Hospitality Salary guide 2016

F RON T L I N E HOSPI TA L I T Y 2016/17

SAL ARY GUIDE

PROVIDING YOU THE BEST CHOICE

Welcome to the Frontline Hospitality Recruitment Salary Guide for the 2016/17 financial year!First released in 2008, this guide provides a comprehensive review of the latest recruitment trends and salary information in the Australian Hospitality Industry. {

FRONTLINE HOSPITALITY SNAPSHOT

Number of agencies: 9

Countries of operation: Australia

New Zealand

Number of staff: approx 20

Year opened 2006

WELCOME TO OUR HOSPITALIT Y

SAL ARY GUIDE

After a fantastic first year in the Hospitality market in New Zealand, we are excited to have expanded into the Darwin and Adelaide markets in 2016. In addition to this, our existing Canberra agency has recently expanded their territory into Southern NSW, and we also have welcomed a new franchise owner in Perth! The past year has been an exciting chapter for Frontline Hospitality, and we cannot wait to see what the next year will bring. The salaries in this guide are collected from candidates who have been placed in a new role in the past 12 months. This year we have also conducted an extensive survey of more than 100 hospitality employers in Australia and New Zealand, to find out more about their hiring and salary expectations for the next year. The results of this survey can be found on the next three pages in our ‘State of the Hospitality Market’ report. We hope that you enjoy this year’s salary guide, and as always we welcome any feedback.

Peter DavisManaging DirectorFrontline Recruitment Group

UNDERSTANDING THE SALARY GUIDE

To provide usable data for each position we have indicated the “Average” salary or a salary “Range” for each level surveyed.

This “Range” indicates the typical salary bracket, which is being paid in the marketplace for each position and level

within that position.

In the case of salary packages, where a car or car allowance was included, we

have not included the value of the car or allowance in the salary figures.

The comments included by our Agency Owners and Managers describe the

reasons for these changes specifically in their states and territories.

This year the guide investigates salaries in Adelaide, Brisbane, Canberra, Darwin,

Melbourne, Perth, and Sydney in Australia, and Auckland in New Zealand.

STATE OF TH E HOSPITALIT Y MARKET{ The hospitality industry in Australia & New ZealandAustralia’s hospitality industry employs over 830,000 people - approximately 7% of the employed population - making it the seventh largest industry in the country in terms of employment. In the five years between 2010 and 2016, the number of employed personnel in the industry in Australia grew by 7%. In New Zealand, over 368,000 people work in the Retail Trade, Accommodation and Food Services industry, approximately 15% of the employed population. { A review of hiring intentions in the next 12 monthsIn June 2016, we surveyed more than 100 hospitality employers in Australia and New Zealand to gain an insight into their hiring intentions for the next financial year, and their behaviours when they are looking to employ new staff for their organisations. It was very positive to see that the majority of those surveyed indicated that their business activity in the last 12 months have increased, and that they expect to see a further increase in the coming year.We were also pleased to see that in the past year, more than 43% of respondents had increased their staff levels, with an additional 41% indicating that their staff levels had remained steady. More than 54% of those surveyed conveyed that their staff levels are expected to remain the same in the coming year, with those who are looking to increase their numbers focusing on employing full-time or permanent staff. In regards to staff retention, 50% of respondents revealed that their staff turnover rate has remained the same in the last year, and this is strongly expected to stay the same for the next year. { Where should candidates be searching for roles?Online job boards and through “word of mouth” were the most popular choices for employers when they are advertising their job vacancies. Given the resources that is being invested into digital marketing and social media platforms such as LinkedIn, we were surprised to see that social media was an advertising preference for less than 40% of respondents, and their company website was lower still with just 33% of respondents choosing to utilise that platform.

{ What should you expect in the industry?Most hospitality professionals work, on average, between 30 - 40 hours per week, and the hardest roles to fill are the Chef de Partie, Head Chef, and Sous Chef. Less than 33% of the hospitality businesses surveyed offer flexible salary packages or benefits to their employees. For those that do offer these benefits, the most options are company car parking, company paid training, flexible working hours, and overtime payments. Flexible working arrangements, and team building activities (off-site) are also common benefits provided to support their staff’s work/life balance, and training and development is by far the most common initiative used to increase staff retention - with 60% of respondents disclosing that their company utilises this function. The hospitality industry continues to be a difficult industry to find experienced staff, with 70% of those surveyed revealing that the find recruiting in the current industry ‘Very Challenging’, and 25% indicating that it is ‘Somewhat Challenging’. Less than 6% of hospitality employers feel that the current market is ‘Not Challenging’.In a candidate-short market, a common way to keep an organisation’s staff engaged is to offer a competitive salary package. As demand continues to increase, particularly for mid-level roles, almost 60% of employers are expecting to increase the salaries of all their staff in the next 12 months, with an average expected increase of between 1-3%. These increases will be based on a variety of company, team and the individual’s performance, and companies are looking for measurable results to justify this raise. It is common in the hospitality industry for salary packages to not include a bonus scheme. But when a bonus is on offer, it is usually based on a combination of company, team and the individual’s performance, and is likely to be between 1-10% of the employee’s gross salary. If you find yourself with another job offer - there is no guarantee that your existing employer will provide a counter offer. 42% of respondents revealed that they will never make a counter offer, with 33% indicating that they may, but only if there will be operational implications if the employee leaves.

Where do hospitality employers advertise jobs?

4%

33%

83%

45%

22%

49%Word of mouth

EmployeeReferrals

Internal Advertising

Online Job Boards

Company SocialMedia Pages

CompanyWebsite

40%

RecruitmentCompanies Only

43% of hospitality employers have increased their staff levels in the last 12 months

48% of hospitality professionals work 30 - 40 hours per week

42% of hospitality employers will never provide a counter offer to their employees

70% of hospitality employers feel that it is ‘Very Challenging’ to find skilled staff in the current market

Training and development opportunities are the most common incentive offered by hospitality businesses to support staff retention

{ How can you attract the best?Long gone are the days when experienced candidates were only looking for the highest salary package when deciding if they should accept a new job offer. While this is an important factor to consider, candidates are searching for an employer that offers the right cultural fit and will allow them to achieve their own career goals. More than 84% of the hospitality employers surveyed believe that the key reason that staff leave their current positions is to further their careers, with higher remuneration (including salary, bonuses and benefits) a close second. Other key factors include seeking a better work/life balance, and searching for a role in a more convenient location. If you are having difficulty retaining your hospitality staff, it may be worthwhile to consider how your organisation can provide these opportunities and work with them to develop a career path within your company.{ What can we expect in the next year?The demand for hospitality workers is being boosted as a result of a low Australian dollar, which has led to a growth in international and domestic tourism. For the first time in a decade, more Australians are choosing to holiday at home rather than head overseas.

