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.

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.  

 

Finally  

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. 

 

Thanks, 

Dawn Turbitt 

Who is Paige Turbitt

Paige TurbittPaige Turbitt: Always striving to bring 100% to the work that I do, and my goal as a recruiter is to build strong long-term, mutually beneficial relationships with candidates and clients alike. Currently, I am continually searching for the best talent and attitudes in the UK who work within the Catering and Hospitality industry. I am seeking for individuals who are open to hearing about new career challenges and opportunities. I predominantly recruit for establishments who are working towards, or have achieved accolades. This is something I am passionate about as I understand and can appreciate the effort, dedication and talent needed to uphold/gain such achievements!

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