Hospitality employees name the best places to work
Shortlist Revealed for Caterer.com’s Best Employers in Hospitality Awards 2013
Yo! Sushi, QMH, Salt Yard Group, One Aldwych, Harbour & Jones, Jamie Oliver’s Fifteen Cornwall, Peach Pub Company and Young & Co’s Brewery know what it takes to be the best employers in hospitality. These companies and 42 more have been shortlisted for the Best Employers in Hospitality Awards 2013 England & Wales.
Run by leading online job-board Caterer.com, these prestigious industry awards showcase the very best hospitality employers, celebrating the efforts they have made to become truly great places to work.
The Best Employers in Hospitality Awards have grown organically over the three years since launch. The awards are not judged by a panel but completely independently by the employees of the companies who enter, via an online employee engagement survey provided by Purple Cubed. The Best Employers in Hospitality Awards are unique in this approach within the hospitality industry.
The 15 category awards will go to employers from all sectors and of all sizes, from huge national brands through to small independently owned properties. The most coveted award will go to the employer in the number one spot who will be named as the best employer in hospitality
The winners will be announced, along with the Top 50 Best Employers in Hospitality, at a glittering black tie awards dinner on 30th September at the Lancaster Hotel, in London. The event sees hundreds of HR professionals, hospitality employers and their teams come together for an evening of fine food, wine and entertainment. Table and ticket bookings are now being taken via the event website.
Director of Caterer.com, Ian Burke says: “What makes these awards significant is that they uniquely recognize the best employers in the hospitality industry based ONLY on the opinion of their employees. The most talented candidates naturally want to work for the best employers and these awards allow hospitality companies to showcase what sets them apart. Entries this year have come from businesses of all sizes, from all sectors and from right across England and Wales. The number of entries has increased year on year and for the 2013 Awards nearly 6000 employees have completed the surveys, which is incredible. To be shortlisted and in the Top 50 Best Employers in Hospitality is a massive achievement in itself, and the 30th September awards will be a celebration not just for the winners but for all in the room!”
The Best Employers in Hospitality Awards 2013 England and Wales category shortlists are as follows:
BEST LARGE GROUP HOTEL EMPLOYER
QMH UK Limited
Radisson Blu Edwardian Hotels
The Dorchester and 45 Park Lane
BEST MEDIUM GROUP HOTEL EMPLOYER
Hilton London Heathrow Airport Terminal 5
Sheraton Skyline Hotel
BEST SMALL GROUP HOTEL EMPLOYER
Holiday Inn Express Burnley
Hotel Indigo London Kensington – Earl’s Court
Sleeperz Hotel Newcastle
BEST LARGE INDEPENDENT HOTEL EMPLOYER
The Cavendish London
The Runnymede on Thames Hotel
Victory Services Club
BEST MEDIUM INDEPENDENT HOTEL EMPLOYER
The Ampersand Hotel
Abbey House Hotel
BEST SMALL INDEPENDENT HOTEL EMPLOYER
Birchover Hotel Apartments Ltd
Casa Hotels Ltd
Collingham Serviced Apartments
Summit Hotels Ltd
BEST CONTRACT CATERER EMPLOYER
Beales Gourmet Ltd
Harbour & Jones
The Good Eating Company Ltd
BEST LARGE PUB/BAR EMPLOYER
Peach Pub Company
Young and Co’s Brewery PLC
BEST MEDIUM PUB/BAR EMPLOYER
Be At One Cocktail Bars
Urban Leisure Group
BEST SMALL PUB/BAR EMPLOYER
CD Pub Co. Ltd.
Jolly Fine Pubs
BEST LARGE GROUP RESTAURANT EMPLOYER
La Tasca Restaurants
BEST MEDIUM GROUP RESTAURANT EMPLOYER
Jason Atherton Restaurant Holdings Ltd
The Roof Gardens
BEST LARGE INDEPENDENT RESTAURANT EMPLOYER
The Breakfast Club
BEST MEDIUM INDEPENDENT RESTAURANT EMPLOYER
Koh Thai Tapas
Jamie Oliver’s Fifteen Cornwall
Salt Yard Group
BEST SMALL INDEPENDENT RESTAURANT EMPLOYER
Dinish Restaurants Ltd
For full information on the Awards visit: http://www.bestemployersinhospitality.com/
Twitter: #bestemployers2013 will follow the story of this year’s awards
LinkedIn: Caterer.com – Best Employers in Hospitality
Caterer.com are proud to support HR in hospitality and to sponsor their annual Awards for Excellence which takes place on 6th September at the Park Plaza Riverbank London. Nominations are in and the shortlist is soon to be announced.