In New Zealand, with international tourism now surpassing the dairy industry as the country’s number one export earner, the industry has also grown in the past year - according to a recent commentary published by SEEK. Job advertisements in the industry have increased by 7% in the past year in Australia, and 9% in New Zealand, which is consistent with the increase in business confidence that was indicated in our survey of hospitality employers. There is an average level of candidate availability - which provides both job seekers and employers with reasonable recruitment conditions - but the candidate pool is tightening. Across the industry it is challenging to source candidates with the specific skills and experienced required, and employers are becoming increasingly specific about the background that an employee must possess. While there are a number of advertising options available, employers are finding it difficult to find candidates through the job boards, and find that they are receiving a number of unsuitable applicants. As a result of this, many are turning to specialist hospitality recruiters and using other candidate sourcing tools that are now available. While these tools allow for the required filtering, they can be extremely time consuming and by the time they find a suitable candidate, the candidate has already found another position due to the candidate shortage.

84% of hospitality employers believe that their staff leave to further their career development

50% of hospitality employers did not make changes to their staff levels in the past 12 months

42% of employers, who will be increasing salaries in the next year, will provide an increase of between 1-3% of the employee’s annual salary

66% of hospitality employers base salary increases on a combination of individual, team and company performance

AGENCY INSIGHTS AND COMMENTARY

Number of staff: 6First year of operation: 2010

FAST FACTS

THE ROLES WE PLACE:

ACT & SOUTHERN NSW

FRONTLINE HOSPITALIT Y

The hospitality market in Canberra continues to experience a shortage of candidates, and it is becoming more important for businesses to make smart, quick decisions when hiring. Since the announcement of the 2016 Federal Election, we have noticed that many passive candidates (often those who are already employed) are reluctant to move jobs until the new government is formed. This has translated into an increased number of offer rejections and renegotiations across the market.

{ Increase in candidate expectationsThe biggest challenge that we are facing is the shortage of candidates in the market, and as this continues to decline, the expectations of the candidates have increased. This has been compounded by the number of fantastic new venues opening in the market - including the Braddon resurgence, the boom at the Kingston Foreshore and the impending redevelopment of some key real estate in Civic. With all of these businesses looking for the best, it has never been more of a candidate’s market.

{ Renewed focus on the hospitality industryIn the past 12 months we have seen significant growth in the market - with a number of new venues opening and getting it right from day one. We are very lucky to have some amazing hospitality visionaries who call Canberra home and constantly reset the standard, and as a result the market has become confident, agile and intuitive. One of the key drivers of this growth is the constant array of new cooking shows on mainstream television. People are becoming more interested in the hospitality industry and are more likely to want to experience new venues.

CHEF - HEADEVENTS / CATERING $85K - $110K

HOTEL $70K - $90K

PUB $75K - $90K

REGISTERED CLUB $75K - $100K

RESTAURANT $75K - $90K

RESTAURANT (CHEFS HAT) $80K - $110K

CHEF - SOUSEVENTS / CATERING $65K - $75K

HOTEL $60K - $70K

PUB $65K - $70K




CHEF - DE PARTIEEVENTS / CATERING $55K - $63K

HOTEL $55K

PUB $55K - $63K




CHEF - COMMISHOTEL $45K - $50K

PUB $50K


RESTAURANT (CHEFS HAT) $50K

Frontline Hospitality ACT & Southern NSW

Mezzanine Level, 64 Northbourne Ave Canberra 2601

P: +61 2 6162 4677F: +61 2 6169 3251

[email protected]

CONTACT

JEFF BAILEYAGENCY OWNER

{ Importance of understanding the local marketIf you are looking to source the best in the market, the most important thing that you can do is to act quickly. Speed has always been key in the Canberra market, and having a thorough understanding the local market is a great way to stand out from the crowd. As candidates continue to expect more, businesses that want to attract the best need to ensure that they are offering a transparent, professional and appreciative working environment. It’s far too easy for skilled job seekers to find another offer, so make sure that you are managing your relationships with your staff, and doing everything that you can to keep them on board. As a candidate in the market, you need to have your ear to the ground to find out what’s available, and consider partnering with an agency who will be able to keep you front of mind for new opportunities.

{ Some exciting developments to come!Over the next 12 months, we expect the market to continue to be short of skilled candidates. The Canberra CBD upgrade is coming along and many areas (such as City Walk and Garema Place) are being redeveloped, which will breath some life into the heart of Canberra that has been neglected for too long! With these new openings, and as new venues settle into their groove, we will need to start working hard to attract candidates from interstate to keep up with the demand.

FRONTLINE HOSPITALIT YNumber of staff: 2

First year of operation: 2016

FAST FACTS

We are thrilled to announce that as of February 2016, we have expanded our hospitality recruitment services into the Adelaide market! The industry in Adelaide has its own unique challenges, and thankfully has not significantly impacted by the current skills shortage that the rest of the country is experiencing.

{ Make sure that your offering stands out from the crowdIn Adelaide CBD, there are a number of candidates looking for new opportunities - with an estimated average of 1.4 suitable candidates per job vacancy. While this has decreased from last year, it is a still a comfortable market for hospitality businesses looking to hire new staff. In regional areas across South Australia, many businesses are struggling to attract candidates and are looking at creative ways to make their offerings more desirable - such as competitive salaries and bonuses, work/life balance with structured days off, and career progression opportunities.

{ The importance of meeting the market

Offering accommodation (either temporary or permanent) is also an enticing extra that businesses are leveraging to encourage skilled candidates to relocate to regional areas. If you are looking to source the best in the market, the most important thing that you can do is to ensure that you are offering a competitive salary and incentives. While Adelaide seems to have been sheltered from the shortage of quality candidates for now, we expect that the market will begin to tighten in the next 12 months. Money talks, and as candidates begin to regain control of the market, businesses need to make sure that they are coming to the table. In a candidate short market, it’s also a good idea to partner with an agency who will be able to attract job seekers from across the country and make use of the sourcing tools at their disposal.

ADEL A IDE

THE ROLES WE PLACE:

CHEF - HEADEVENTS / CATERING $65K +

HOTEL $65K - $75K

PUB $70K - $80K


RESTAURANT $65K +

RESTAURANT (CHEFS HAT) $65K +

CHEF - SOUSEVENTS / CATERING $60K +

HOTEL $53K - $60K

PUB $65K - $70K





HOTEL $50K - $55K

PUB $50K - $58K




CHEF - COMMISHOTEL $48K +

PUB $45K - $49K



Frontline Hospitality AdelaideChristie Corporate BuildingLevel 3, 320 Adelaide Street

Brisbane, 4000

P: +61 7 3310 8736F: +61 7 3211 9981

[email protected]

CONTACT

PIA MANWARINGAGENCY OWNER

{ How to make the most of your resume

As a candidate in the market, you need to ensure that all of your employment and resume details are up to date, and presented in a professional and digestive format. In a saturated market, the top businesses are going to be bombarded with resumes, and it’s important to make sure that your resume clearly shows why you are the best person for the job. Also ensure that you have at least 3 references that were all direct reports to you, and have agreed to be a reference for you in advance.

