Hospitality Recruitment Specialists

Hospitality Recruitment Specialists

The UK hospitality sector is massive. It is the third‐largest employer in Britain, directly supporting over 3.5 million jobs (plus an additional 3.0 million indirectly). Together, pubs, restaurants, hotels and events venues contribute roughly £93 billion in annual Gross Value Added (GVA). In fact, one industry report notes hospitality added £20 billion in value since 2016, reaching £93 billion by 2022. The sector’s growth has outpaced most of the economy: in the decade before Covid, hospitality GDP grew at about 6.0% per year – nearly double the UK average. It also accounted for around 17% of overall UK jobs growth between 2009–2019.

• Major Employer: With 3.5 million direct jobs (and many thousands more indirectly), hospitality firms comprise a major part of the labour market.
• Key Sub‑sectors: Restaurants, pubs and bars are by far the largest slice – these “restaurant and related” businesses (including pubs and nightclubs) generate over half of hospitality’s GVA. The hotel and accommodation segment (hotels, B&Bs, guesthouses) is another significant part, alongside catering and event services. For example, one analysis shows restaurants & pubs account for ~56% of hospitality jobs, while hotels make up ~14%.
• Economic Impact: The sector is vital to the UK economy. In 2022 alone it contributed an estimated £54 billion in tax revenues and attracted £20 billion in foreign spending. It spans urban centres and rural areas alike – nearly every UK region depends on hospitality jobs.

With tourism and business travel rebounding, demand for quality hospitality talent remains strong. Industry forecasts suggest up to 500,000 new hospitality jobs could be created by 2027 if growth continues. Employers should prepare for rising customer volumes and seasonal peaks by building robust permanent teams. In summary, the UK hospitality industry is large, growing and influential – making effective recruitment a top priority for hoteliers, restaurateurs, publicans and venue operators.

Recruitment Challenges in Hospitality

Despite its size, the hospitality sector faces acute staffing challenges. High vacancies, churn, and a changing labour pool make hiring difficult:

• Record Vacancies: As of 2023, there were roughly 132,000 hospitality vacancies in the UK – about 48% above pre-pandemic levels. This puts hospitality among the hardest-hit industries for labour shortages. A recent survey noted that as many as 170,000 vacancies (roughly +48%) now exist in UK hospitality, underscoring that the hiring gap is not just a blip but a structural issue.
• High Turnover: Hospitality also has the highest staff turnover rate of any UK sector – around 30–35% annually. In practice, many new hires leave within months: one report cites that 42% of hospitality recruits quit within 90 days. Turnover is costly, reducing productivity and forcing employers to repeatedly advertise and train. In short, even when vacancies are filled, retaining those workers is a struggle.
• Brexit and Workforce Changes: The UK’s departure from the EU significantly altered the labour pool. Pre-2020, many restaurants and hotels relied on chefs, cleaners and servers from the EU. Since 2019, the number of EU nationals working in UK hospitality fell by about 25%. Industry estimates suggest roughly 120,000 EU hospitality workers left the UK after Brexit. This “talent drain” has not been fully offset by domestic recruitment. Immigration policy changes have also made it harder to hire from abroad: for instance, chefs were removed from the Skilled Worker shortage list in 2024, raising the minimum salary and visa hurdles for kitchen roles.
• Skills Gaps and Compliance: Employers report gaps in critical skills (e.g. experienced chefs, licensed managers, customer-facing language skills) and the need for training. Regulatory burdens add pressure: for example, all new hires require valid Right to Work checks under UK law, as well as any industry-specific licences (e.g. for selling alcohol or handling food safety). Staying current with training requirements (food hygiene certificates, health & safety, data protection, etc.) is complex. A recruitment specialist must thoroughly vet candidates’ credentials and ensure legal compliance, a costly step that general recruiters sometimes overlook.

These challenges combine to create a competitive hiring environment. Employers must work harder to attract candidates – by offering career progression, training or better work conditions. Research shows many hospitality workers now value predictable hours and flexibility on par with salary. Over 50% of hospitality employees say the ability to work flexibly is as important to them as pay and benefits. Equally, staffing shortfalls directly affect service: surveys report that understaffed venues see morale drop, and a significant proportion of workers (43%) say they’d consider leaving if teams remain under-strength. In sum, traditional hiring methods are no longer enough – specialist solutions are needed to tackle shortages, turnover and shifting worker priorities.

