How to Hire Hospitality Staff: A Manager's Complete Guide

Key takeaways

• Finding great hospitality staff in Australia starts with targeting the right channels, from industry-specific job boards to employee referral programs.

• A clear, honest job ad that highlights your workplace culture will attract candidates who stay longer and perform better.

• Understanding your obligations under the Hospitality Industry (General) Award helps you hire with confidence from day one.

• Structured onboarding and rostering tools like Deputy can reduce early turnover and keep new hires engaged.

According to the Australian Bureau of Statistics, accommodation and food services consistently record some of the highest job vacancy rates in the country. If you're a hospitality manager, you already know the struggle: you need reliable people, and you need them fast. Getting the hire wrong is a costly mistake you can't afford. This guide walks you through every step of hiring hospitality staff in Australia, from sourcing candidates to onboarding them in a way that makes them want to stick around. You'll also learn how to understand key Fair Work considerations relevant to hospitality hiring and onboarding.

Where to find hospitality candidates in Australia

The best hiring strategy casts a wide net in the right places. Relying on a single job board or a "help wanted" sign won't cut it in a competitive labour market. Here's where to focus your energy.

Online job platforms and hospitality-specific boards

General platforms like SEEK and Indeed remain the go-to for most Australian employers. But don't overlook niche boards built specifically for hospitality, such as Hospitality Jobs Australia, Scout Jobs, and Caterer.com. These attract candidates who have already chosen the industry, not people casually browsing.

When posting, make sure your listing appears within the first 24 hours of a candidate's search. Most job seekers in hospitality apply to roles within days of them going live, so timing matters more than you might think.

Social media and local community networks

Facebook groups for local hospitality workers and community noticeboards can be goldmines for finding staff. Instagram is also worth using, especially if your venue has a strong visual presence. A quick story post saying "We're hiring" with a link to the job ad costs nothing and reaches people already interested in your brand.

Don't forget TAFE and university job boards. Many hospitality students are looking for flexible work that builds on what they're learning in the classroom.

Employee referral programs that work

Your current team is one of your best sourcing channels. People tend to refer candidates who fit the culture, and referred hires often stay longer and perform better. Consider offering a small bonus or an extra paid shift as a referral incentive. Keep it simple: if the referred hire passes their probationary period, the referrer gets the reward.

How to write a job ad that attracts the right people

A vague or generic job ad is one of the fastest ways to attract the wrong candidates. You want your listing to act as a filter, bringing in people who are genuinely excited about your venue and the role.

What to include in a hospitality job description

Be specific about the role, the hours, and what you expect. At a minimum, include:

• Job title and type (casual, part-time, or full-time)

• Location and whether transport or parking is available

• Typical shift patterns and rostered hours

• Key responsibilities (not a 20-item wish list, but the core five to seven tasks)

• Pay rate or range, in line with the relevant Fair Work Award

• Any required qualifications (RSA, food safety certificate)

Transparency about pay is a competitive advantage. Candidates are more likely to apply when they can see the rate upfront, and it saves you time by filtering out people whose expectations don't align.

How to highlight your workplace culture in the ad

Hospitality workers have options. They're choosing you just as much as you're choosing them. Use your job ad to show what makes your venue great: team meals, roster flexibility, opportunities to learn new skills, or a supportive management style.

Avoid cliches like "fast-paced environment" or "must be a team player." Instead, describe what a typical shift looks like. Paint a picture that helps the candidate imagine themselves in the role.

Assessing skills and cultural fit

Technical skills matter in hospitality, but they're rarely the whole story. The best hires combine capability with the right attitude and a genuine willingness to learn.

Identifying transferable skills from other industries

Don't dismiss candidates who haven't worked in hospitality before. Retail workers understand customer service. Event staff know how to handle pressure. Even someone with a background in aged care brings empathy and attention to detail that translate well to front-of-house roles.

Ask candidates to describe situations where they've dealt with difficult customers, managed competing priorities, or worked under time pressure. These scenarios reveal more than a list of past job titles.

