Nestlé Professional® Launches New Report To Tackle Hospitality Skills Shortage

Alexander Tredwell – Leaders in Specialist Professional Recruitment

Nearly a third (31%) of people don’t think hospitality is a career path you actively choose, according to a new report from Nestlé Professional®.

The ‘BuzzBites: Talking Talent’ report offers an in-depth look at perceptions of the hospitality sector, as well as advice from industry professionals on how to better attract, upskill and retain talented individuals.

It aims to help tackle the current staff crisis, as the scale of recruitment needed becomes increasingly significant. Growth in the sector is surging, opening-up more and more roles, and Brexit is only expected to widen the skills gap further, leaving a shortfall of 60,000 workers a year.

Key findings from the research, conducted by Nestlé Professional® in collaboration with 3GEM, reveal that 45% of millennials consider a career in hospitality a “stop gap”. What’s more, almost three quarters (73%) of managers are concerned the hospitality industry is no longer an attractive career option for millennials and 18% of those currently working in the industry are thinking of leaving in the next year.

However, all is far from lost. More than two thirds (70%) of hospitality workers say they are proud to work in the industry and 53% of those outside the sector think it would be rewarding. The research, which also found that more than half (57%) of those who have left the industry would consider returning, uncovers a huge opportunity for the sector to grow.

Paul Lumley, Brand & Communications Manager at Nestlé Professional®, explains how the report has been designed to help hospitality businesses tackle these challenges head on: “BuzzBites: Talking Talent brings together some of the biggest names in hospitality to offer best practice on the topic. It provides insight and innovative ideas on how to change outdated perceptions and top tips for how best to encourage new people into the industry for long-term careers.

“One of the strongest messages to come out of our research was just how important it is to reward employees for their achievements and help develop their career. Our very own Toque d’Or competition supports apprentices and students in their progression by celebrating their fantastic skills and has evolved over the last 30 years to leave a legacy that we can be proud of.

“If you are not involved already, we invite you to find out more about Toque d’Or today and join the growing number of businesses, individuals and industry bodies who are already sharing a common vision to nurture the talent of the future.”



Industry broadly welcomes Budget announcements

Alexander Tredwell – Leaders in Specialist Professional Recruitment

Construction stakeholders respond to Philip Hammond’s 2017 Autumn Budget.

Eddie Tuttle, associate director for policy, research and public affairs at the CIOB, said: “The various packages of funding to support the building of more homes – and importantly higher quality homes – is welcome. But it’s not clear how the £44bn of capital funding, loans and guarantees to support the housing market will be spent.

“Underwriting borrowing and giving housebuilders guarantees is no substitute for delivering high-quality, affordable homes of all tenures.

“We are pleased that the chancellor has listened to the industry on skills provision: research has shown that labour supply has been the biggest source of capacity constraint for the construction industry over the past 15 years.

“Boosting the quality and quantity of the construction labour force is critical to deliver the homes and infrastructure that the country needs, so the £34m construction skills fund is a welcome policy. However, this will need to be bolstered in the future and further supported by the private sector given that a fifth of the construction workforce is due to retire in the next decade.

Tuttle added: “Finally, the CIOB is delighted to see that £170m has been provided over the next three years for innovation to transform productivity in the construction sector.”

John Hicks, director and head of government & public at Aecom, said: “With Brexit looming and growth forecasts down it’s clear to see that the chancellor is keen to reassure the industry and businesses like Aecom that the government will provide stability through this uncertain period.

“However, saying you understand business’s concerns and actually allaying those concerns are two different things and while we welcome much of today’s budget it still leaves a lot of questions unanswered.”

Stewart Baseley, executive chairman of the Home Builders Federation, said, re land banking: “As has been proved by numerous independent investigations in the past, house builders do not land bank. House builders have nothing to fear from a review of land banking and if it identifies non-house builders who are sitting on land and brings that forward for development it would be a positive move.

