Attract and retain culinary talent in a tight labor market

Finding and retaining skilled culinary staff remains a challenge for foodservice providers, with turnover rates hovering around 73 percent. Standing out to candidates (and being able to retain talent) calls for offering purpose, flexibility and clear pathways for career growth. Foodservice companies that have taken steps to provide these benefits report significant progress. One company partnered with the Culinary Institute of America recently to develop a program to provide foodservice staff with weekly online lessons, mentorship and leadership support. The program has reduced the average time to fill a culinary position by 29 percent, saved an estimated $185 per day on vacant culinary positions, and kept staff turnover to nearly 73 percent below the foodservice industry average according to the Bureau of Labor Statistics.
If your recruitment and retention numbers leave room for improvement, you can take a number of approaches to enhance your culture – and make your organization a more appealing place to stay for the long term. Some possibilities to consider: Offer flexible scheduling so staff can build some stability into their week. Elevate the mission behind your work – whether it’s sustainability, scratch-made meals, a commitment to senior health, or connection with the community. Build a stronger internal career ladder with apprenticeship and/or mentoring programs and trainings that teach staff new skills and help them develop their careers. Get staff involved in creating the menu, as well as testing new tools or tech that supports – not replaces – their work. Recognize and promote examples of development from across the organization – a dishwasher who became a chef, or a manager who oversees shifts with a strong record of great service.