CATEGORIES INCLUDED ARE:
- HR in Hospitality Rising Star
- Excellence in Human Resources
- Excellence in Learning & Talent Development
- Excellence in establishing links with Schools & Colleges
- The Tom Crowley Award (formally known as Excellence by an Operations/Line Manager)
HR in hospitality’s chairman, Carl Smith said “I particularly want to thank our sponsors. We have very loyal support from DLA Piper and Davidson Asset Management and we are thrilled they have chosen to sponsor us again this year. I am also very proud to announce that Upskill People (pioneer in online learning for hospitality) are our third sponsors for 2013. They have always been at the forefront of developing fully interactive and highly engaging courses so employees learn quickly to, retain new knowledge and implement skills which saves HR people and the business, time and money”.
Pete Fullard, Creative Director of Upskill People Ltd added “We’ve been closely involved with HR in hospitality for a number of years and really appreciate their involvement and support of the industry. As we specialise in online learning for hospitality, we’re delighted to be able to sponsor the Learning and Development Category for the awards and also to support HR in hospitality throughout the year. It’s a great opportunity and we’re delighted to be on board.”
We are delighted to announce that this year’s awards will also see the launch of the Caterer.com Scholarship, which will provide a career development grant to the most deserving HR professional.
Click here to find out more about the HR in Hospitality Awards for Excellence.
Passion for Engagement: by Emma Jayne – HR Director at The Savoy and HR in hospitality committee member
I was delighted last evening to be hosting HRIH’s latest event at The Savoy when we welcomed Jonathan Austin, Founder and CEO of Best Companies as our guest speaker. I am fortunate to have the privilege to work closely with Jonathan in the last eighteen months, through our desire to improve and evolve our levels of engagement at The Savoy as well as climb up the charts on the Sunday Times Top 100 Companies and whenever we meet, whether for a coffee, breakfast or otherwise, I am always struck by Jonathan’s passionate approach to the subject of engagement.
I hoped our beautiful hotel and great guest speaker were the right recipe to entice my industry colleagues to an HRIH Event on a balmy Thursday evening in July and we had almost 50 come along which we were very pleased about.
Jonathan spoke to us in his usual style, a mixture of storytelling, amusement, emotion, fact and theory – it was fascinating. We looked at ‘Servant Leadership’, the energy inside organisations, watched a couple of amusing videos highlighting great colleague engagement from Southwest Airlines and not so great from United Airlines too with some amazing stats on the hits these short films received! We looked at the difference between measuring satisfaction to measuring engagement which I think was a bit of a light bulb moment for me personally as well as how important it is to have a vision and values statement that are simple and resonate with your business ethic.
One of the other things that really struck a chord with me, as I suspect did also with my colleagues in the room is that the winners of the Sunday Times awards last year, Pets at Home and Iceland, their average salaries come in way below £20,000 pa across the business but yet they have seriously high levels of engagement all across their organisations, meaning that money isn’t always the only motivator…good to know because none of us went into hospitality wanting to make our fortune (hopefully!)
As always after an interaction with Jonathan, I am left feeling excited about the future, I have a couple of new ideas to introduce to the engagement agenda at The Savoy and I am looking forward to his next visit already.
Click here to find out more about HR in Hospitality events, learning sessions and membership.
The latest event held by industry group HR in Hospitality focused on the importance of Continued Professional Development for HR professionals and also looked at what membership of the CIPD means.
The event, ‘Professionalising the Profession’, saw Esther O’Halloran illustrate CPD should be at the very heart of the HR profession:
“ As HR professionals spend all their time developing others they need to also ensure they develop themselves too, not only for ongoing personal learning but also to demonstrate what contribution they make to the organisations they work for.
CPD can take any format, whatever works for you; notebook, spreadsheet, mind map, pictures, on-line. There is no ‘one size fits all’ approach it must be personal to you. The CIPD has examples and templates to help get you going if you need them
Having some form of record of CPD can also help you when doing appraisals or preparing for job interviews. There are so many tools, case studies and tips on CPD all available on the CIPD web site and you are encouraged to look there. “
Sarah Hughes from the CIPD then presented what it means to be a member of the CIPD, including an explanation of how the levels of membership have changed. The level of membership is an indication of the level to which an individual works and these are outlined below:
Associate Member Those typically providing professional advice to managers across the business and supporting the HR function.