“Any review should also focus on why so many plots that some suggest are in a builder’s ‘land bank’ are mired in the planning system and identify ways to process them more quickly so they can actually be built.”

And generally, Baseley said: “300,000 homes a year is an ambitious target and will require further improvements in the policy framework and business environment to allow the sector to deliver. There is no silver bullet that will deliver a step change in supply but government needs to continue to develop policies that will build on the big increases in supply of recent years.

“The measures announced today will assist by stimulating demand and helping broaden the supply base of new homes. But much more needs to be done, in particular with regards to the planning system, if the target is to be met.

“Government needs to continue to help big builders whilst introducing policies that allow SME builders and specialist providers alongside the affordable housing sector to they can play their part in building the homes the country needs

“The number of SME builders has collapsed in recent decades so more money for SME builders is welcome and needs allocating quickly. The planning system remains a significant constraint on the industry’s ability to deliver and improvements are positive, though further proposals form the White Paper need bringing forward.

John Woolley, construction partner at law firm Dentons, commented: “With Brexit looming and concerns growing about current and future labour shortages and skills gaps, the proposals for training and education are welcome – particularly on digital skills.

“However, the promised investment is limited and will do little to comfort HR teams in the short term. That said, the chancellor’s proposals should reinforce the importance of lifelong learning. As well as ensuring new entrants to the industry are suitably skilled, it could enable older workers to retrain or enhance their skills thereby keeping them – and their extensive experience – in the workforce for longer.

“Developing a stronger, more skilled workforce is essential both in the run up to Brexit and for dealing with changed market conditions thereafter.”

Jonathan Goring, managing director of housing developer Lovell, said: “We welcome the measures announced by the chancellor to get more homes built and assist more people into home ownership. We’re encouraged by the focus on unlocking development on potential housing sites that are now lying empty.

“Our own research, highlighted in the recent Localis report, suggests this could play an important part in tackling the under-supply of new homes. We’ve particularly drawn attention to the amount of public land that’s unused, which is a big issue for the wider business.

“Much is in areas of high housing demand and could provide sites for the new homes that are so urgently needed. We very much hope that Oliver Letwin’s review will also investigate this issue.”


Find alternatives to plastic, take action now

Alexander Tredwell – Leaders in Specialist Professional Recruitment

The chancellor’s announcement on Wednesday of an investigation into introducing charges on single-use plastics in the UK is an interesting prelude to the forthcoming EU Plastics in a Circular Economy strategy document due to be published next month.

Certainly, the implementation of a tax or similar measure could significantly reduce the UK’s contribution to the millions of tonnes of plastics waste produced globally each year.

But what about addressing the issue at source? We look to both the UK government and Brussels to more actively promote alternatives on a wider scale.

The EU plastics strategy, in particular, needs to take a holistic view as a crucial part of the answer to reducing plastic waste is using more sustainable materials in the first place. Plastic clearly has a valuable role to play in society today, but action needs to be taken to ensure that the amount used, where not essential to the product’s quality, is dramatically cut down.

We know that plastic can never achieve a circular value chain. It is made from a non-renewable resource and will virtually never biodegrade, which is why it can now be found in the deepest trenches of our oceans where it’ll probably remain forever. To encourage steps towards a circular economy, the grocery and packaging industries need to examine where plastics are currently being utilised, and whether alternative renewable materials such as cartonboard, which is compostable and easily recyclable, can replace them.

Measures need to be put in place to encourage the use of more sustainable materials. Taxation is one option and this was highly effective when the 5p charge was applied to plastic bags. Alternatively, finding ways to encourage the use of more sustainable materials could also see brands reducing the amount of plastic packaging they use.

A quick glance through a supermarket highlights many brands that use plastic packaging when they could turn to more sustainable materials. Take a look at some brands of tea bags, batteries, multipack drinks and stationery, not to mention lots of food products, all of which could be packaged in biodegradable or recyclable alternatives to plastic. The opportunity to achieve quick results and make a significant difference is huge.