{ Do some research before the interview

All of your interviews will require preparation beforehand. This includes researching the company (either through their website, or visiting their venue), find out who you are being interviewed by and look up their profile on LinkedIn, and read the job description carefully. The interviewer is going to be reviewing your skills against that of the job description, so if you can clearly show that you satisfy each requirement, it makes their decision easy!While it may seem like common sense, it is also imperative that you arrive on time for the interview and dress appropriately. It’s also a nice idea to send them a quick email thanking them for their time after the interview, and once again expressing your interest in the role.



FAST FACTS

BRISBANEThe hospitality market has been very busy in the past six months - with employers actively seeking candidates and lots of job seekers looking to make a move as consumer confidence increased. There was also a surge of popularity in the informal dining, hotel and QSR sector. We have seen a number of changes in the market recently - specifically a difficulty sourcing talent for hospitality businesses. At one stage it was impossible to provide a short-list of more than three applicants, as talented candidates were not on the market for more than two days and counter offers from employers were at an all time high.

{ Increase in the number of counter offersCandidates have too much choice, and this has resulted in many employers becoming frustrated if they were not able to secure the best staff for their business. Queensland is experiencing a very tight labour market - the toughest market that we have seen in years. To combat this, the selection process needs to happen quickly as we have been finding the window of opportunity to work with candidates is extremely short. Due to the current shortage, counter offers are at an all time high and we have found that in 9/10 cases the candidate is choosing to stay rather than move. The best way to manage this is to keep the process strict - do your references and criminal history checks before the interview so when you interview you can offer straight away, keep start dates to an absolute maximum of 2 - 3 weeks.

{ Significant shortage of Chefs and Restaurant ManagersQueensland has always been an attractive state for the lifestyle, beaches and growth opportunities. Around the Brisbane and Gold Coast market there is a significant shortage of qualified Chefs, especially at the Chef de Partie level, Waiters, Bar Staff, and Restaurant Managers, and businesses in the regional areas have struggled to find candidates at all levels. Businesses are still investing in growth especially within informal dining, hotels, and QSR, and attempting to draw in travellers both domestic and internationally.

THE ROLES WE PLACE:


HOTEL $65K - $75K

PUB $70K - $80K


RESTAURANT $65K +

RESTAURANT (CHEFS HAT) $65K +


HOTEL $55K - $70K

PUB $65K - $70K





HOTEL $50K - $55K

PUB $50K - $58K





PUB $45K - $49K



Frontline Hospitality BrisbaneChristie Corporate BuildingLevel 3, 320 Adelaide Street

Brisbane, 4000

P: +61 7 3310 8736F: +61 7 3211 9981

[email protected]

CONTACT


{ Move quickly to secure the best for your businessIf you are looking to source the best in the market, the most important thing that you can do is to make the process as quick as possible. Candidates are interviewing for multiple roles (often with your competition) as there are so many opportunities due to shortages, so make your offer and company attractive. With the decrease in consumer confidence in the market, we have also seen that many skilled candidates are not prepared to do the legwork themselves and are partnering exclusively with recruitment companies. As a candidate in the market, there are plenty of options at your fingertips. While it can be tempting to take the first offer, prepare for counter offers and be mindful of the reasons that you started looking for a new job in the first place.

{ The importance of a recruitment plan for 2017!We are looking forward to the election in early July as this often leads to an increase in business confidence. We expect that businesses will continue to grow moderately for the next 12 months and shortages will still be an issue. Employers in this market need to recognise that it is really tough to find great staff, and they have to start being savvy with how they secure the best in the industry. In a candidate short market, it’s also important to prepare for high staff turnover and have a recruitment plan ready for action.



FAST FACTS

DARWINWith reports of huge economic growth in the past year, the Northern Territory has become one of Australia’s strongest job markets!Some of Australia’s largest resorts are located here and it was truly fabulous to hear that they have been experiencing almost full occupancy and growth compared to last year. With an influx of new businesses opening, the industry is going from strength to strength.

{ How to find talent in a difficult marketWith a strong job market in the Northern Territory and reduced consumer confidence across the nation, candidate mobility has been at an all time low. Finding talent has never been harder, and employers in metropolitan areas are advertising for up to 4 months, with almost half of these roles are remaining unfilled. Employers in regional areas in the territory are faring a bit better, with approximately two thirds of roles advertising being filled within 2 - 3 months. Many employers are finding that they are receiving a good responses when they post an ad online, but most of these applicants do not have the skills and experience that they require. The salaries on offer in Darwin are much higher than that of QLD, WA & SA so it really is an attractive state for talent, and with the Casuarina’s new wing and Gateway (Palmerston) to be finished in November, we are excited to have new employers entering the market.

{ Review your relocation and accommodation offeringsCompared to other capital cities in Australia, rent is Darwin is high. This is one of the main objections for candidates who would be open to relocate, and hospitality employers need to start investing in relocation packages or short-term accommodation options if they want to attract the best to their business. If you are looking to source the best in the market, the most important thing that you can do is review your relocation packages and accommodation offerings.

THE ROLES WE PLACE:


HOTEL $75K - $85K

PUB $70K - $80K


RESTAURANT $70K +



HOTEL $60K - $75K

PUB $65K - $70K





HOTEL $56K - $58K

PUB $50K - $58K


RESTAURANT $56K +


CHEF - COMMISHOTEL $48K +

PUB $45K - $49K

RESTAURANT $48K +


Frontline Hospitality DarwinChristie Corporate BuildingLevel 3, 320 Adelaide Street

Brisbane, 4000

P: +61 7 3310 8736F: +61 7 3211 9981

[email protected]

CONTACT


This continues to be the largest objection that we encounter as the Northern Territory is very attractive for talent due to the growth opportunities, strength of economy and the higher salaries. As a candidate in the market, you need to be realistic about your salary expectations and don’t hold out for more than the market is willing to offer. Make sure that your resume is up to date and take the time to ensure that it has the relevant information that will get the attention of the recruiter or hiring manager. Details such as length of tenure, duties and responsibilities, and reason for leaving previous roles are very important.

{ Candidates will continue to control the market

We are expecting another strong year of growth in the market in the Northern Territory. With a number of venues set to open or expand, it is going to be even harder to fill all the new vacancies, so employers need to develop a strategy for sourcing candidates. This will contribute to the existing shortage of quality candidates in the market and candidates will become more selective about where they send their resumes. It is worthwhile to consider working with an agency who will have access to passive candidates who are willing to move for the right opportunity, and who can negotiate on your behalf.



FAST FACTS

MELBOURNEThe hospitality market in Victoria has been extremely strong over the last 12 to 18 months. Growth in small restaurant and hotel groups have been expanding during this period, opening the door for new job opportunities internally and externally of these businesses. In the quick service sector we have also seen year on year growth, which doesn’t look like it will be slowing down any time soon.

{ Candidates are searching for more than the right salary

The growth of smaller restaurant and boutique pub groups has been bolstered by large corporate investment, as well as the exciting expansions of a variety of quick service and casual dining outlets which has opened career paths for school leavers and current industry professionals.We have noticed more consistency in roles as companies attempt to sure up their venue and people management structures in line with business growth. This leads to increased suitability for candidates in a number of roles.With a variety of opportunities available in the market, candidates have their pick of the bunch, and they are searching for more than just the right price. It is important that each role fits the wants and needs of the candidate, including not only the salary, but the location, opportunity for work/life balance and career progression.