Chartered Member Those typically managing, developing and implementing HR policies that support organisational objectives.
Fellow Member Those typically leading the development of strategic HR plans that drive sustained business performance.
To see if you are recognised at the right level, visit the CIPD website. In order to gain the appropriate recognition an assessment criterion must be met.
CIPD will give credit to those HR professionals who have and are still working in HR but are yet to gain the relevant qualifications. This will be awarded in relation to this experience and knowledge gained.
To find out more about HR in hospitality events and membership visit our website.
Does it add up?
By Sam Coulstock, Vice Chairman of HR in hospitality
17 million – what is 17 million? In the UK today, 17 million people are not able to deal with numbers – imagine getting the lift and not knowing which button to press, or not being able to give cash in a shop to pay for your shopping. It is something that most of us today do not have to worry about, but a growing number of people in the UK do.
It is likely that in your organisation, you have employees who struggle with simple maths and may not even be able to work out a simple household budget.
Should we just accept this? Should people simply say ‘I can’t do maths’ and leave it at that? Or should we work to try and help change people’s attitude towards this issue? What can be done? Who can help?
Lots of attention is given to people who struggle with words – I for one struggled at school. Iwas diagnosed with Dyslexia from the age of 11 and was lucky to receive special attention and extra lessons. These days even more is known about the condition and is Dyslexia is widely accepted by society and employers to the extent that it is perhaps not much of a barrier any more. But what about numbers? With literacy improving but numeracy levels deteriorating what can be done to improve this situation?
The National Numeracy organisation are launching a challenge this summer to reach 1 million people to test what level they are at and offer help, support and basic training to people who take the online challenge. I think that this is one of the most important issues facing our work force today. With people on low incomes more likely to be affected by probelms with maths, we as responsible employers and as an industry should take the opportunity to help them. After all, a work force that is happy is going to be more productive and effective at work. The National Numeracy simple online challenge for your employees could have a massive impact on them and your business in the future.
HR in hospitality held an event recently at Marriott Park Lane to explore this issue. It was attended by 30 human resource and training professionals from the hospitality industry who together concluded that employers would (not should!) look at what they could do in each of the businesses they represent and take part in a pilot programme this summer. It’s a big step forward. What will you do?
About HR in hospitality
HR in hospitalityprovides a forum for Human Resources professionals & other interested parties within the hospitality industry. We hold regular networking events, learning sessions and awards. For more information visit http://www.hrinhospitality.co.uk/
What being the best employers in hospitality 2013 meant to the team at the independent restaurant Mya Lacarte.
Take a glance at the news or visit your local town centre and you might forecast a bleak future for the UK high street. With the latest retail casualties once seen as high street stalwarts, it’s easy to imagine a wasteland of boarded up shop fronts. However, the reality is far from pessimistic. It’s clear that the high street is evolving, driven by the tough economy and changing consumer habits. Some high profile retail brands (along with their employees) are suffering in the process, but there is continued growth taking place in other significant areas. Most notably, in the branded restaurant sector.
A recent report by construction data analysis firm Planning Pipe highlighted that planning permission applications from restaurants are at their highest ever rate, with two proposals currently being put forward each day. The UK high street now boasts a huge range of branded dining options, with Nando’s, Cote, Café Rouge, Wagamama and Carluccio’s amongst those with multiple new openings. Pubs and bars are also developing their offering, with Greene King just one example of a brand with sites undergoing refurbishment and expansion.
This good news for the sector also brings with it significant challenge, as new openings require teams of high quality staff. With the skills shortage in the hospitality industry as acute as ever, restaurant sector employers are in constant need of relevant candidates. As any HR Manager in branded restaurants will tell you; it’s an unrelenting pressure.
Could the changes on the high street provide some respite to the hospitality industry’s thirst for candidates? With hundreds of retail job losses being announced, many in customer facing roles, could the retail sector’s loss be the hospitality employers’ gain?
Many believe that the skills required for customer facing staff in retail and hospitality are different. Yet, aren’t the hallmarks of a strong front of house candidate (chiefly the ability to provide a great customer experience and sell up in the process) shared by retail candidates too?