We encourage brand owners to review the packaging they are using to identify where they could make a move to more sustainable materials. After 11 million viewers watched a blue whale mourn its newborn, poisoned by its mother’s polluted milk, and judging by the social media and news coverage, consumers clearly want action to be taken. Forward-thinking brand owners will surely already be reviewing their own environmental strategies in a move towards using more renewable and recyclable packaging. If they don’t, governments will act and consumers will vote with their wallets.

It is truly the responsibility of brands and manufacturers to embrace their environmental obligations. I hope to see them take action regardless of whether a UK tax or next month’s EU statement forces their hands.


UK car production rises in October as exports pass 1.1 million, but domestic demand falls again

Alexander Tredwell – Leaders in Specialist Professional Recruitment

UK new car production increased in October, according to figures released today by the Society of Motor Manufacturers and Traders (SMMT).

157,056 units left UK factories last month, a 3.5% rise compared with the same period in 2016.

The growth was driven by exports, which rose 5.0% in the month, boosted by demand for new models in overseas markets. 82.1% of all UK-built cars were shipped abroad in October – the highest proportion this year – with the bulk going to our biggest trading partner, Europe.

Meanwhile, production for the UK continued to reverse, falling -2.9% and making October the ninth month of decline at home this year. 28,178 cars were produced for domestic buyers, as lower business and consumer confidence, combined with confusion over government policies towards diesel, continued to dent orders. Year-to-date figures show production for the home market decreased by -6.8% or almost 22,000 units. Exports have fared better, broadly stable so far in the year at -0.1%, while overall output is down -1.6%.

The latest independent production forecast is also published today, which revises the expected UK output for 2017 down to 1.73 million, lower than previous SMMT expectations of around 1.8 million. The revision is due in part to the decline in domestic demand, but also because of lower than expected production levels of certain models as some approach the end of their lifecycles.

Mike Hawes, SMMT Chief Executive, said, “It’s encouraging to see positive growth in exports this month and a slight increase in overall output. Production for British consumers, however, has continued to fall as domestic demand for new cars decreased for the ninth month this year amidst continued uncertainty over both Brexit and the government’s air quality plans. It’s important that confidence is restored to the new car market, as sales of the latest cleaner, greener cars not only address air quality concerns but speed up activity on factory lines across the UK. The latest independent UK forecast report is worrying news for the sector, predicting annual output which is, at best, static compared with last year. The industry needs stability and a clear roadmap for Brexit if we are to encourage investment and arrest the decline in both the market and business confidence.”


How to have productive conflicts and manage your emotions at work

Alexander Tredwell – Leaders in Specialist Professional Recruitment

Are you feeling overwhelmed, and reacting out of emotion instead of logic? Taking just one minute can get you out of the cycle of unproductive thoughts.

Grab hold of something, whether it’s your coffee mug, a pen, or whatever you have nearby.

Close your eyes and focus on what the object feels like.

Move it around, think about how it feels on your skin. If you find your thoughts wandering, just refocus on the item in your hand for a few moments. That’s mindfulness, and it can be a powerful tool.

To many, mindfulness is accompanied by a dismissive stigma, conjuring up images of yoga sessions on a mountain at sunset, or maybe sticking candles in your ears. Dr. Karolien Notebaert, founder and CEO of One Step Ahead—Notebaert Consulting, is familiar with the negative associations.

However, there is real value to be gained from being mindful — taking a step back from emotions, connecting with your senses, and using the opportunity to think rationally and critically. At the 2017 CFA Institute European Investment Conference, Notebaert explained how self-regulation can lead to increased diversity, more productive discussions, and better conflict resolution.

Take one particular situation: Unexpected negative feedback. You probably feel pretty bad, and may react strongly, or regrettably. Maybe it’s a poorly worded, emotionally charged email response, or a defensive snipe aimed at your manager. You have become a victim of a form of unconscious bias.