When to prioritise attitude over experience

You can teach someone to use a POS system or carry three plates at once. You can't teach someone to care about the guest experience. When you're hiring for casual or entry-level roles, prioritise enthusiasm, reliability, and a willingness to learn over years of experience.

A quick paid trial shift is a great way to see how a candidate handles the real environment. It also gives them a chance to decide whether your venue is the right fit for them.

Interview questions that reveal the right hire

The interview is your chance to go beyond the resume. Structured questions help you compare candidates fairly and avoid gut-feel decisions that often lead to regret.

Situational questions for hospitality roles

Situational questions put candidates in realistic scenarios. They reveal problem-solving ability, customer focus, and how someone handles the unexpected. Try these:

• "A customer sends back a meal for the second time and is getting frustrated. How do you handle it?"

• "You're halfway through a busy Saturday night and a colleague calls in sick. What do you do?"

• "A regular customer asks for something that isn't on the menu. How do you respond?"

Listen for answers that show ownership and empathy, not blame or avoidance.

Questions to assess reliability and teamwork

In hospitality, reliability is everything. A no-show on a Friday night can derail your entire service. Ask candidates:

• "How do you manage your commitments outside of work to make sure you can be available for rostered shifts?"

• "Tell me about a time you stepped in to help a colleague, even though it wasn't your responsibility."

• "What does being part of a team mean to you?"

Pay attention to how candidates talk about previous managers and teams. Consistent negativity about past workplaces can be a red flag.

Fair Work considerations when hiring hospitality staff

Getting the legal side right protects both you and your new hire. You don't need to be a lawyer, but you do need to understand the basics of your obligations under the Fair Work Act.

Understanding the Hospitality Industry (General) Award

The Hospitality Industry (General) Award sets the minimum pay rates, penalty rates, and conditions for most hospitality employees in Australia. Before you hire, make sure you know:

• The current minimum hourly rates for the relevant classification level

• Penalty rates for weekends, public holidays, and late-night shifts

• Break entitlements based on shift length

• Your obligation to provide the Fair Work Information Statement to every new employee

Deputy's award interpretation features can support Award-related rostering workflows and help surface potential issues for manager review.

Casual vs part-time employment obligations

Most hospitality hiring in Australia is casual, which means a 25% loading on top of the base rate in lieu of leave entitlements. But casual employment comes with its own requirements. Under the Fair Work Act, Casual employees may have rights relating to conversion to permanent employment under applicable workplace laws. Employers should review current Fair Work guidance to determine how those rules apply.

If you're hiring part-time staff, you need to agree on guaranteed minimum hours upfront and roster consistently around those hours. Understanding the difference matters, because getting it wrong can lead to back-pay claims and penalties.

Communicating and following through with candidates

Poor communication is one of the top reasons candidates drop out of a hiring process. In a tight labour market, the manager who responds fastest often wins the best talent.

Acknowledge every application, even if it's an automated reply. Let shortlisted candidates know your timeline and stick to it. If you've decided not to proceed with someone, tell them promptly. A short, respectful message goes a long way.

After you've made an offer, don't go quiet. Send a welcome message, confirm the start date, and share any pre-start paperwork. Deputy's communication tools make it easy to stay in touch with new hires before their first shift, keeping them engaged and reducing the chance of a no-show on day one.

Creating an onboarding experience that retains staff

Hiring is only half the job. What happens in the first week often determines whether your new staff member stays for six months or leaves after two shifts.

Your first-week onboarding checklist

A structured first week sets expectations and builds confidence. Use this checklist to cover the essentials:

• Tour of the venue, including back-of-house areas and emergency exits

• Introduction to the team and key contacts

• Walk-through of the roster system and how to view, accept, or swap shifts

• Training on the POS system, food safety procedures, and house standards

• Review of workplace policies, including uniform, breaks, and reporting absences

• Completion of all required paperwork: tax file number declaration, superannuation choice form, and Fair Work Information Statement

With Deputy, you can create onboarding task lists that track each step automatically. New hires see exactly what they need to complete, and you get visibility into their progress without chasing anyone.

