10 New Year’s Resolutions for Effective Hiring in 2025

As the hospitality industry steps into 2025, it’s time to reevaluate long-standing hiring practices. Tonic Talent provide this guest article detailing top tips to nail your hiring process.

Success in recruitment is no longer just about filling roles; it’s about attracting the right talent, creating a sustainable workforce, and positioning hospitality as a desirable and rewarding career path. Based on lessons learned from previous articles we’ve had the joy of writing in Chef and Restaurant Magazine, here’s a deep dive into the habits to leave behind and how replacing them can drive better results for your business.

1. Relying on Generic Job Ads
Bland, templated job descriptions are a thing of the past. Candidates today seek roles that resonate with their skills, aspirations, and values. Yet, too many job ads still list generic responsibilities without providing insight into what makes the company or role unique.

Why It Matters:
Job seekers want to connect with an employer’s culture and mission. Authentic, detailed job ads that highlight not just tasks but also company ethos and growth opportunities stand out in a crowded marketplace.

What to Do Instead:
Invest time in crafting role-specific ads. Include details about your company’s culture, benefits, and team dynamics. Show potential applicants how they can grow with your business. For example, highlight learning and development opportunities or unique workplace practices like regular staff appreciation events. This is your chance to really “sell” the role and roll out the red carpet for the brilliant candidates.

2. Overlooking Soft Skills
Hospitality is fundamentally a people-focused industry, yet many hiring managers continue to prioritise technical skills over interpersonal traits.

Why It Matters:
While technical expertise is essential, soft skills such as communication, empathy, and adaptability often make the biggest impact in guest interactions and team collaboration. A technically skilled worker who struggles with customer service may not thrive in a hospitality role.

What to Do Instead:
Place a stronger emphasis on assessing soft skills during interviews. Make and effort to get to know the person. Show a genuine interest in them. This approach helps identify candidates who truly align with your brand’s service standards.

3. Focusing Only on Experience
It’s easy to fall into the trap of dismissing candidates who lack direct industry experience. However, doing so might mean missing out on fresh talent with transferable skills.

Why It Matters:
Diverse career paths often bring unique perspectives and approaches. A former retail manager, for instance, might bring exceptional organisation and customer service skills that can be easily adapted to hospitality.

What to Do Instead:
Adopt a broader perspective when writing adverts and reviewing CVs. Consider skills like leadership, problem-solving, and resilience that apply across industries. And, just being a genuinely warm and charismatic person – it is hospitality after all. Train managers to see potential beyond traditional hospitality roles.

4. Ignoring Employer Branding
Many businesses assume their reputation will naturally attract candidates, but in today’s competitive market, active employer branding is essential.

Why It Matters:
Candidates are more discerning than ever. They research companies extensively, seeking insights into workplace culture, values, and employee experiences. A weak or inconsistent online presence can deter top talent.

What to Do Instead:
Actively manage your employer brand. Encourage current employees to share their experiences on platforms like LinkedIn. Highlight achievements, community involvement, and team stories through your website and social media. Transparency and authenticity are key.

5. Offering Statutory Requirements as ‘Perks’
It’s common to see job adverts boasting benefits such as holiday pay or minimum wage as selling points. However, these are basic legal requirements, not true perks.

Why It Matters:
Candidates, rightly, expect more than the bare minimum. Advertising statutory entitlements as benefits may make your company seem out of touch or uncompetitive.

What to Do Instead:
Focus on genuine perks like flexible scheduling, career development programmes, or wellness initiatives. Highlight ways your business goes above and beyond to support employees’ well-being and growth.

6. Rigidly Structured Interviews
Formulaic Q&A sessions often fail to provide a clear picture of a candidate’s personality, creativity, or problem-solving abilities.

Why It Matters:
Hospitality roles demand adaptability and a personal touch, which can be difficult to gauge through rigid, transactional interviews.

What to Do Instead:
Adopt a more conversational approach. Remember our article in October when we gave thought to the conversation between Michael and Rita in the Bear? They each got to know one another through a relaxed and informal approach with a genuine interest in the other person. Remember, it’s hospitality. When you engage genuinely with intention, that’s when the magic happens.

7. Neglecting Work-Life Balance in Offers
The hospitality industry has long struggled with a reputation for demanding hours and minimal flexibility. Avoiding discussions about work-life balance during hiring can deter modern candidates.

Why It Matters:
Today’s workforce places a high value on well-being. Roles that accommodate personal time and mental health are far more appealing than those that don’t.

What to Do Instead:
Be transparent about scheduling flexibility and well-being initiatives. Highlight perks such as predictable shift patterns, mental health resources, or employee assistance programmes to demonstrate your commitment to a healthy work environment.

8. Delaying Hiring Decisions
Slow hiring processes are a major pain point in hospitality recruitment. Taking too long to offer roles after interviews risks losing top candidates to faster-moving competitors.

Why It Matters:
High-demand talent often has multiple opportunities available. Delays not only frustrate candidates but also reflect poorly on your organisational efficiency.

What to Do Instead:
Streamline your hiring process by setting clear timelines for decision-making. Communicate updates to candidates regularly to maintain engagement and interest.

9. Overcomplicating Application Processes
Long, complex application processes can deter qualified candidates from applying, especially in a fast-paced industry like hospitality.

Why It Matters:
Simpler applications respect candidates’ time and encourage more people to complete the process, increasing your talent pool.

What to Do Instead:
Use concise application forms with straightforward instructions. Offer mobile-friendly options and consider eliminating unnecessary steps like excessive documentation at the early stages.

10. Failing to Address Diversity and Inclusion
Diversity and inclusion should be a priority for every business, yet many employers fail to actively seek or support diverse talent.

Why It Matters:
A diverse workforce fosters innovation, improves team dynamics, and enhances guest experiences by reflecting a broader range of perspectives.

What to Do Instead:
Review your hiring practices for unintentional biases. Use inclusive language in job ads and collaborate with organisations or groups that support underrepresented communities in hospitality.

Moving Forward in 2025
As the hospitality industry continues to evolve, adapting your hiring practices is no longer optional—it’s essential. By ditching outdated habits and embracing forward-thinking strategies, businesses can attract top talent, reduce turnover, and create a more sustainable workforce.

By focusing on authenticity, diversity, and employee well-being, hospitality employers will not only strengthen their teams but also position their businesses as leaders in an increasingly competitive market. So, let’s make 2025 the year we prioritise people, innovate our approaches, and build a thriving hospitality community.

Tonic Talent are always on hand to help you find the best hospitality talent for your team. Get in touch @ [email protected]