1st May 2025 6 MIN READ •Resources

The UK’s hospitality industry faces some unique hiring challenges, particularly in terms of employee retention, seasonality, and the impact of Brexit and the COVID-19 pandemic. These challenges are influencing recruitment trends in the sector, as employers compete to hire and nurture the best skilled talent.

10 key hospitality recruitment trends in 2025

In this article, we’ll explore the current hiring trends in the hospitality industry, and look at how businesses can navigate these with support from Talos ATS.

10 recruitment trends in the hospitality industry

From promoting diversity and inclusion to investing in employee wellbeing, these are the biggest recruitment focuses in the UK’s hospitality sector right now.

1. Flexibility

Hospitality is traditionally a shift-based sector, but as the gig economy grows and employees increasingly expect jobs that enable them to achieve a healthier work-life balance, businesses need to adapt and offer more flexibility.

Hirers can respond to this trend by making sure expectations around evening or weekend shifts are outlined from the very beginning of the recruitment process, with clear details provided in the initial job advert.

Offering flexible or even jobshare positions can positively impact staff morale, as employees will feel more valued, and that their wellbeing is important to your business. Prioritising flexibility also means you can attract a more diverse pool of candidates, as you’ll be better able to accommodate different needs. Customers will also respond positively to a happier, more motivated workforce, benefiting your wider business.

2. Soft skills

A growing number of hospitality employers are placing more emphasis on hiring for soft skills, rather than industry experience. Businesses are increasingly recognising the importance of soft skills, such as:

Confident communication skills
Personable approach
Empathy
Ability to problem solve
Good time management
Proactive attitude
Ability to multi-task
Teamwork skills

Even if a candidate doesn’t have direct industry experience, possessing these skills will stand them in good stead for working in a fast-paced, customer-facing hospitality environment. Soft skills are transferable, so if a candidate is part of a sports team, they’ll have an understanding of what it means to be part of a team in a kitchen, even if they have no previous restaurant experience.

Screen job applicants for these skills during the interview stage, asking them for specific examples – from either their personal or professional lives – of when they’ve been part of a team or successfully juggled multiple priorities.

3. Technical literacy

It’s no longer a ‘nice to have’ that hospitality job candidates have a good degree of technical literacy, but a must-have. With the increasing use of ordering apps, digital check-in systems, and other technologies in hospitality environments, it’s vital that employees are tech savvy to keep operations streamlined to benefit customer experience and overall efficiency.

HR teams should look for applicants with experience using a variety of technologies and applications, whether in previous roles or their personal lives, as well as candidates who are genuinely interested in new technological advancements. New talent with a fresh perspective and knowledge of new tech may bring ideas that could transform your business further, so look for this enthusiasm during hiring.

3. Diversity, equality and inclusion

Recruiting for diversity, equality and inclusion (DEI) isn’t a trend, but an essential. However, it’s something that hospitality businesses need to place increasing focus on in order to create an inclusive, welcoming environment for staff and customers alike.

Make sure you’re reaching out to a wide talent pool when hiring in order to reach a more diverse pool of jobseekers. This will help your company to attract talent from a wider range of backgrounds and demographics, with each candidate bringing unique skills and perspective to your team. An inclusive workforce where everyone feels that they have a voice is the foundation of a strong team, which is vital for employee morale and staff retention.

4. Upskilling employees

Hospitality work can be seasonal in nature, but instead of employing workers on temporary contracts, consider offering more permanent employment and spending the time upskilling employees during quieter periods. With 83% of jobseekers prioritising roles that offer learning and development opportunities, this could give your business a competitive edge, while also helping you to develop a higher skilled, more experienced team.

Investing in upskilling and reskilling existing employees is key to reducing staff churn, improving retention, and creating a workforce where everyone feels valued. Highlight the training and development opportunities that your business offers from early on in the recruitment process to demonstrate your commitment to nurturing talent from the very beginning.

5. Employee wellbeing

Job candidates increasingly expect employers to be proactively investing in their employee wellbeing. From offering flexible working to providing discounted gym memberships and healthy meals for staff during their breaks, there are multiple ways that hirers can demonstrate a business’ commitment to staff wellbeing. Make these measures clear throughout the recruitment process, so candidates feel valued immediately.

Taking active steps to care for employee wellbeing reduces the risk of stress and burnout, and helps to create a happier, more motivated workforce. This can have a knock-on impact on customer experience and satisfaction, benefiting your business’ overall reputation.

6. Employer branding

Next on our list of hospitality industry recruitment trends is employer branding. More and more businesses are showcasing their unique employer brand from the first touchpoint of the recruitment process, outlining their values and culture, so candidates can immediately see whether they will be a good fit.

Demonstrate your employer brand via a branded careers site and social media content, highlighting success stories and testimonials from employees showing what it’s like to work for your company. Highlight the employee benefits that you offer, and make your commitment to nurturing talent clear.

7. Demonstrating sustainability

Working for a business that prioritises sustainability is becoming increasingly important to many job candidates, who want to work for a company that aligns with their own values. Make your organisation’s commitment to sustainability clear when showcasing your employer brand and value proposition. Measures to highlight could include:

A commitment to using seasonal, locally sourced ingredients
Food waste initiatives that your restaurant is part of
Measures taken to reduce your company’s carbon footprint

Demonstrating a focus on sustainability indicates that your business is forward-thinking, which will appeal to candidates who want to be part of an innovative and socially responsible team, so don’t underestimate the importance of highlighting this during your hiring strategy.

8. Career development opportunities

Stand out from your competitors by offering career growth opportunities to all employees, regardless of job title. Developing and nurturing staff demonstrates your commitment to people, and can help to reduce staff turnover – and the associated costs – in the high-demand hospitality sector.

Offering career development opportunities also allows you to build a skilled, adaptable workforce who are able to effectively adapt to industry changes, helping your business to stay competitive.

9. Digital recruitment

Digital recruitment tools aren’t new, but if hospitality businesses aren’t embracing all of the technology at their disposal, they will be missing out on the best skilled talent. Traditionally, candidates may have dropped their CV into a pub or restaurant they wanted to work at, but this type of hiring will only attract a small pool of talent.

Instead, using technology such as an applicant tracking system can broaden the reach of your vacancies, streamlining your recruitment efforts, which can be especially beneficial if you’re running a high-volume recruitment campaign at a peak seasonal period. An ATS automates time-consuming hiring admin for you and helps you to communicate with candidates via SMS or email, digitising the whole process. You’ll also get access to insightful data analytics to help you find the very best fit for advertised roles.

10. Using AI in recruitment

The use of AI in recruitment is a fast-growing trend that’s constantly evolving. Hirers need to be incorporating it into their recruitment strategies in order to stay at the forefront to remain competitive. AI-powered tools can now be used for a variety of recruitment tasks, including:

Generating job advert copy
Automating candidate screening based on predefined criteria
Summarising interview findings
Engaging with applicants in real time via chatbots, transforming candidate communications
Talent analytics

Embrace these tools and the time-saving benefits they can deliver to keep your hiring streamlined and efficient, and to stay ahead of the latest hospitality industry recruitment trends.