This is attribution bias, when someone believes that a failure is someone else’s fault. The bias can trigger a primary and immediate negative reaction, leading to bad decision making.

Unconscious biases are assumptions that influence our choices, especially when we make rapid decisions, Notebaert explained. Blame the amygdala, the part of your brain that works on autopilot and decreases your cognitive performance.

Making good arguments and remaining calm is thanks to your pre-frontal cortex, a part of the brain that is slow to activate, deliberate, and exhaustible. Planning, organising, and making good financial decisions are all jobs for the pre-frontal cortex. However, Notebaert said, “it has a limited capacity, like a battery. We reach that limit nearly every day.”

Read more on the topics of leadership, management and communication skills on Enterprising Investor, a CFA Institute blog.

It doesn’t have to stay that way. Practising mindfulness can build a mental reset button. Notebaert explained that those who regularly spend time on mindfulness exercises have a larger pre-frontal cortex, meaning they have more capacity for logical thinking and decision making. As with most skills, it takes practice, but it can become second nature.

By regularly practising mindfulness, your amygdala, which is the largest source of potential blocks, will become smaller and less activated. “You are less likely to even fall into the trap,” said Notebaert.

Klemens Höppner, CFA, international partner at the Conscious Business Institute and member of the board at Minerva Spezialinvestment AG, followed Notebaert’s presentation with some ways to get back to basics. “Feel your feet on the floor, feel your breathing,” he advised, for handling stressful situations and for getting better at grounding and centreing yourself.

Höppner explained how overcoming unconscious biases and auto-pilot reactions can also help build constructive relationships out of contentious situations. “Conflict can be great for building relationships,” he said, “but we need to change our perspective.”

By taking a step back, you can recognise the other person as a human being. The conflict can become an opportunity — a real negotiation, he explained. Recognising your feelings in the moment can help you disconnect from your biases about an experience that you are perceiving as negative.

You can also reframe the discussion to understand why a confrontation is happening at all. “Conflict is about feelings and needs,” he said. “What do I think I need? What do I think I don’t have that I need to get from you?”

Not only will reflection make the conflict clearer and easier to resolve, it can help dissolve anger and tension in a fraught discussion. “In many cases, when you ground yourself, eventually the other person will stop being angry because they don’t feel like there is an adversary on the other side,” he said.


Growing interest in construction careers – survey

Alexander Tredwell – Leaders in Specialist Professional Recruitment

The popularity of construction as a career choice seems to be growing, according to a new survey, with more than one in four young people giving the sector top marks for attractiveness.

The report, Changing Perceptions: the growing appeal of a career in construction has been produced by the CITB and is based on a survey of 1,000 young people, 500 parents and 800 guidance career professionals.

A total of 28% rated construction between 8 and 10 in terms of attractiveness, more than double 2016’s 13%, and a significant rise from just 3% in 2015.

However, results also show that a limited knowledge of the sector among guidance professionals persists along with a tendency to encourage lesser qualified people into the industry.

Encouraging statistics show that young people’s knowledge of the industry has increased and they have a greater awareness of the breadth of roles in the sector. They are also more likely to see a construction career as well paid and an increasing number agree that the sector offers as many jobs for women as men.

Other findings include some of the challenges that may hinder recruitment into construction. These included:

Only 45% of advisers declared themselves confident in providing advice on construction careers.

Careers guidance professionals were more likely to give construction careers advice to those with lower qualifications than graduates and those with at least four A-levels – a consistent trend since 2014.

Two out of five (41%) school students were told by guidance professionals that a degree would be more beneficial in the long term than other qualification. Among 18-year-olds, more than half (51%) were advised that a degree offered better prospects.

Two thirds (67%) of male respondents said they would consider a construction career compared to only a third (34%) of females.

Safety was also a concern for young people, with 46% raising this as an issue.

The survey found that career guidance professionals would welcome increased engagement with the sector to help them develop their knowledge of construction. The number of guidance professionals working directly with local employers was up for the fourth year in a row rising to 53%.

