We’ve chewed over the subject of chef job advertising together before, recently I was inspired [translation:enraged] by a chef job ad that encapsulated everything that’s broken about chef attraction strategies in the catering industry. Having fully vented on that episode, this time I’d like to suggest a more positive and constructive approach to the matter, with, hopefully, beneficial results for you i.e. the chef job advertiser. Perhaps a less misleading title for this post would be Chef Job Advertising: why you should at least make an effort, or maybe even, Chef Job Advertising: make me want to work for you.
When it comes to recruiting chefs the offer is the point where the tire meets the road, with the chef job interview out of the way, it’s the moment of truth and, sadly, it can sometimes go horribly wrong. Both parties, whether chef or employer, can, and do, break some fundamental rules which almost always results in an undesired outcome. We’ll be focusing on employer error in this post. It’s true that not every job offer results in a chef accepting the job, this is no different from any other industry, but in catering and hospitality there seems to be a tendency to play a bit faster, and looser, with important details than in other industries. The result is almost always negative and everyone is left to count the costs in wasted time and money.