Finding good people is only half the recruitment challenge. Keeping them is where the real return on hiring is created.
In food manufacturing and hospitality, recruitment can be particularly demanding because many roles require people to work on-site, around shifts, production schedules or operational peaks. Employers need to compete on more than salary.
The first step is to make the opportunity clear. Candidates want to understand the role, reporting line, location, working pattern, salary range, progression and reason the position exists.
Speed matters too. Strong candidates are often considering several opportunities. Long delays between application, interview and offer can cause businesses to lose people they genuinely wanted to hire.
Sell the career rather than just the vacancy. Talk about progression, training, product launches, technology, sustainability, leadership opportunities and business growth.
Retention starts before day one. Structured onboarding, realistic expectations, supportive management and regular feedback can make a major difference.
Career development is increasingly important. People want to know what their next step could be, whether that is team leadership, development, operations or senior management.
Cibus People works with businesses across food, food manufacturing and hospitality to identify, attract and secure specialist talent.
If you are struggling to attract the right people, talk to Cibus People about a more targeted recruitment strategy.