If that’s the case, then could branded restaurant employers benefit from fishing in the growing pool of available retail candidates?
For some, looking beyond the industry may seem a step too far, but the concept can apply within it too. Candidates who wish to move across industry sectors often find resistance from prospective employers, who prefer to recruit in their own image. Yet, if blue-print candidates are in short supply, those from other sectors can often provide the answer. Might candidates with transferable skills provide part of the solution to hospitality employers’ endless recruitment needs.
Many forward thinking employers with effective recruitment strategies seek candidates with transferable skills, not just within their own organisations but beyond into other sectors and industries. With growth in the UK hospitality industry ongoing, despite the grim economic conditions, it’s clear that recruitment needs are not going to fade.
Should hospitality employers be growing their talent pool by embracing candidates with transferable skills? If so, the UK high street may be just the place to start.
Pop-ups have been a huge trend for 2012, whether it be the likes of The Electrolux Cube, Noma at Claridge’s, Pittcue or Pret a Diner there has been an abundance of them, from the top of the spectrum to everyday eats. Wahacha also delivered a superb and innovative pop-up on the Southbank this summer, setting their sights high with 8 shipping containers modified to create an interlinked open space on 2 levels including panoramic windows.
These pop-ups allow customers to try out new experiences whether it be the chef, the location or the type of food and these operations need people behind them that are geared up to provide the optimal experience. With only a short period of time opening, whether it be a day, week, month or season they must maximise footfall and bookings and have the right people to deliver the pop-up.
The pop-up concepts are likely to continue as a trend for 2013 as it also allows businesses with units to trial locations before committing to a lease and generates good brand affinity and buzz. Just ensure that you have the right operations team and high quality chefs and front of house teams to deliver the experience. Look at their previous experiences in the industry and plan ahead for your projects in 2013 and get the best people in place by using Caterer.com.
The Knight Residence near Edinburgh Castle and known for their award winning, five star, serviced apartments took this years title for Best Employer in Hospitality Awards 2012 Scotland.
The awards were again held and the superb and unique Prestonfield Edinburgh. The team are known for their philosophy to deliver; “efficient, unobtrusive, helpful and friendly; each member of our team is there simply to provide you with the very best in Scottish hospitality…”
They also took the title for Best Small Independent Hotel Employer. We caught up with Mr Colin Stone, General Manager and he said;
“I’m absolutely delighted to win, it’s a really great accolade to add to our set of awards and be recognised for being a Best Employer. It means that we’re working well with our team and therefore delivering a good experience to our guests. We work hard to engage with the team and develop them wherever possible. Good communication with our staff is key and they are more than just employees, they all take ownership of their roles.”
It’s a good time to review how you engage and motivate your teams ahead of the new year and what will always be a tough trading time. Think about how you can retain your teams by being a ‘Best Employer’ and deliver the best possible experience to both your staff and guests.
By working hard now you can prepare to enter and win the awards next year, after all it’s important to not only recruit team members but keep them when you get them.
For more on how Caterer.com works with industry click here.
Every year we all think about getting the right amount of staff in for the peaks and troughs that the run up to Christmas brings. With the inevitable Christmas parties kicking off in the next couple of weeks, businesses will be gearing up to deliver what should be the biggest contribution to their bottom line this year.
Getting the right level of staff in is always tricky, either you, overstaff and send people home or are rushing around and deliver a bad experience and your customers who won’t come back. To beat the yearly conundrum here are our top recruiter tips for the Christmas rush:
- Look back at your last two years sales (if available) and use the 8 week trading period as a guide to manage your rota. (Take the snowfall into account, which would have had an impact on footfall).
- Speak to any team members that were with you last year about any unexpected rushes or quiet periods.
- Communicate with your team – give them a draft rota and get them scheduled in for hard to cover shifts such as Christmas Eve, Boxing Day and the New Year period.
- Offer peak shifts – ie 3 hour slots that some team members will work to generate more hours and tips.
- Recruit a Christmas host to welcome, seat and say goodbye to guests, this will allow them to manage the capacity of each section.
- Give any new recruits the right level of training – keep their sections simple and allow them to deliver the best they can in one area.
Please feel free to share your tips from running previous operations and recruiting over the Christmas period as we would love to hear them. If you require additional staff over the Christmas period then get recruiting now on Caterer.com.