Hiring Trends and Opportunities

Amid these challenges, new recruitment trends and opportunities are emerging in UK hospitality:

• Digital Recruitment: Technology is transforming how hospitality firms hire. E-recruitment tools – from AI-powered screening to social media sourcing – are widely adopted. Experts note that AI and automation streamline recruiting (sifting applicants, predictive hiring analytics) and can broaden candidate reach. For example, a major industry survey found 51% of hospitality employers are already using AI in some part of hiring. Likewise, mobile-optimized job sites and video interviews help attract younger applicants. The net result: digital tools can cut recruitment costs (e.g. job boards instead of print ads) and speed up candidate vetting. However, recruiters must balance tech with personal touch to avoid alienating candidates.
• Apprenticeships & Training Programmes: UK hospitality has invested in apprenticeships and training to grow talent in-house. Government and industry schemes aim to create tens of thousands of new apprenticeships in hospitality. For example, a recent parliamentary statement said reforms will drive up to 30,000 new apprenticeship starts across this Parliament, including in sectors like hospitality. Employers who “grow their own” see payoffs: one report found that 73% of hospitality apprentices were still working for the same employer two years after completion. Apprenticeships can cover roles from frontline service to management. Well-designed training programmes also raise skill levels and loyalty: companies often tie training completion to career progression. In practice, promoting apprenticeships helps fill roles with workers already vetted by training providers, reducing onboarding time. Hospitality employers can partner with colleges or levy schemes to access funded training.
• Diversity & Flexible Working: Modern hospitality workplaces are focusing more on inclusion and flexibility to attract talent. Research highlights that diverse and supportive environments attract candidates: for instance, 41% of jobseekers say a company’s diversity and inclusion (D&I) efforts influence their decision. Yet many venues lack formal D&I policies. By contrast, inclusive practices – recruiting staff of different ages, backgrounds or abilities – can expand the talent pool. Campaigns like “Only A Pavement Away” (led by industry bodies) specifically target under-represented groups (e.g. older workers) to join hospitality. Flexible scheduling is another key trend: surveys show employees prioritize work-life balance. Over half of UK hospitality workers consider flexible hours as important as their pay. To leverage this, some venues offer part-time shifts, split shifts or shift-swapping. Embracing flexibility and inclusivity not only meets worker expectations but can reduce turnover – for example, 54% of hospitality staff said workplace morale would improve with more flexible scheduling.
• New Role Types: The post-pandemic hospitality recovery has also spawned new roles and skills. Digital marketing, e-commerce, data analysis and sustainability roles have grown within hotels and chains. Even back-of-house positions increasingly require tech-savvy candidates (e.g. smart kitchen equipment operation or supply-chain software). Savvy recruiters highlight these trends when sourcing candidates. Additionally, the rise of “experiential” hospitality (pop-up events, food trucks, virtual tours) means recruitment is looking beyond traditional venues.

By leveraging these trends – using targeted digital campaigns, apprenticeships and flexible policies – hospitality employers can tap into new talent pools and mitigate skills gaps. But doing so effectively requires guidance from experts who know the sector’s unique demands.

Why fbrecruitment.co.uk is the Preferred Specialist

For UK hospitality employers seeking permanent hires, fbrecruitment.co.uk (FB Recruitment) stands out as a dedicated specialist agency. Here’s why FB Recruitment (part of the Hiring Manager group) is the preferred partner:

• Sector Expertise & Tailored Matches: FB Recruitment is exclusively focused on the food, beverage and hospitality sectors. This means their recruiters understand industry nuances – from the fast pace of a restaurant kitchen to the regulatory certifications pubs need. They stay abreast of hospitality trends and role-specific requirements. As a result, FB Recruitment can match candidates not just by resume, but by culture-fit. Each candidate is vetted against the client’s brand and values; for example, if a hotel client emphasizes service excellence, FB will present candidates with proven front-of-house skills and a guest-focused attitude. In short, employers get candidates who are “not only qualified but also a perfect cultural and strategic fit”.
• Extensive Talent Network: Years of specialising in hospitality has built FB Recruitment a vast network of qualified candidates and employer contacts. They cover roles from entry-level chefs and servers up to executive chefs, general managers and operations directors. By tapping both their internal database and external networks (including industry referrals), FB Recruitment reaches active and passive talent quickly. This breadth of reach helps fill roles faster and with higher quality candidates than a generalist agency might.
• Compliance & Quality Assurance: FB Recruitment handles all compliance and screening rigorously. Recruiters perform thorough background checks, right-to-work verification and reference checks on every candidate (as UK law requires). They also keep up with industry-specific qualifications (food hygiene, SIA for security jobs, alcohol licensing, etc.). To give employers extra peace of mind, FB Recruitment offers guarantees on placements. For example, they provide money-back guarantees and free candidate replacement if a hire doesn’t work out. (By comparison, some agencies, like Reed, advertise up to 18-month guarantees for permanent placements.) These policies underscore FB Recruitment’s confidence in their candidate selection and service quality.
• Technology-Led Process: FB Recruitment uses modern recruitment technology to serve clients efficiently. Online applicant tracking and video interviewing speed up hiring cycles. As their website notes, the agency employs “cutting-edge technology and an efficient process to rapidly fill vacancies”. In practice, this means open roles are advertised on major job boards and social platforms immediately, and candidate matches are cross-referenced using smart databases. The result is significantly shorter time-to-hire for clients – critical when needing staff before a busy weekend or event.
• Client‑First, Results‑Driven Approach: Above all, FB Recruitment is built around excellent service. They adopt a consultative, partnership mindset (“100% focused on understanding your recruitment needs”). Rather than a transactional vendor, they act as an extension of the employer’s team. Recruiters take time to learn each client’s business goals and workforce challenges, providing regular updates and advice throughout the process. Their track record of successful placements and long-term client relationships speaks to this commitment. The agency even offers post-placement support – sharing market insights and assisting with on-boarding to ensure retention. In short, FB Recruitment combines hospitality know-how, rigorous vetting and a client-centric ethos, delivering better hires than a generalist recruiter can.