{ Make sure that your expectations are realistic

If you are looking to source the best in the market, the most important thing that you can do is to ensure that you have a clear understanding of the skills and experience that you require for the role, and offer a competitive salary with a reasonable expectation of hours worked. This will not only help to attract the best staff, but to ensure longevity and retention of your top performers. As a candidate in the market, you need to be honest about your needs and expectations from the beginning, and demonstrate that you are prepared to make a long-term commitment to your new role during the interview.

THE ROLES WE PLACE:


HOTEL $75K - $90K

PUB $65K - $80K





HOTEL $55K - $65K

PUB $55K - $60K





HOTEL $50K - $55K

PUB $50K - $55K





PUB $45K - $48K



Frontline Hospitality MelbourneLevel 8, 350 Collins Street,

Melbourne 3000

P: +61 3 8676 0724F: +61 3 8601 1180

[email protected]

CONTACT

JANE RIPPINGALEAGENCY OWNER

Hirers are struggling to find the best for their teams, and when they do, they want to know that they are going to be in it for the long-haul, and are willing to offer career advancement opportunities to encourage this. However, if you are not looking for a long-term commitment, it’s important to be honest with your recruiter and the employer up-front to avoid wasting your own, and their time.

{ The impact of increased consumer confidenceIn the next 12 months, we expect that the Melbourne economy will continue to grow steadily in our industry due to consumer confidence and strong economic growth as a result of inward migration of families with disposable income, and leisure and entertainment needs from other states to Victoria. This can be seen through the recent growth in the casual dining market, and we expect that this will continue throughout 2017. As a recruiter, our focus will be on building strong relationships with our clients and candidates, and preparing for the new opportunities that are going to appear due to the industry growth. It’s an exciting time to be in the hospitality industry in Melbourne, and we cannot wait to see what the next year will bring!


FAST FACTSFRONTLINE HOSPITALIT Y

NORTHCOAST NSWMid North Coast NSW is going through a gentrification process. With the end of the mining boom, and considering the rising cost of living in the major cities, many are making the sea change.

{ Large hospitality groups seeking cheaper properties

There is a skill shortage of quality candidates as the industry is growing without a large candidate base to service the growth. When it comes to attracting candidates to the area, the lower cost of living is an appealing factor and will often influence highly skilled workers to relocate from major cities. We are also seeing many of the larger hospitality groups moving up the coast with the price of properties in the major cities becoming prohibitive and also the returns can be greater in growing areas. As the region is currently job rich and short of skilled candidates, and we are directing our attention to job seekers that are looking to move out of downturn areas both in the Queensland and the Western Australian markets to fill the gaps in the market.

{ Increased quality of hospitality service in the area

There is a lack of skill and enthusiasm in the industry, due to a stigma of a lack of progression and salary growth in the area. Newcastle’s gentrification and culture shift has seen some savvy operators focus on the area, which has increased the quality of hospitality product available in the market. There have also been a number of the larger Sydney hospitality groups moving up the coast, recognising the opportunities and population growth. In the past 12 months, we have seen an increase in the fresh “paddock to plate” style of dining, and a focus on the “food side” of the business within hotels and pubs, who are also adopting a more creative strategy to promotion and marketing. This has been coupled with many QSR groups slowly encroaching on the area aiming at the growth in the family market.

THE ROLES WE PLACE:


HOTEL $70K - $90K

PUB $75K - $90K

REGISTERED CLUB $75K - $100




HOTEL $60K - $70K

PUB $65K - $70K





HOTEL $55K

PUB $55K - $63K





PUB $50K



Frontline Hospitality North Coast NSWSuite 107, Junction Village Centre

10 - 16 Kenrick StreetThe Junction 2291

P: +61 2 4044 0570F: +61 2 8016 5490

[email protected]

CONTACT

STEPHEN MCGUIREAGENCY OWNER

{ The search for progressive and proactive candidates

If you are looking to source the best in the market, the most important thing that you can do is to make decisions quickly when you come across a skilled candidate. Considering the shortage of skilled job seekers, you need to act fast. We have also seen that a number of employers are behind the market in terms of salary offers, and this has inhibited their ability to secure quality staff. As a candidate in the market, you need to do your research and find out about the current trends in the industry. While there are a number of opportunities available, hospitality businesses are looking for candidates that have a progressive and proactive approach which will help their business to stay ahead of the market.

{ Finding the right culture and work/life balance

In the next 12 months, we expect the market to continue to grow. Those hospitality businesses that are ahead of trends are starting to see the return of their investment, and this is influencing the direction of the industry - ensuring that offerings are more diverse and current. The challenge that this market faces is that the industry is growing at a faster rate than the skill of the local candidates. By focusing on hiring techniques and ensuring that you are offering the skilled candidates a point of difference is the key to attracting them to your business.



FAST FACTS

PERTHLike most industries in Perth, we are experiencing a downturn, largely due to the slump in the resource sector. This has had a huge knock on effect into our industry as businesses and consumers alike attempt to minimise their expenses and discretionary spending. While there are a number of people currently searching for roles in the hospitality industry, we have noticed a shortage of candidates who have the specific skills required, particularly in Chef roles.

{ Minimising the effects of the economic downturnWe have noticed that employers are opting to handle their recruitment internally to save money due to the downturn in their business. While many are receiving a considerable number of applications to their online ads - they are quickly becoming frustrated at the lack of skilled candidates in the market, and end up investing a significant amount of time into the process with no result. In an attempt to minimise the disruption to our economy, the local government has been investing in tourism campaigns for both domestic and international visitors. In addition to this, there has been a lot of development proposed, such as several new hotels and apartment buildings in the coming year, and more restaurant and bar offerings in the Elizabeth Quay Development.

{ Focus on providing best possible value for money

As consumers are trying to reduce their spending, we have noticed that the industry has become focused on providing the best possible quality and value for money for customers, as this is the key to repeat business in this market. If you are looking to source the best in the market, the most important thing that you can do is offer the best possible terms of employment to the candidate. It’s a tough market out there with lots of uncertainty, so make sure that you are making it worth their while to move.

THE ROLES WE PLACE:


HOTEL $75K - $95K

PUB $75K - $95K





HOTEL $70K - $80K

PUB $70K - $80K





HOTEL $52K - $55K

PUB $52K - $55K





PUB $40K - $45K



Frontline Hospitality Perth38/44 Kings Park Road

West Perth, 6005

P: +61 8 6263 4433F: +61 8 6263 4433

[email protected]

CONTACT

MARTIN SMITHAGENCY OWNER

{ Preparing for your interview with an employer

As a candidate in the market, you need to ensure that you are researching the companies that you are applying to - whether it be via their website and social media channels, or physically visiting their venue beforehand. It’s also important to make sure that you are making your resume as attractive as possible. Read the job description carefully and tailor your resume to specifically address the needs of the employer as outlined in that job description, then highlight how your skills and experience is relevant to the role that you are interviewing for. If you find yourself with multiple job offers, take the time to review the company culture within each business and which one fits all of your needs - not just salary.