Steve Radley, director of policy at CITB, said: “This report shows that perceptions of construction careers are improving. With modern methods of construction emerging fast, the time is right for industry to work together to start bringing new people into the sector.

“Our skills needs are changing and our recruitment drive must present construction in a new light. As an industry, we need to take advantage of this growing interest and do more to support careers guidance professionals and schools if we are to further our reach.”


How to ruin your CV and alienate employers

Alexander Tredwell – Leaders in Specialist Professional Recruitment

Recent research from our team of data scientists showed nearly a third of CVs in the UK contain at least one spelling mistake.

Of those containing errors, the highest number of slip-ups in a British CV was a whopping 23 mistakes, with “responsibility” named the most common misspelling.

Other top typos included “liaise”, “achieve” and “university”. “Communication”, “experience” and “management” also featured in the top 10 errors encountered.

Despite spelling errors being the most common mistakes seen in job applications, 30 per cent of CVs contained a gap in employment history, a notorious bugbear for recruiting managers. Lack of a personal summary, omission of a valid address and concerns over CV length rounded out the top five most common issues that crossed UK employers’ desks on a daily basis.

Far fewer British jobseekers made mistakes in 2017 with regards to email addresses or inappropriate file names compared to previous years, highlighting our nation’s digital development. Applicants in today’s internet age are three times more likely to omit or make an error in their postal address than in an email address or mobile number.

Just 135 of the CVs analysed fell victim to inappropriate file names, the lowest level of any type of error.

The first impression your new employer has of you is the humble CV, so spelling mistakes, inconsistent work histories and missing information are all huge red flags for hiring managers.

Candidates need to take extra care to show their best side to companies if they hope to make it to the interview stage. You should always be looking for new ways to help your profile stick in employers’ minds.

We’ve compiled five top tips to help you craft a superhero CV and make the best possible first impression.

Get down with the details

Your CV is the first glimpse of what working with you would be like – and you want it to be a great one. Make sure all those pesky mistakes are weeded out long before you press “apply here”.

Match your style to the role

Quirky, colourful CVs may tick all the boxes for hiring managers in the creative field, but look very out of place in a shortlist for corporate lawyers.

Cover letters that really cover it

Your CV is the window to your experience, but your cover letter, which should always be specially written for the role in question, can tell the full story. Use this to sell yourself as a good fit for the job and explain any gaps in your experience.

Know what you’re worth

Applying for that dream job is a serious business and deserves thorough research. We encourage all our jobseekers to run their CV through our ValueMyCV tool to help you get a handle on how much employers pay for your skill set.

Computer says yes

More recruiters and employers than we care to imagine rely on computer programmes to screen CVs for suitable candidates in the first instance. Online tools can help you see in advance which skills the recruitment robots are spotting in your CV – and make sure they are the ones that could land you on the shortlist!


The billionaire founder of LinkedIn says there’s something more important to success than ambition or a detailed career plan

Alexander Tredwell – Leaders in Specialist Professional Recruitment

LinkedIn co founder and investor Reid Hoffman is one of the most well-connected people in Silicon Valley.

  • LinkedIn cofounder and investor Reid Hoffman is one of the most well-connected people in tech.
  • He said that a strong network is more important to career success than a detailed plan.
  • Hoffman said most people don’t recognize the power of referrals.

His circle of friends includes SpaceX and Tesla CEO Elon Musk, fellow billionaire investor (and political opposite) Peter Thiel, and Facebook CEO Mark Zuckerberg and COO Sheryl Sandberg; he’s a prominent Democratic donor in US politics; and he’s on the boards of several companies, like Microsoft and Airbnb. He’s both a tech gatekeeper and guru, and is a prominent writer and speaker on career success.

In a recent episode of Business Insider’s podcast “Success! How I Did It,” Hoffman explained that a strong network is more important than even the most detailed or ambitious career plan.

He said that the reason why certain parts of the world, like Silicon Valley, produce so many successful companies is because it has an entrenched network of people that make things happen.