How structured training reduces early turnover

Research consistently shows that employees who receive structured training in their first 30 days are significantly more likely to stay past the three-month mark. Don't rely on a "shadow and learn" approach. Instead, create a simple training plan with clear milestones.

Pair new hires with a buddy, someone experienced who can answer questions without the pressure of a manager-employee dynamic. Check in at the end of each shift during the first week to see how they're tracking. These small investments can help support employee engagement and retention.

Building an inclusive and diverse team

A diverse team brings a wider range of perspectives, ideas, and strengths to your business. It also reflects the communities you serve, which matters in hospitality.

Start with your job ad. Use inclusive language and avoid unnecessary requirements that might exclude strong candidates. Do you really need three years of experience for a casual floor role? Probably not. Consider whether flexible rostering could open the door to candidates with caring responsibilities, students, or people with disabilities.

During interviews, use structured scoring criteria rather than gut feel. This helps reduce unconscious bias and gives every candidate a fair shot. Build a team culture where everyone feels welcome, and you'll find that inclusive workplaces naturally attract more applicants through word of mouth.

Using technology to streamline hiring and rostering

Manual hiring and rostering processes eat into time you could spend on the floor with your team and customers. The right technology takes repetitive tasks off your plate and helps you move faster.

How Deputy helps you manage new hires from day one

Deputy simplifies the transition from "you're hired" to "you're rostered and ready." Here's how it fits into your hiring workflow:

• Rostering: Add new team members to your roster immediately and assign them to shifts based on their availability, qualifications, and training level.

• Onboarding tasks: Create step-by-step task lists that guide new hires through their first week, from paperwork to practical training.

• Time and attendance: Track hours accurately from the first shift with digital timesheets and clock-in tools, helping you stay aligned with Award requirements.

• Team communication: Use Deputy's newsfeed and messaging to share updates, welcome new team members, and keep everyone in the loop.

• Award compliance support: Deputy's built-in award interpretation helps you roster in line with the Hospitality Industry (General) Award, flagging potential issues like overtime thresholds and break requirements before you publish the roster.

By centralising these tasks in one platform, you reduce admin time and give new hires a smoother, more professional start. Try Deputy for free and see how it works for your venue.

Frequently asked questions

Can Deputy help me stay compliant with the Hospitality Industry (General) Award when rostering new hires?

Yes. Deputy's award interpretation feature supports configured pay rates, penalty rates, and break rules based on Award settings and business configuration. It flags potential compliance issues before you publish, helping you reduce the risk of underpayment. You can also set up alerts for overtime thresholds specific to the Hospitality Industry (General) Award.

How do I use Deputy to onboard new hospitality staff?

You can create custom onboarding task lists in Deputy that walk new hires through every step of their first week. Each task can include instructions, deadlines, and attachments. As the manager, you get a dashboard view showing which tasks each new team member has completed, so nothing falls through the cracks.

Does Deputy support casual and part-time rostering for hospitality teams?

It does. Deputy lets you set different employment types for each team member, including casual and part-time. The platform support Award-related pay configurations, including casual loading, based on system configuration, and it tracks guaranteed hours for part-time employees so you can roster consistently.

Can I manage shift swaps and availability for new team members in Deputy?

Absolutely. New hires can set their availability directly in the Deputy app, and you can approve or decline shift swap requests in real time. This gives your team flexibility while keeping you in control of who's on each shift. It's particularly useful during the first few weeks when you're still learning a new hire's strengths and preferences.

How does Deputy help reduce early turnover in hospitality?

Deputy supports retention by giving new hires a clear, organised start. Onboarding task lists set expectations from day one, and roster visibility means staff can plan their lives around their shifts. The communication tools help managers check in regularly without adding admin overhead. When people feel informed and supported, they're far more likely to stay.