In recent years, the HORECA industry has been facing a growing challenge: a shortage of reliable, motivated workers. Whether it’s due to changing work expectations, competition from other sectors, or burnout post-pandemic, many businesses are struggling to recruit and retain staff who are not only skilled but also committed.
So, what can restaurants, hotels, and cafés do when the traditional hiring channels no longer work? Here are concrete solutions that forward-thinking businesses are using to attract better talent and build more sustainable teams.
1.
Rethink Compensation — It’s Not Just About Money
While competitive pay is essential,
especially in a labor-intensive industry, it’s not everything. Employees today
look at the total value of a job.
Offer:
- Fair base salaries,
with transparent raises based on performance or tenure.
- Non-monetary perks,
such as:
- Free meals during shifts
- Paid breaks
- Transport subsidies
- Health insurance (even basic packages)
A small investment in benefits can go a long way toward showing employees that they are valued — not just replaceable.
2.
Promote Work-Life Balance
Long, late hours and weekend shifts
are part of HORECA life, but burnout is a major reason people are leaving the
industry. Consider:
- Shorter shifts or split shifts
- Fixed schedules,
rather than constant changes
- Allowing some input into shifts, especially for students or parents
Respecting time off and avoiding last-minute scheduling changes shows respect — and earns loyalty.
3.
Invest in Training and Career Growth
Many potential employees avoid the
HORECA sector because they see it as a “dead-end job.” Change that perception
by:
- Offering on-the-job training
- Providing a clear path for promotion (e.g.,
waiter → supervisor → manager)
- Encouraging skill-building, such as wine
knowledge, customer service training, or language courses
Employees who see a future in your business are more likely to stay and grow with you.
4.
Rethink Hiring: Look Outside the Box
If you’re only hiring people with
experience in HORECA, you may be missing out on great talent. Consider:
- Hiring people from other industries who have
transferable skills (retail, events, customer service)
- Recruiting from underutilized populations:
retirees, students, people returning to work
- Offering internships or apprenticeships for
younger workers
Soft skills — attitude, work ethic, reliability — often matter more than perfect experience.
5.
Build a Culture That Retains Talent
Even if you hire the right people,
you’ll lose them if the culture is toxic or exploitative. Make sure your
workplace is:
- Respectful and inclusive
- Free of harassment, favoritism, or unsafe conditions
- A place where feedback goes both ways — staff
should feel heard
Happy employees are your best recruiters. Word travels fast in the local job market.
6.
Leverage Technology to Streamline Work
Staff shortages don’t always mean
you need to hire more people — sometimes you need to work smarter:
- Use digital ordering systems, especially in
cafés and casual dining
- Automate reservations, inventory, or scheduling
- Use tools like employee scheduling apps to
reduce miscommunication
Less chaos and more organization reduce stress for staff — and improve service quality.
7.
Partner With Schools and Training Programs
Build relationships with:
- Hospitality schools
- Vocational programs
- University student job offices
Offer internships, training placements, or summer jobs. These partnerships can create a steady pipeline of young talent — and they’re often eager to learn.
8.
Create a Strong Employer Brand
Just like you market to customers,
you need to market to future employees.
Show off:
- What makes your business a great place to work
- Real stories from happy staff
- Social media posts that show your values, not just your
menu
People want to work for companies they feel proud of — with purpose, culture, and a good vibe.
Final
Thoughts
The labor crisis in the HORECA
sector won’t go away overnight. But the companies that adapt — by
improving conditions, thinking creatively about recruitment, and building stronger
teams — will come out ahead.
If you can’t find “good” employees,
maybe it’s time to look at what makes a job “good” in the first place.
