in the number of non-UK workers applying for roles.  

This sharp fall in the number of applicants to hospitality roles means there are more empty positions than there are staff to fill them.  

Job boards are full of hospitality jobs, from bar assistant to head chef, and all over the UK. A candidate has plenty of options to consider; which they can afford to be picky. 

This has created a mentality in the hospitality sector that jobs are easy to come by, and because of this, candidates are far less likely to have to depend on one job opportunity alone. 


A Change in the Norm 

Sadly, it is not just a problem in the hospitality sector that brought about ‘ghosting’ in the workplace – it’s a cultural phenomenon.  

With the rise of the digital world, we have never been able to pick and choose who we connect with as easily as we can now. The lines between the real and the digital world have become blurred. 

It was once considered a big step in the recruitment process to be in correspondence with a potential employer, but it isn’t such an unusual scenario anymore. 

People are now changing jobs at a much higher pace than even a few short years ago. Especially in the hospitality industry, which is fuelled by a younger workforce. It is not seen as uncommon to have several jobs per year, and so the recruitment process is something many candidates have got used to, in short – it isn’t the scary experience it once was.  


Two-Way Street 

The trend of ghosting in the workplace causes frustration for those on the receiving end and perpetuates a system in which employer and employee continue to lose respect for one another.   

However, it could be said that employers started the trend years ago. Poor employers have a name for not letting candidates know if they are unsuccessful even after the interview stage.  

There is a shift in power from the employer to the employee in times when the economy grows. This LinkedIn article states that employees have learned this bad habit from employers. Failing to contact a candidate unless it was good news is one of the historical gripes job seekers report regarding the recruitment process.  


How to Combat Ghosting 

If you are a hospitality employer who has been ghosted, did you ever get the bottom of why? In the saturated hospitality market, the truth is that your candidate was probably given a more tempting offer.  

Better communication between employer and employee can help reduce the risk of ghosting, as in the recruitment process, a lot can happen in a short space of time. Maybe the candidate was going to ‘get-round’ to calling and letting you know, but several days slipped by, and they decided against it. A catch-up phone call at any stage in the process can be a smart move. 

If you’re a candidate guilty of ghosting; let the employer know. An email or text message is better than nothing. If you ghosted because the job offer was lacking in things which many other employers are offering, it is in everyone’s best interests to let them know.  

Hospitality employers now have to offer more and more to retain the best staff, but some establishments have not kept up.  

As hospitality recruiters, we are eager to reduce ghosting in the sector. It would not only benefit employers but employees too, as it would tighten up the whole recruitment process.  



We know how hard it currently is to find great staff for your hospitality business. At KSB Recruitment we are specialist recruiters of top hospitality staff.  

If you are looking to scale your business with great receptionists, bar assistants, supervisors and chefs, contact us with your brief today, and we can begin the search for you. 



Dawn Turbitt