Recently in Food Recruitment News Category

Improve, in conjunction with IFST and DEFRA, held an event recently to establish what actions needed to be in place to ensure that there is an adequate supply of skilled food science and technologists in the UK. The afternoon session consisted of a series of workshops to identify and discuss how industry stakeholders can work closer and better together to ensure the required supply of food science and technologists in the UK.

Although the workshops identified many issues within the sector, the most common response was that both industry and education must work closer together to identify what is required to address the skills shortages. The objective of this closer working would be to become more proactive and creative about the provision and quality of courses, but to also increase the awareness and perception of the opportunities available in the sector with school children and students at all levels and stages. At the core of this outcome, is the involvement of the careers service and advisors, subject teachers and parents in understanding the opportunities and options available to FST graduates/qualified people.

After identifying the problems, the workshops focussed on possible short, medium and long-term solutions. As well as tackling educational awareness, solutions put forward included raising the profile of the industry through media events and making food factory clothing more stylish and functional. You can read full details of the findings here.

Everyone is in accord that more needs to be done to raise the profile of the food industry, but will the proposed measures be enough? What attracted you to a career in FST and how would you encourage more people to follow in your footsteps?

In the current economic climate, is this the right time to be searching for a new job? Not only is the country drawing closer to recession but a new wave of graduates has just hit the job market. So what are the prospects for those looking for a career change? The answer, at least for food scientists and technologists, is EXCELLENT!

The lack of qualified food professionals is now so critical that on 10 September there is a summit to enable food and drink manufacturers to discuss the crucial issue of the shortage of food scientists and technologists in the sector.

Food and drink sector skills council Improve has joined forces with the Institute of Food Science and Technology (IFST) and Defra, to host an employer event looking at the implications of the shortage, and discussing opportunities for collaborative action.

Research from Improve has highlighted the fact that one in four food science and technologist roles in the industry remains unfilled - a shortage of more than 2,000 qualified professionals. With fewer young people choosing to study food science, and many of those that do ultimately pursuing careers in different sectors, it is a problem that's set to worsen unless urgent action is taken.

Although recruitment in other industries may be slowing down, food is fashionable, we love it and more importantly, we need it. For those wanting to change jobs within the food industry, there may never be a better time. Why not check out the wide range of opportunities currently available on the Focus site?

As a food professional, why not share your views on this topic. We're always happy to receive your comments...

Come on, where are you all? They say that a majority of veg buyers are traders and not strategic procurement specialists. Who are 'they' and are 'they' right? There is real pressure for food retailers to source their veggies from developing countries and of course from good old Blighty which takes skill, knowledge, expertise and strategic planning. Yes, we like a skilled negotiator who doesn't shy away from challenging dialogue with suppliers. Surely though, if a French bean takes 60 days from planting to harvest in Kenya and then a further 48 hours before the likes of you and I can take if off the shelf in Sainsburys, the Buyer needs more than just a "good deal". Don't they also need to understand the challenges faced by the grower, crop programmes, seasonality, customer demand, shelf life and on and on. So, help me out here you Fresh Produce buyers and tell me about your specialist, niche and sophisticated skills. Silence isn't always golden or delicious!

I was inspired to see the great support at the 15th Annual Craft Guild of Chefs Awards, which took place at the Royal Courts of Justice recently and was proud that the "Check On" Chef Division of Focus Management was sponsoring the Development Chef category. It is truly inspirational to see so much support and pride for the industry's craft skills. It goes to show that cooking is certainly not just a job; it's a genuine passion that takes tremendous commitment and dedication and I applaud the Craft Guild of Chefs as it encourages this from entry level to senior management.

This year's winner was Tony Murphy from UK catering and support company Eurest and as head of our Check On division, which specialises in finding development chefs, I would like to send him my personal congratulations.

The Craft Guild of Chefs Awards are the chefs' 'Oscars', designed to recognise and reward the leading talent working in kitchens all across the UK.

The role of the development chef is one of the most dynamic and exciting in the whole food sector. Chefs we have placed are developing hundreds of new recipes each year for manufacturers who supply own label products for the major retailers like Tesco and Marks & Spencer.

The Craft Guild of Chefs Awards have become a major industry event with over 500 culinary professionals in attendance under one roof for a glittering ceremony which is a fixture of the food sector calendar. The nominees need not be a member of the Craft Guild, just exceptional professionals, excelling in their chosen field.