“And so, as opposed to saying, ‘I have a master plan,'” Hoffman said, referring to either a great startup idea or plan to climb a corporate ladder, you’re better off focusing more energy on building “as strong a network as possible, because that’s the thing that most catapults you, in terms of your capabilities, in terms of your abilities to do things.”

To accomplish this, he said, you have to become a “central node” in a network, where you are adding value to the people who can move your career forward.

As for how to get this going, Hoffman it’s much better to get a “warm introduction” than it is to cold call or blindly approach someone, whether that’s over the phone, online, or in person.

It ties into the advice he gave author Keith Ferrazzi for his book “Never Eat Alone,” which is to only accept LinkedIn requests from people you would feel comfortable chatting with or introducing to someone else in your network.

And as Hoffman wrote in a 2015 presentation about his book “The Alliance,” “People — not Google, not books, not blog posts — have the information you need to solve tough problems.”


HSBC’s New Sheffield Base Named

Alexander Tredwell – Leaders in Specialist Professional Recruitment

HSBC employees have chosen their preferred name for the bank’s new office, which is being built as part of the new Sheffield Retail Quarter.

HSBC’s new Sheffield base named

The bank’s employees opted for Grosvenor House as the name for the new office celebrating the heritage of the site, which used to be occupied by the Grosvenor House Hotel.

HSBC employees in Sheffield will be relocated from their current office space at Griffin House to Grosvenor House in 2019 after the banking giant signed as the anchor tenant on a 15-year lease, committing them to Sheffield city centre.

The new address for HSBC’s office will be Grosvenor House, No.1 Wellington Street.

The main office entrance located on the corner of Wellington Street and Cambridge Street, and another entrance facing onto a new area of public realm at Charter Square. The building will also include retail space and shop fronts will be primarily located on Cambridge Street and also the important corner where Pinstone Street meets Furnival Gate.

Councillor Mazher Iqbal, cabinet member for business and investment at Sheffield City Council said: “We’re delighted that employees at HSBC have acknowledged the Grosvenor House Hotel in this way. It links the building’s future perfectly with its past.

“We have worked closely with HSBC for some time now on the design of its new office space.

“Their team has been a pleasure to work with and it is fantastic that HSBC has committed to our city centre as it is a vitally important employer with a proud history in our city.”

James Emmett, chief operating officer at HSBC Bank, said: “Our colleagues overwhelmingly voted for Grosvenor House as the name of our new home in Sheffield. The city is an important regional hub for our IT operations and we are delighted that the construction of our new office is progressing well.”


British Steel offers 4% pay rise to 4,800 staff

Alexander Tredwell – Leaders in Specialist Professional Recruitment

Steel manufacturing organisation British Steel has offered a 4% pay increase to 4,800 employees based in the UK and France.

The pay rise, which will be delivered over a two-year period, forms part of an in-principle agreement with trade unions Community, GMB and Unite for 2017’s pay and conditions claim.

Formal agreement to the pay deal will be finalised once the trade unions involved have undertaken ballots to gain consent from members who are British Steel employees.

Peter Bernscher, chief executive officer at British Steel, said: “The hard work and dedication of our people has helped us start the turnaround of our business and, while there’s a long way to go if we’re to become truly sustainable, we wanted to recognise their valued contributions.

“I’d like to thank the unions for their support during this ongoing process, and our employees for their commitment to building a stronger future for British Steel.”

A spokesperson at Unite added: “We are in the process of balloting our members on the reported deal. The ballot comes with a recommendation to accept the offer given the current financial status of the [organisation] and the industry. The ballot closes on 30 November.”

Ross Murdoch, national officer at GMB, said: “GMB welcomes the fact that British Steel has recognised changes in the financial reality and have improved [its] offer. It seems [it] acknowledges the hard work and commitment from [its] skilled workforce and has found new money to reward them. We are recommending members accept and are out to ballot on the new offer at the moment.”