{ Accommodating a more cost conscious customer

Over the next 12 months, we expect that the market in Perth will become dedicated to finding and securing quality trained staff who are able to deliver superior service and products to a more demanding and cost conscious customer. Just as the customer will become more demanding about quality of service and value for money, as will the expectations of the employers as they attempt to manage the financial demands of their business - including possible cost cutting and downsizing measures.


FAST FACTSFRONTLINE HOSPITALIT Y

SYDNEYThe hospitality industry in Sydney has expanded in the last 12 months, with a shift towards more “approachable” food rather than fine dining. We are currently experiencing a shortage of skilled candidates, which has been challenging as we are required to mine through data and spend more time searching than in the past.

{ Don’t miss out on the best by offering a low salary!A common issue that we have experienced is that many businesses are not prepared to meet the market in terms of salary and when we do find someone who fits the brief, the good candidate will turn down the offer as they have their pick of the jobs out there. We are finding the it is becoming more necessary for us to educate our clients that they need to be offering competitive salaries, and how this investment for their business will pay off in the long-term. Hospitality employers also need to be prepared to be flexible when reviewing current market trends, such as the significance that has been placed on company culture, benefits and lifestyle expectations.

{ The importance of understanding the local market

Over the past year, we have seen a number of new players enter the industry who are committed to understanding the unique needs of the Sydney market. With this comes a better understanding of their customers, and a great reputation across the industry - which can be a key decision factor for candidates when they are deciding whether to accept an offer. The market continues to be highly competitive, and with the rise of salaries across the state - particularly for Chefs - it has become more important for employers to meet the market and attract those top performers to their businesses. We have also noticed that this competitive market has resulted in many businesses recognising their current teams, which is great for the industry as a whole.

THE ROLES WE PLACE:


HOTEL $70K - $90K

PUB $75K - $90K





HOTEL $60K - $70K

PUB $65K - $70K





HOTEL $55K

PUB $55K - $63K





PUB $50K



Frontline Hospitality SydneyLevel 11/ 70 Pitt Street,

Sydney 2000

P: +61 2 9231 0011F: +61 2 8016 5490

[email protected]

CONTACT

STEPHEN MCGUIREAGENCY OWNER

{ Always remember, this is the hospitality industry!If you are looking to source the best in the market, the most important thing that you can do is to move faster once you have decided to offer the role to a candidate. Make sure that your deadlines and salary offerings are realistic and meet the current market, and be prepared to act quickly when you come across good talent. As a candidate in the market, you need to make sure that your view of the industry and the conditions are realistic. While it’s acceptable to want balance, it’s important to remember that this is the hospitality industry, and it’s unlikely that you will be able to have time off during crucial money making times - such as school and public holidays.

{ Competitive market set to increase in next year

We expect that in the next 12 months, we will continue to see a candidate short market in Sydney. With the opening of multiple new restaurants in Barangaroo, coupled with new hotels and the Convention Centre, this could add several thousands of jobs in the upcoming year that will be hard to fill with our current pool of candidates. This influx of jobs available will add to an already competitive market, and may lead to a raise in the starting salary in many brackets, especially in the Chef area. As an employer, the best way to prepare for this shortage will be to review if your business is able to provide sponsorship and be available to some of the inbound professionals.



FAST FACTS

AUCKL ANDThe Auckland market remains candidate short especially at the middle to upper management level. The largest demand is currently for Duty Managers, CDP and Sous Chefs. Most hospitality clients face high staff turnover due to salaries being offered below market trend and the offer of better working conditions. Head hunting is also at an all time high, and this has been extremely frustrating for most businesses.

{ Candidates becoming more selective about their needs

We have noticed that there are high job volumes being advertised on the job boards, but no qualified candidates to fill the roles as most skilled candidates are travelling overseas for better pay and opportunities. The best way to operate in this market is to search for your staff carefully and ensure that you are offering competitive salaries and attractive working conditions - including flexible working arrangements for experienced candidates.Due to the shortage of candidates in the market, job seekers have started to become more selective about their needs and the type of position they will consider. Most candidates want to stay close to home, as they are concerned about time spent travelling and in traffic.

{ Employers need to meet the market with salaries

We have also noticed that many hospitality employers are not flexible on salaries and are taking too long to make decisions - which unfortunately leads to them missing out on the best candidates. Skilled job seekers have a number of options available to them, and are happy to hold out for a competitive salary, attractive working conditions, and career progression opportunities. The hospitality market in Auckland is booming with tourism, and we are struggling to keep up with the demand in hotels and accommodation. As a result there has been a shift of focus to development and expansion, with a number of new chains opening in the market, and a few big groups expanding into the QSR or retail trade.

THE ROLES WE PLACE:

CHEF - EXECUTIVEPUB $90K - $110K



PUB $60K - $65K



CHEF - SOUSHOTEL $48K - $55K

PUB $48K - $55K



CHEF - DE PARTIEHOTEL $38K - $45K

PUB $38K - $48K



GENERAL MANAGERPUB $55K - $65K


GENERAL MANAGERPUB $45K - $50K


Frontline Hospitality AucklandDLA Piper Tower

Level 5, 205 Queen StreetAuckland 1010

P: + 64 9 557 0616F: + 64 9 379 5853

[email protected]

CONTACT

MANDY JACOBSONAGENCY MANAGER

{ Shortage of management candidates

Another concerning trend is that many skilled candidates at the lower to middle level are leaving the industry to pursue other opportunities, and experienced managers are considering a change of career for a more attractive lifestyle and work/life balance. This is making it particularly difficult to source candidates for middle to upper management roles, and many businesses are choosing to promote internally to fill in the gaps at this level, but often these candidates do not have the necessary management skills and require significant training.

{ Be realistic about what you’re looking for

If you are looking to source the best in the market, the most important thing that you can do is to act with a sense of urgency and communicate effectively about what you are actually looking for from your new staff member. As a candidate in the market, you need to be more flexible in regards to the location of the role on offer, and ensure that you are available to coordinate interview times. In the next 12 months, we expect to see a number of new hotel developments which will create a number of job opportunities - but in turn will also put pressure on a market that is already experiencing a candidate shortage. As the shortage continues, candidates will continue to dictate the market and clients will need to start investing in training their current staff to fill any gaps in their teams.

