This week in Moffat the weather is starting to pick up a little bit with a few drier and brighter days.
We have been making placements varying from small 6 bedroom hotels to large 270 bedroom resorts.
It lead me to think about the differences between working in these types of places and their recruitment process. When you join a large company with brigades of around 120 chefs it can be quite an exciting process for a chef. However when joining a small team, although equally as promising sometimes the smaller brigades are not as forthcoming. I wonder how many chefs have turned up at hotels for interviews even, to know that they are not expected.
How much is too much and how much is too little?
When accepting the offer of a position usually it is quite exciting to be starting a new role and a new challenge in your career regardless of whether it is a commis chef just starting out or a head chef with 25 years’ experience. Being a part of this process from the view of the recruiter is a great opportunity as you do feel like you are having an impact on their lives and it is important to make the transition as smooth as possible.
Most of the time when we put an offer to the chef the terms we highlight are the rate of pay, how often they get paid, accommodation (if required) and the cost and who they should report to. But when the chef actually arrives how well are they looked after? The good thing about being employed in larger brigades is that the hotel has its own HR department to look after all of this. Uniform is provided, you receive a list of do’s and don’ts’s in staff accommodation as well as a drawn up contract with all the details required, uniform requests and an initial application form to fill in also.
When joining all places I think some of this information should be provided on a slightly reduced scale. The onus is on the establishment to let the employee know the terms of engagement regarding the position and you should see a contract within a month of joining. Ideally you should have a pack giving as much information as possible about the team you will be joining and the place you will be living if you are new to the area.
How much does the way you are welcomed to and informed about a new job impact on staff retention and the longevity of your stay in that position?
Jessica
Sous chefs
If it is a live position for 4 star hotel suggest paying £22,000 to £30,000.
In central areas such as Glasgow, Edinburgh, Perth, Stirling can try live-out.
More rural availability including Aberdeen is becoming difficult, there are some candidates about but this is getting tighter as we move closer towards the season.
2AA Rosettes and are quite scarce. Suggest wages of £25,000 upwards to £30,000 for 3AA Rosette sous chef.
A good way to attract candidates is to pay hourly rates for work done by chefs. For sous chefs suggest £11 to £14 per hour this will help to attract and retain good candidates.
If paying salaried, we suggest five day week with overtime pro rata over 45 or 48 hours.
We also suggest thinking of more innovative ideas with regards to time off for example 4 days on 3 off or 1 weekend off a month.
Chef de parties
Availability currently good in Glasgow , Edinburgh, Perthshire and central belt.
Availability is becoming tighter in rural Scotland even if offering accommodation.
There are some chefs looking for live in accommodation and may be happy to relocate.
There do seem to be issues with staff retention in rural Scotland and we are happy to give advice to hoteliers and meet them to discuss at our offices in Moffat.
Suggest £18,000 (low side) to £22,000 or hourly rate £8.50 - £11 per hour with live in accommodation at a small charge. We would hope you will get decent candidates with this.
Commis chefs
A few bodies available. Suggest £15,000 live in or out. Or minimum wage. Which is currently £6.70 per hour for those over 25 going up to £7.20 in April. Age 18 to 20 the minimum wage will still be £5.30 per hour.
Pastry a few available happy to have a look
For perm we can look if pay “fee of interest” or advertise
Relief
Currently good although can change daily but we update our database on a daily basis and very happy to look if you are paid up to date with us.
Happy to advertise all positions or us to look with Fee of interest.
For sous and below can look and advertise. Fee of interest deducted from finders fee.
Jessica
Out and About Thursday 3rd March
It is starting to get a little tighter on relief so if you have any availability whether it be a few days please get in touch either by email jojo@chefsinscotland.co.uk or PM me
We are happy to look at new relief chefs providing you send over an updated CV with contactable work references.
Out and about this week and previous weeks is Andrew Bruce at Golf Hotel Silloth, Derrick Bartley at Northern Hotel, Max Nisbet is back at The Kings Seat, new relief chef Craig Brown is has started his first job at The Kenmore Hotel along with Paddy Farren, Robert Birrell is at The Old Manor Hotel, Dmitrij Cvilij is at Caladh Hotel then going to the County Hotel, Roger Brown is staying longer at The Queens Oban, Stuart MacColl is still over in Dumfries at The Moreig Hotel, Michael George is on his last stretch at Pebbles Spa, Jonny Lewis has been asked to stay longer at The Dunavon there are more chefs to mention all doing fantastic work.
Thanks again to everyone.
Out and about 26th February
It is nearly the end of February and we are picking up on relief with a count of 38 chefs out as of last Saturday.
Chefs who are currently out working – Chris Roberti at Ballachulish Hotel, Tim Morris at Kings Seat, Rene La Barre at Scalloway Hotel, Derrick Bartley at Northern Hotel, Craig Ferguson at Balcary Bay hotel, Jamie Atkinson at Four Seasons Onich, Stuart MacColl at Moreig Hotel, Henry Samms at The Station Hotel Portsoy, Alan Baird at Ship Inn in Eilie, Steve Moffat at Lodge at Carfraemill, Jonny Lewis at Dunavon Hotel, Mick Kitson at Oban Bay, Piotr Miga at Dryburgh Abbey, Jack Dabrowski at Garth Hote, Janusz Barzowski at Graigard House, Paddy Farren at Kenmore Hotel, Jason Paxton at Dundee Apex, Michael Njoroge at Murrayshall, Roddy White at Cairndale Hotel, Shaun Murray at Creggans Inn plus lots more that we have stpped billing for.
Thanks for all your hard work
A copy of Expectations are below
Expectations from relief chefs
Expectations to the chef.
You, the hotelier agree to these terms by dint of engaging Chefs In Scotland to do chef recruitment.
You agree to acknowledge receipt of all applicants sent over within three days of the applicants being sent over.
You agree to advise CIS if you wish to interview or to regret candidates submitted within a week of the candidate being sent over. Otherwise, we will automatically regret said candidates.
CIS expressly forbids the employer to make an offer of employment directly to the candidate.
You agree to notify CIS should you wish to make an offer of a position to the candidate.
CIS will then make the offer on your behalf with confirmation of working terms, hours worked, days worked, over time rate, start date, cost of accommodation.
This will constitute a contract of employment between you the employer and the chef.
CIS will then confirm in writing by post with both parties if the candidate verbally accepts the position.
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