The industry is in agreement about the fact we have a shortage of chefs. Many venues acknowledge that this shortage of Australian chefs is so bad, that the industry would grind to a halt without the presence of chefs on 457 visas[1] . The debate about why rages on. As in other industries, one theory is that Gen Y is to blame, pegged as lacking the work ethic necessary to put in the hard yards to succeed, and wanting to jump straight to stardom thanks to the reality cooking shows we all love to watch. It’s an interesting phenomenon, as we don’t see a surge of people rushing out after The Block to become a carpenter or architect – and perhaps an indication of how food will always speak to our hearts.
Despite the decline of the militant kitchen, with more focus on OHS, anti-bullying legislation it is still without a doubt a hard industry, and one in stark contrast to the glamorisation portrayed on television. A recent interview with several young chefs highlighted the perception that current training is outdated, as well as the potential need for more support and mentorship from older chefs[2] , a challenging prospect when they themselves are unlikely to have received that level of support during their own apprenticeships.
Other theories point to the relatively low wages in the kitchen[3] , considering the skill required, and question where any pay increase could come from when major Australian cities are already some of the most expensive places for a casual meal [4] – and people want low prices due to the increasing frequency of eating out.
This week we’ve interviewed Pinnacle People’s own Managing Director, Wendy Mead, for her insights on the industry based on 25 years working with venues to fill roles, and placing chefs and kitchen staff based on their needs and desired outcomes within the industry.
“Many chefs and kitchen staff start off loving the industry, but end up resenting it” she says. “The shortage of chefs has been an issue since we started in 1991, but has only got worse due to the increase in our eating out culture”.
This increase, coupled with the shortage of staff, has resulted in increasingly long hours, particularly for skilled chefs. As hospitality recruiters who screen candidates for their desired conditions and remuneration, many skilled and experienced candidates choose to exit the kitchen due to these long hours. Wendy commented
“This is not in my opinion about the money, but more about the hours. Can we change the long days to a 4 day working week, as some other industries have? Can we afford to do this? How will we pay for, and source, the extra labour to enable this?”
It becomes a bit of a chicken and egg scenario – we need more resources to reduce the hours and load on our existing talent – but while the conditions remain harsh, and particularly in such contrast to sensationalised TV cookery, new talent remains reluctant to enter the industry, or burns out in the first few years. When asked if she thinks there is a problem with restaurants and kitchens being unwilling to hire as-yet low-skilled apprentice chefs, Wendy responds that she thinks many operators “…have been burnt in the past, by putting their heart and soul into training new kids only for them to leave – it’s not that different to many other professions in this regard. Perhaps training up older workers may get a better result.”
She also doesn’t believe it is an inherent problem with the Award rates.
“The main problem is work life balance. We are very fortunate in this country, we have high wages in comparison to the US & UK and enjoy the good life.” '
– That is, providing we have the time and energy left after work to enjoy it.
What do you think?
Have you received feedback from exiting staff regarding the primary problems in the industry?
If the cultural trend of dining-out continues to increase, which all signs point to, this will mean longer hours of operation and more pressure on kitchens. How can operators work with training institutions and government to rectify this shortage before the talent that we do have completely burns out or retires?
Have you had any successful retention or mentorship programs which have successfully grown young fresh talent in your kitchens? We’d love to hear your stories – get in touch at communications@pinnaclepeople.com.au
[1]http://www.theaustralian.com.au/life/food-wine/reality-bites-shortage-of-chefs-hits-restaurant-industry-growth/news-story/7f5af83c6b0b830d55ef28b74f2ec059
[2]http://www.news.com.au/lifestyle/food/restaurants-bars/apprentice-chefs-hit-back-at-claims-they-are-to-blame-for-the-australian-chef-shortage/news-story/8d53b7165500bdecdb48c3bc37f5948d
[3]http://hospitalitymagazine.com.au/management/simple-number-crunching-exposes-the-reality-of-aus
[4]http://www.hospitalitymagazine.com.au/food/news/melbourne-the-most-expensive-place-for-a-casual-me#.Vwmy-SyIvcY.email