SALARY COMPARISON TABLES

SAL ARY COMPARISON TABLESAUSTR ALIA - NSW, VIC & ACT

R ESTAUR ANT, R ESTAUR ANT (CHEFS HAT) & VENUE / BAR

NSW VIC ACT

R ESTAU R A N T Chef - Commis $50K - $55K $47K - $50K $50K - $55KChef - de Partie $55K - $63K $50K - $55K $55K - $63KChef - Sous $65K - $75K $55K - $65K $65K - $75KChef - Head $75K - $90K $65K - $80K $75K - $90KChef - Executive $75K - $110K $80K - $120K $75K - $110KChef - Pastry $60K - $65K $55K - $60K $60K - $65KSupervisor $50K - $55K $45K - $48K $50K - $55KBar Manager $55K - $65K $50K - $60K $55K - $65K Assistant Manager $60K - $70K $55K - $65K $60K - $70KManager $70K - $90K $65K - $80K $70K - $90KR ESTAU R A N T (C H E FS H AT )Chef - Commis $50K $45K - $48K $50KChef - de Partie $55K - $63K $50K - $55K $55K - $63KChef - Sous $65K - $75K $58K - $65K $65K - $75KChef - Head $80K - $110K $65K - $85K $80K - $110KChef - Pastry $60K - $70K $50K - $55K $60K - $70KShift Supervisor $50K - $55K $50K - $55K $50K - $55KAssistant Manager $60K - $70K $55K - $65K $60K - $70KManager $75K - $100K $65K - $85K $75K - $100KSommelier $65K - $75K $55K - $70K $65K - $75KReservations Manager $55K - $60K $55K - $65K $55K - $60KV E N U E / BA R Duty Manager $55K - $60K $48K - $55K $55K - $60K Assistant Manager $60K - $65K $55K - $65K $60K - $65KOperations Manager $65K - $75K $55K - $70K $65K - $75KManager $65K - $75K $65K - $85K $65K - $75KFunctions Manager $55K - $65K $55K - $60K $55K - $65KBDM $60K $60K - $70K $60K


HOTEL

NSW VIC ACT

H OT E L

Breakfast Commis $45K - $50K $48K - $50K $45K - $50K

Chef - Breakfast $50K $50K - $60K $50K

Chef - Apprentice $38K AWARD $38K

Chef - Commis $45K - $50K $48K - $50K $45K - $50K

Chef - Demi $50K - $54K $48K - $55K $50K - $54K

Chef - de Partie $55K $50K - $55K $55K

Chef - Sous $60K - $70K $55K - $65K $60K - $70K

Chef - Head $70K - $90K $75K - $90K $70K - $90K

Chef - de Cuisine $70K - $90K $80K - $100K $70K - $90K

Chef - Executive Sous $70K - $80K $70K - $80K $70K - $80K

Chef - Executive $80K - $120K $90K - $120K $80K - $120K

Chef - Pastry $60K $55K - $60K $60K

Shift Supervisor $45K - $50K $45K - $50K $45K - $50K

Duty Manager $50K $48K - $52K $50K

Front Office Manager $65K $55K - $65K $65K

Guest Services Manager $55K $55K - $65K $55K

Assistant Manager $55K - $60K $55K - $60K $55K - $60K

HR Manager $70K - $100K $65K - $80K $70K - $100K

F&B Supervisor $45K - $50K $50K - $55K $45K - $50K

Bar Manager $55K - $60K $50K - $55K $55K - $60K

F&B Manager $70K - $85K $65K - $80K $70K - $85K

Event Manager $55K - $60K $60K - $65K $55K - $60K

Conference & Events Sales Executive $65K - $75K $70K - $80K $65K - $75K

SAL ARY COMPARISON TABLESAUSTR ALIA - NSW, VIC & ACTR EGISTER ED CLUB, PUB & QSR / CAFÉ

NSW VIC ACT

R EG I ST E R E D C LU BCook/Chef $53K $45K - $48K $53KChef - Demi $54K $48K - $52K $54KChef - de Partie $55K - $63K $50K - $55K $55K - $63KChef - Sous $65K - $75K $55K - $65K $65K - $75K Chef - Head $75K - $100K $65K - $80K $75K - $100KChef - Executive $90K - $130K $80K - $120K $90K - $130KF&B Supervisor $55K - $60K $47K - $55K $55K - $60KBistro Manager $60K - $65K $55K - $60K $60K - $65K P U BChef - Commis $50K $45K - $48K $50K Chef - Demi $50K - $54K $45K - $50K $50K - $54KChef - de Partie $55K - $63K $50K - $55K $55K - $63KChef - Sous $65K - $70K $55K - $60K $65K - $70KChef - Head $75K - $90K $65K - $80K $75K - $90KChef - Executive Group $120K - $140K $75K - $100K $120K - $140KSupervisor $50K - $55K $47K - $50K $50K - $55KDuty Manager $55K - $60K $55K - $60K $55K - $60K Assistant Manager $60K - $65K $55K - $65K $60K - $65K2IC / Operations Manager $65K - $75K $60K - $70K $65K - $75KEvent Coordinator $55K $48K - $55K $55KFunctions Manager $55K - $65K $55K - $65K $55K - $65KQ S R / CA F ÉBarista $44K - $48K $45K - $48K $44K - $48KShift Supervisor $45K $45K - $48K $45KAssistant Manager $50K - $55K $52K - $55K $50K - $55KManager $55K - $65K $55K - $75K $55K - $65KArea Manager $70K - $90K $75K - $90K $70K - $90K


EVENTS/CATER ING/FUNCTIONS & EXECUTIVE ROLES

NSW VIC ACT

EV E N TS / CAT E R I N G / FU N CT I O N S

Chef - de Partie $55K - $63K $50K - $55K $55K - $63K

Chef - Sous $65K - $75K $55K - $65K $65K - $75K

Chef - Head $85K - $110K $65K - $80K $85K - $110K

Chef - Executive $90K - $140K $80K - $120K $90K - $140K

Chef - Pastry $55K - $65K $55K - $60K $55K - $65K

F&B Supervisor $50K - $55K $47K - $55K $50K - $55K

Event Manager $60K - $75K $60K - $70K $60K - $75K

Event Coordinator $55K - $70K $50K - $55K $55K - $70K

Functions Coordinator $50K - $60K $47K - $52K $50K - $60K

Events Sales Executive $60K - $80K $65K - $80K $60K - $80K

EX ECUT I V E R O L ES

General Manager $80K - $115K $70K - $120K $80K - $115K

Group BDM $70K - $90K $70K - $80K $70K - $90K

Group Venue Manager $110K - $140K $90K - 140K $110K - $140K

Marketing Manager $65K - $75K $55K - $60K $65K - $75K

Operations Manager $75K - $120K $70K - $85K $75K - $120KGroup Operations Manager $100K - $140K $80K - $130K $100K - $140K

