A job advert is often a chef’s first introduction to your business. Alongside explaining what you need, it should help them understand the opportunity: the kitchen they’ll be joining, the expectations of the role and what they’ll receive in return.
Before publishing your next vacancy, ask yourself: could someone reading this picture themselves working here?
Here are six areas worth checking.
1. Make the package clear
“Competitive salary” leaves candidates to guess whether the role meets their needs. Where possible, include a salary or realistic range, along with contracted hours.
Explain any additional elements separately, such as tips, service charge, bonuses or accommodation. If accommodation is available, give useful details about its cost and arrangement.
The aim is to help candidates assess the full opportunity from the outset.
2. Describe the working week
“Full-time” says very little about how a role will fit into someone’s life.
Give an honest outline of the usual shift pattern, including split shifts, weekend expectations and how rotas are organised. If patterns vary seasonally, explain that.
You don’t need to promise flexibility you cannot offer. Clear expectations give both sides a better starting point.
3. Bring the kitchen to life
Terms such as “busy kitchen” and “exciting opportunity” could describe thousands of vacancies. Useful details might include:
- The style of food and service.
- Typical covers and any banqueting responsibilities.
- The size and structure of the brigade.
- Who the successful candidate will report to.
- Their involvement in menus, specials and sourcing.
These details help candidates understand both the appeal and the demands of the role.
4. Explain what someone can build with you
Development means different things at different career stages. A junior chef may want training across sections, while a senior chef may be looking for menu ownership or experience leading a larger team.
Be specific about what you can genuinely offer. That might include mentoring, responsibility for a section, supplier visits or opportunities across other outlets.
If you mention progression, explain what that could look like without promising a promotion that may not be available.
5. Show what a supportive team looks like
A “great team culture” is easier to understand when you give examples.
How do you welcome new starters? Who supports them during their first few weeks? How do you share feedback or help people develop?
Practical details give candidates something more concrete than a general statement about being a good employer.
6. Make the next step straightforward
Tell candidates how to apply and what happens afterwards. Keep the initial application proportionate to the role, and give an indication of the interview process where possible.
If a kitchen trial forms part of the process, explain its purpose, duration and payment arrangements in advance.
Once applications arrive, clear communication helps maintain interest. A brief update is useful even when you haven’t yet made a decision.
Before you publish
Check that your advert answers these five questions:
- What will I earn?
- What will my working week look like?
- What sort of kitchen and team am I joining?
- What will be expected of me?
- Why could this be a good next step?
An attractive vacancy starts with an honest, specific description of the opportunity. You don’t need to make the role sound perfect. You need to give the right person enough information to see its potential.
Would you like a second opinion on your chef vacancy? Get in touch with Juice Hospitality and we’ll happily review your advert and suggest practical improvements. And if you’d like us to advertise it for you, that’s exactly what Juice Reach does.