The labor shortage in catering within hospitality is a major challenge for employers. According to Statistics Canada, over 30% of positions in the sector remain vacant each year, directly impacting service quality and profitability. However, there are concrete solutions to attract, recruit, and retain talent.
Diversify Recruitment Sources
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To address the shortage, it is essential to broaden catering recruitment channels: specialized platforms, social networks, partnerships with hospitality schools, and international recruitment. According to an ARQ study, 40% of establishments that diversified their recruitment sources reduced their vacancy rates.
Example: Collaborate with integration organizations to hire immigrant workers or students.
Improve Employer Branding
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A strong catering employer brand attracts more candidates. Highlighting work atmosphere, social benefits, training, and career prospects helps stand out. 65% of candidates check online reviews before applying to a restaurant or hotel.
Tip: Showcase employee testimonials and team successes on social media.
Focus on Training and Internal Growth
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Continuous training and offering growth opportunities retain employees and reduce turnover. Establishments investing in catering training reduce voluntary departure rates by 25%.
Example: Provide internal training, career plans, or fast promotions.
Adapt Working Conditions
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Flexible hours, fair leave management, attractive pay, and recognition are powerful levers to attract and retain talent. Working conditions in catering are essential: according to UMIH, 55% of employees cite work-life balance as the main retention factor.
Automate Certain Tasks
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Catering automation (digital ordering, stock management, kitchen robots) helps compensate for staff shortages on repetitive tasks and refocuses teams on customer relations.
Key figure: 30% of Canadian restaurants have invested in technological solutions to address labor shortages.