SAL ARY COMPARISON TABLESAUSTR ALIA - QLD, NT, WA & SA

R ESTAUR ANT, R ESTAUR ANT (CHEFS HAT) & VENUE / BAR

QLD NT WA SA

R ESTAU R A N T Chef - Commis $45K - $48K $48K + $40K - $45K $45K - $48KChef - de Partie $50K - $58K $56K + $50K - $55K $50K - $58KChef - Sous $55K - $65K $62K - $65K $65K - $75K $55K - $65KChef - Head $65K + $70K + $80K - $95K $65K +Chef - Executive $70K - $75K $70K - $80K $95K - $110K $70K - $75KChef - Pastry $60K - $65K $65K - $70K $75K - $85K $60K - $65KSupervisor $48K - $55K $48K - $55K $50K - $55K $48K - $55KBar Manager $50K - $55K $50K - $55K $55K - $60K $50K - $55KAssistant Manager $55K + $55K + $50K - $55K $55K + Manager $55K - $65K $60K - $65K $60K - $70K $55K - $65KR ESTAU R A N T (C H E FS H AT )Chef - Commis $45K - $48K $45K - $48K $40K - $45K $45K - $48KChef - de Partie $50K - $58K $45K - $50K $52K - $55K $50K - $58KChef - Sous $55K - $65K $60K - $65K $70K - $80K $55K - $65KChef - Head $65K + $70K $85K - $100K $65K +Chef - Pastry $60K - $65K $60K - $65K $75K - $85K $60K - $65KShift Supervisor $50K - $55K $50K - $55K $55K - $65K $50K - $55KAssistant Manager $55K - $60K $55K - $60K $50K - $60K $55K - $60KManager $60K - $70K $60K - $70K $70K - $80K $60K - $70KSommelier $60K + $60K + $75K - $85K $60K +Reservations Manager $55K - $65K $55K - $65K $50K - $55K $55K - $65KV E N U E / BA R Duty Manager $55K $55K $55K - $60K $55KAssistant Manager $50K - $60K $50K - $60K $60K - $65K $50K - $60KOperations Manager $70K + $70K + $80K - $90K $70K + Manager $65K - $70K $65K - $80K $70K - $90K $60K - $70KFunctions Manager $60K + $60K + $70K - $80K $60K +BDM $80K - $90K $80K - $90K $70K - $80K $80K - $90K


HOTEL

QLD NT WA SA

H OT E L

Breakfast Commis $42K - $45K $42K - $45K $40K - $45K $42K - $45K

Chef - Breakfast $45K $45K $60K - $65K $45K

Chef - Apprentice AWARD AWARD $35K - $40K AWARD

Chef - Commis $48K - $50K $48K + $40K - $45K $48K +

Chef - Demi $48K - $50K $48K - $50K $45K - $48K $48K - $50K

Chef - de Partie $50K - $55K $56K - $58K $52K - $55K $50K - $55K

Chef - Sous $55K - $70K $60K - $75K $70K - $80K $53K - $60K

Chef - Head $65K - $75K $75K - $85K $75K - $95K $65K - $75K

Chef - de Cuisine $60K - $70K $60K - $70K $85K - $95K $60K - $70K

Chef - Executive Sous $85K - $90K $80K - $90K $75K - $85K $70K - $80K

Chef - Executive $80K - $100K $80K - $100K $90K - $120K $80K - $100K

Chef - Pastry $50K - $70K $50K - $70K $65K - $75K $50K - $70K

Shift Supervisor $45K - $48K $45K - $48K $45K - $50K $45K - $48K

Duty Manager $50K - $55K $50K - $55K $50K - $55K $50K - $55K

Front Office Manager $60K - $65K $55K - $65K $60K - $65K $55K - $65K

Guest Services Manager $55K - $60K $55K - $60K $60K - $65K $55K - $60K

Assistant Manager $50K - $70K $55K - $70K $60K - $65K $55K - $65K

HR Manager $65K - $80K $65K - $80K $85K - $100K $65K - $80K

F&B Supervisor $45K - $50K $46K - $50K $45K - $50K $46K - $50K

Bar Manager $48K - $50K $48K - $50K $65K - $75K $48K - $50K

F&B Manager $60K - $70K $60K - $70K $75K - $95K $60K - $70K

Event Manager $60K - $70K $60K - $70K $65K - $75K $60K - $70K

Conference & Events Sales Executive $60K - $70K $60K - $70K $65K - $80K $60K - $70K

SAL ARY COMPARISON TABLESAUSTR ALIA - QLD, NT, WA & SAR EGISTER ED CLUB, PUB & QSR / CAFÉ

QLD NT WA SA

R EG I ST E R E D C LU BCook/Chef $45K - $50K $47K $45K - $50K $45K - $47KChef - Demi $47K - $50K $47K - $50K $42K - $47K $47K - $50KChef - de Partie $50K - $55K $50K - $55K $52K - $55K $50K - $55KChef - Sous $60K - $65K $60K - $65K $60K - $70K $55K - $60KChef - Head $65K - $75K $70K - $75K $80K - $100K $65K - $75KChef - Executive $80K - $100K $80K - $100K $90K - $120K $80K - $100KF&B Supervisor $45K - $50K $46K - $50K $50K - $55K $46K - $50KBistro Manager $50K - $55K $50K - $55K $55K - $60K $50K - $55KP U BChef - Commis $45K - $49K $45K - $49K $40K - $45K $45K - $49KChef - Demi $48K - $52K $48K - $52K $45K - $48K $48K - $52KChef - de Partie $50K - $58K $50K - $58K $52K - $55K $50K - $58KChef - Sous $65K - $70K $65K - $70K $70K - $80K $65K - $70KChef - Head $70K - $80K $70K - $80K $75K - $95K $70K - $80KChef - Executive Group $100K + $100K + $95K - $120K $100K +Supervisor $48K - $50K $48K - $50K $45K - $50K $48K - $50KDuty Manager $55K $55K $55K - $60K $55KAssistant Manager $65K - $70K $65K - $70K $60K - $65K $65K - $70K2IC / Operations Manager $75K + $75K + $65K - $70K $75K + Event Coordinator $50K - $55K $50K - $55K $50K - $55K $50K - $55KFunctions Manager $60K + $60K + $60K - $65K $60K + Q S R / CA F ÉBarista $40K - $45K $40K - $45K $45K - $55K $40K - $45KShift Supervisor $45K - $48K $45K + $40K - $50K $45K +Assistant Manager $45K - $55K $45K - $55K $55K - $60K $45K - $55KManager $55K - $60K $55K - $58K $58K - $65K $55K +Area Manager $100K - $120K $80K + $80K - $100K $80K +


EVENTS/CATER ING/FUNCTIONS & EXECUTIVE ROLES

QLD NT WA SA


Chef - de Partie $54K - $60K $54K - $60K $50K - $52K $54K - $60K

Chef - Sous $60K + $60K + $60K - $70K $60K +

Chef - Head $65K + $65K + $80K - $100K $65K +

Chef - Executive $70K + $70K + $90K - $120K $70K +

Chef - Pastry $65K + $65K + $75K - $85K $65K +

F&B Supervisor $50K - $55K $50K - $55K $50K - $55K $50K - $55K

Event Manager $55K - $60K $55K - $60K $65K - $70K $55K - $60K

Event Coordinator $55K + $55K + $55K - $65K $55K +

Functions Coordinator $55K + $55K + $55K - $65K $55K +

Events Sales Executive $55K - $65K $55K - $65K $65K - $75K $55K - $65K


General Manager $65K - $90K $65K - $90K $80K - $110K $65K - $90K

Group BDM $75K + $75K + $85K - $100K $75K +

Group Venue Manager $60K - $65K $60K - $65K $75K - $85K $60K - $65K

Marketing Manager $65K - $100 $65K - $100 $75K - $95K $65K - $100

Operations Manager $70K - $100K $70K - $100K $85K - $110K $70K - $100KGroup Operations Manager $80K + $80K + $100 - $150K $80K +

