Advice for Employers and Recruiters
Tips for how employers can better hire early career, food service workers
Finding and retaining talent in the food service industry, especially among early-career workers, requires more than just posting job ads. Yes, advertising these openings is helpful, especially because job posting ads tend to reach the most active of candidates, who are the easiest and least expensive to hire, but not every candidate who may be interested in your role is going to be looking at the job boards that you happened to post your ad to and some won’t be looking at any job boards as they’re more passive about their interest in pursing a new job opportunity.
For senior talent acquisition leaders at Fortune 1,000 companies and government agencies, tapping into the potential of early-career workers in this sector offers a unique opportunity to build a pipeline of motivated, skilled employees. However, to attract this demographic, you might need to rethink your approach to recruiting and hiring.
1. Engage with Job Seekers Where They Are. Early-career food service workers, often between the ages of 18 and 24, are highly active on platforms like Instagram, TikTok, and Snapchat. While early career, niche job boards such as College Recruiter serve a purpose, this demographic is looking for opportunities in a more social and visually engaging way. To catch their attention, include in your recruitment efforts these social platforms. Create engaging content that speaks directly to their needs and aspirations. Highlight the flexibility of your roles, the potential for career growth, and the work culture. Young candidates are also drawn to organizations with a sense of purpose, so share stories that showcase how your company values its employees and fosters community.
2. Emphasize Career Development Opportunities. Early-career workers in the food service industry are often looking for more than just a paycheck—they’re seeking career growth and skill-building. In your job postings, be explicit about the long-term opportunities available within your organization. Discuss the paths from entry-level positions to management and leadership roles, and emphasize any training programs, mentorship, or tuition reimbursement opportunities. A significant percentage of early-career job seekers are more likely to apply for roles that promise career advancement and development, rather than those with stagnant job descriptions. Make it clear that your organization is invested in their future.
3. Make the Application Process Quick and Mobile-Friendly. Many early-career food service candidates are accustomed to instant gratification, and long, cumbersome application processes can be a turnoff. Simplify the application process by making it mobile-friendly and quick to complete. This demographic is used to doing everything from shopping to socializing on their phones, so ensure that your application process is optimized for a seamless experience. Additionally, consider implementing tools like text-based recruitment, which allows candidates to apply directly from their mobile phones without filling out lengthy forms.
4. Highlight Flexibility and Work-Life Balance. One of the major factors influencing job selection for younger workers in food service is flexibility. Many are balancing school, side gigs, or family obligations, and they place high value on work-life balance. Showcase how your company offers flexible hours, part-time opportunities, and shifts that cater to diverse lifestyles. Promote your commitment to fostering an inclusive and supportive environment that prioritizes the well-being of your employees. This will resonate deeply with the younger generation, who seek employers who understand and respect their personal lives.
5. Build Partnerships with Educational Institutions. Early-career food service workers are often entering the workforce while still completing their education, whether that be high school, college, or vocational training. Establishing relationships with local high schools, universities, and culinary schools can give you access to a talent pool of students eager for part-time or full-time work. Internships, co-op programs, and apprenticeship opportunities not only offer candidates real-world experience but also provide you with an opportunity to evaluate potential hires before making a long-term commitment.
Attracting early-career food service workers is about more than just offering a paycheck—it’s about building a recruitment strategy that speaks to their needs, values, and aspirations. By creating an engaging, supportive, and development-oriented hiring process, senior talent acquisition leaders can cultivate a loyal and skilled workforce ready to thrive in this critical sector.
To provide some additional insights into this issue, it might be helpful to consider tips provided to us by a couple of hiring experts:
Sara Eller, CEO & Founder of Sara’s Cooking, recommends that employers create a structured mentorship program.
I’ve found that creating a structured mentorship program is crucial for early career hiring success in food service. When we bring new talent into our kitchen, we pair them with experienced team members who can provide hands-on guidance while fostering their creativity and confidence.
Our approach focuses on practical skill development alongside professional growth. For instance, we recently implemented a rotating station system where new hires work closely with different senior team members across various aspects of our operation. This not only builds their technical skills but helps them understand the full scope of our catering business.
At a recent corporate event, one of our mentored team members took the initiative to suggest a creative plating solution that impressed both our client and seasoned staff. This kind of early success builds confidence and shows the value of investing in proper training and support from day one.
For employers looking to enhance their hiring process, I recommend developing a clear progression path that combines hands-on training with opportunities for growth. Start by identifying strong mentors within your current team and creating structured learning milestones. This investment in early career development leads to more engaged employees and stronger retention rates.
Bitty Louk, CEO of No Dash of Gluten, takes a different but complementary approach by recommending that employers focus their recruitment efforts on the potential of the people instead of just the work-related experiences in their pasts.
I think one of the best ways employers can improve their early career hiring process for food service roles is by focusing on potential rather than just experience. I’ve seen so many people, including myself, grow and thrive in food service because someone took a chance and trained us from the ground up.
One thing I’d suggest is creating a simple skills-based assessment during the hiring process like asking candidates to demonstrate how they’d handle a basic task, such as taking an order or plating a dish. It’s a great way to see their enthusiasm and ability to learn without relying solely on a resume.
I also think offering clear pathways for growth is key. When I started in food service, it was motivating to know I could advance through hard work and training. Transparency about opportunities makes candidates more invested in their roles from day one.