In summary, FB Recruitment’s sector expertise, compliance diligence and advanced processes make them a preferred specialist for permanent hospitality hiring. They embody the qualities one would expect: specialist focus, extensive networks and guaranteed support. When you partner with FB Recruitment, you’re tapping into an agency “exclusively focused on food & beverage” recruitment with the commitment to “rapidly fill vacancies, minimising downtime” – precisely the edge UK hospitality employers need.

FAQs for Hospitality Employers

Q: What roles do you specialise in? We cover all permanent positions across hospitality venues. This includes chefs (from Commis to Executive Chef), restaurant managers, front-of-house staff (waiting staff, hosts, bar staff), housekeeping and cleaning teams, event and banqueting staff, sales and marketing for hotels/restaurants, and operations roles (hotel duty managers, chefs de partie, pastry chefs, etc.). Essentially, if it’s a salaried role in a hotel, pub, restaurant or event venue, we recruit for it. (Note: we focus solely on hospitality – we do not recruit for healthcare or social care roles.)

Q: How does your recruitment process work? We start by deeply understanding your specific need and culture. We then search our network and advertise (if needed) to identify candidate pools. All candidates undergo a rigorous multi-stage process: we review CVs, conduct in-depth interviews, check references, and verify right-to-work and any required certifications. We present you only with shortlists of pre-screened, qualified candidates. By managing the paperwork and compliance (as required under UK employment law), we save you time and ensure every candidate is legally eligible. Throughout, we keep you updated so you’re never left wondering about next steps.

Q: How quickly can you help us hire? Our emphasis on technology and specialist networks means we often fill roles far faster than average. In many cases, we can deliver initial candidate shortlists within a week or two of briefing. One reason is our “cutting-edge technology and efficient process” – FB Recruitment advertises widely and screens quickly. Of course, some senior or niche positions (like a head chef for a fine-dining restaurant) may take a bit longer to find the perfect match. But our speed is one of our strengths: clients frequently tell us they were surprised how quickly we found quality candidates. Remember, our timelines are focused on permanent hires – so the goal is to get the right person on board (rather than rushing temp staffing).

Q: What makes you different from generalist agencies? The key is specialisation and service. Unlike a broad agency juggling dozens of industries, we live and breathe hospitality every day. Our recruiters know UK hospitality trends, jargon and challenges intimately. We only fill permanent hospitality roles, so our entire sourcing, screening and candidate database is tailored to this sector. For example, we understand what makes a good pub manager or hotel sous-chef beyond just experience years. This insider knowledge means you get better matching and higher success rates. Additionally, our consultative approach and guarantees (including money-back if needed) go beyond what most general agencies offer. In short, we speak your language, understand your environment, and are 100% committed to your success – not like a generic recruiter who splits attention across unrelated industries.

Conclusion and Call to Action

The UK hospitality industry is thriving but its hiring landscape is challenging. Employers who partner with specialist recruiters like FB Recruitment gain a crucial advantage. We bring proven sector expertise, rigorous candidate vetting, and the latest recruiting tools to ensure you get the right people for your hotels, restaurants, pubs and event venues. Our track record – backed by long guarantees and client testimonials – demonstrates that we deliver results.

Don’t let vacancies or turnover hold back your business. Contact FB Recruitment today to discuss your hiring needs. Our expert team is ready to connect you with passionate, reliable hospitality professionals who will drive your service levels and guest satisfaction. Book a discovery call or visit fbrecruitment.co.uk to get started. We’ll take the hassle out of recruitment so you can focus on what matters most: growing your business and delighting your customers.