SAL ARY COMPARISON TABLESNEW ZEALAND

ALL INDUSTR IES

NZ

P U B

Chef - de Partie $38K - $48K

Chef - Sous $48K - $55K

Chef - Head $60K - $65K

Chef - Executive Group $90K - $110K

Duty Manager $45K - $50K

Assistant Manager $45K - $50K

General Manager / Licensee $55K - $65K

Q S R / CA F É


Manager $45K - $50K

Area Manager $55K - $70K


Chef - Head $60k - $75kConference & Events Sales Executive $45K - $55K


Group HR Manager $65K - $80K

Group Operations Manager $80K - $110K

National Operations Manager $100K - $120K

Group General Manager $80K - $120K

NZ

R ESTAU R A N T




Chef - Executive $70K - $90K

Chef - Pastry $50K - $55K

Bar Manager $45K - $50K


General Manager $60K - $80K

Group Operations Manager $70K - $90KR ESTAU R A N T (C H E FS H AT )




Sommelier $50K - $60KV E N U E / BA R

Duty Manager $45K - $50K


General Manager $55K - $75KH OT E L



Chef - de Cuisine $50K - $55K

Front Office Manager $35K - $40K

F&B Supervisor $38K - $42K

Bar Manager $40K - $45K

F&B Manager $50K - $60K

With a huge pool of talent to draw from, you can count on us to give you the best choice of quality candidates. We handle every aspect of the process, from placing advertisements to arranging interviews, reference checks and follow-ups. At every stage we’ll give you honest, realistic advice on the ever-changing talent market. And we even guarantee our services, so if things don’t work out with a candidate within the guaranteed period, you can feel secure knowing we’ll find an alternative.

Our goal is to find the person you need, when you need them. As well as looking at candidates’ experience and skills, Frontline Hospitality is careful to match their personality and values to your company so we achieve the right cultural fit. We also pride ourselves on our ethical approach operating with integrity and transparency - we take this very seriously as it underpins the values of our business.

Need to find talent, fast? Frontline Hospitality is here to help. As specialists in hospitality recruitment, we understand the ins and outs of your industry – and we take the time to understand your specific job requirements too. {

ABOUT FRONTLINE

HOSPITALIT Y

Frontline Recruitment Group (FRG) was founded in 1995 by Debbie Davis. As a

mum caring for a young son, she switched from her former full-time role with a leading fashion retailer to a part-time one, handling the brand’s recruitment needs. Over time,

Debbie received recruitment enquiries from other retailers in NSW, and then

interstate – and so FRG was born.

In the beginning, FRG was operated exclusively by ex-retailers with young

children who were unable to work full-time hours. As a home-based

business, candidates were interviewed in coffee shops, shopping centres and hotels. Our first offices were in a garden shed in Sydney, a garage in Melbourne

and a caravan in a front garden in Brisbane!

THE FRONTLINE RECRUITMENT STORY

EVIDENCE OF OUR SUCCESS

In 2015, Frontline Hospitality posted 3,557 job ads with 526 different clients and placed 533 candidates in roles ranging from Chefs (all levels) to General Managers to Conference Coordinators and Wait Staff. Our dominant advertising presence, extensive local networks and large candidate database enable us to attract more of the best candidates in the market.

WHAT OUR CLIENTS SAY

“Dealing with your company makes our life a lot easier and much more

time efficient.” Gavin Pitts,

Gracemere Hotel

“I’ve thoroughly enjoyed working with Frontline Hospitality. They take the time to understand our frustrations and are incredibly

empathetic. We have a working relationship built on integrity, and

that means a great deal when working with an agency.”

Belinda Dos Santos, C.inc Hospitality

“Frontline Hospitality was excellent, they maintained regular communication to ensure we were constantly aware of the progress

and also called onto the campus to ensure their understanding of our

needs was accurate.” Jos Lamb,

Griffith University Food Services

“Frontline Hospitality has provided efficient and reliable service. Their

team is focused on what is required and professionally worked with us to find the best candidates for our

needs. ” Bernard Glaude,

Frangos and Frangos

{ The recruitment professionals of choice. At Frontline Hospitality, our team is dedicated to helping employers and candidates connect. With years of experience and a passion for what we do, we work hard to find the right candidate for every role, and vice versa. It all comes down to understanding what people need, and giving them the best options possible. There’s a world of choice out there – we just help you make the most of it.

{ We know our sector inside out. We’ve chosen to focus purely on the hospitality market. Over the years, we’ve developed an intimate understanding of the industry, so we’re perfectly positioned to meet your needs. We know how your world works, and we speak your language.

{ Nothing but honesty. We don’t believe there’s anything to be gained by dressing up the truth. So we’re always 100% honest with people, whether it’s about salary expectations, interview feedback or the state of the market. We think you deserve to know the truth and with us, that’s what you get.

{ Making great matches makes our day. Our work is all about people and problem solving. We love getting to know different individuals, learning what makes them tick, and figuring out how we can help. After all, there’s nothing more satisfying than finding the perfect fit.

{ Ethics are everything. Integrity may not be a quality you’d immediately associate with recruitment – but for us, it’s crucial. We want to build long term relationships based on trust and our integrity is central to this goal. As

an example, we have a policy against poaching; you can rest assured we will only deal with candidates who approach us. Yes, the standards we set for ourselves are high, but we’re determined to live up to them.

{ Enjoy stress-free searching. Life’s too short to be stressing over resumes, references and interviews. At Frontline Hospitality, we handle all of these details for you, so you can get on with life as usual. Communication is open and easy, and we’re always there when you need us. So you can relax knowing you’ll get the result you want, without losing sleep over it.

{ We’re not just about jobs - we’re about careers. It matters to us that our candidates end up in positions where they can thrive – and this is probably why so many return to us for help as their careers progress. We spend plenty of time getting the right fit, last year over 69% of candidates placed were placed in a role different to the one they applied to. We can only do this because we provide unparalleled choice and because of this, over their career many candidates return time and again. This allows us to build long-term relationships with candidates, and help them achieve their long-term goals.

{ Our candidates come guaranteed. While we’re confident in the people we put forward, we do know chemistry is important within the workplace. So, if a candidate doesn’t work out within the guarantee period (usually 90 days after placement), we’re happy to find you an alternative.

WHY FRONTLINE HOSPITALITY?

WORK WITH US – THE HOSPITALITY RECRUITMENT SPECIALISTS –

Visit frontlinehospitality.com.au for more information. We also invite you to connect with us via Linkedin at linkedin.com/company/frontline-hospitality-recruitment

www.frontlinehospitality.co.nz www.frontlinehospitality.com.au

Recruiting & HR

Hospitality Salary guide 2016