Think about the last person you hired. Did you really take the time to select an individual who was hungry and ambitious, not just for a new job but to learn about a new sector where they could build their career? Or did you quickly flick through the CVs and pick the candidate who was a close match to that of the incumbent?

Known in the trade as "pigeon-holing", this may be a quick solution that makes everyone round the interview table feel comfortable, but is it really in the interests of your business to opt for the same breed time and again? What about the fresh talent that brings new ideas, invigorates your environment, drives change and challenges the status quo.

Clearly, there have to be transferable skills and experiences for the match between client and candidate to take place. Also, if you have a position to fill in your business you want a fast, seamless transition and for the new recruit to hit the ground running.

So try challenging your normal recruitment processes. The next time you are short listing for interview, take a bold step and fill one of those slots with a different animal - you may be surprised. Who knows, they could be the one to make a difference; that breath of fresh air you need in what we expect will be demanding times. If nothing else, at least you won't have to interview pigeons all day!

With the ever-changing nature of the food industry, brought about by acquisitions, mergers and the increasing demands of the retailer there is a growing need for specialists, particularly among interim managers who are increasingly being deployed to overcome skill shortages.

Interim managers may be needed for technical audits or to write particular customer product specifications. Closures and relocations bring their own resource imbalance, as well as the usual reasons such as: maternity cover and the "interim with a view to permanent" trend (the try before you buy option!).

This can be a very lucrative way to earn a living if you do decide to make it a career choice, indeed some people think that interim managers are overpaid. However, when companies have a skill shortage and their need is immediate, getting someone with a proven track record, who can hit the ground running and bring about a solution quickly is worth every penny. A good interim manager can be a great value option.

What people need to understand is that the life of an interim manager does come at a price for the individual as well. You need to be flexible to potentially work away from home. There could be gaps between assignments and you need to be prepared to establish yourself quickly in a company. The hours could be longer than usual to fit an assignment into a given timeframe and the pressure is really on to deliver.

On the upside it broadens your experience with clients and disciplines immensely and gives you the flexibility to fit work around personal circumstances.

So, as an employer it makes good sense to have a proven interim professional who can bring a wealth of experience with no preconceived ideas or internal politics and who can focus on the demands of your business.

As a candidate, if you are fed up with the usual repetitive routines, need the stimulation of constant challenges and want to be in control of your working life, then interim management is certainly worth considering.

Potential clients often ask me the question: What should I look for in a good recruitment consultancy? Short of the tempting, if facile reply: "Look no further!" I thought it would be useful to provide a checklist of my personal views on the subject. Here goes:

1. Check out the consultancy's reputation across similar businesses and sectors - do they have strong testimonials from past and present clients and candidates?
2. How willing are they to invest in a long-term relationship with you - will they take the time to really understand your business and its recruitment needs?
3. Are they up to date on the latest trends in your market sector?
4. Are they growing and therefore able to keep up with your resourcing needs and ahead of their competitors?
5. Look at the calibre of their consultants and their specialisations across your industry sector. Also, how long have they been with the consultancy? A high turnover of consultants should sound an early alarm bell.
6. Research - do they have a dedicated research team to keep abreast of the movers and shakers in your specific sector?
7. Are they able to work to your processes and timescales? Can they deliver results on time, every time?
8. Are they up to date and in line with current recruitment laws such as the completion of required documentations, e.g. EAA forms for proof of candidate identity etc.
9. Ask what their standard operating practices are. Will they interview potential candidates face to face?
10. Do they invest in thoroughly preparing each candidate for interview? Will they prepare a role-specific short list of exact matches?

If you have answered Yes to the majority of these questions, then you are on the right path. If No, then take care as your recruitment partners are an extension of your own business out there in the market and they can both enhance or damage your reputation.

Chefs, according to a recent survey by City and Guilds, are among the happiest workers in the UK and that's not because they are earning the most it's because they have an interest in what they do. Not only does a keen interest in the work attract them to the position in the first place but interest is key to them sticking around. Sounds obvious but employers still put too much faith in the pay packet as being the only happiness factor which according to C&G comes fourth in the list of important criteria:

• 57 per cent of us have remained with our present employer as a result of a strong interest in what we do for a living
• 56 per cent stay because of good relationships with colleagues
• 48 per cent of the UK's workforce appreciates their work / life balance
• In contrast, only 44 per cent of us remain in the job as a direct result of salary

There is some good advice for employers in general in the press release from C&G but I would highlight Professor Cary Cooper's tips to introduce variety and flexibility. For me that almost defines the job of a development chef.

One of the main reasons for chefs to leave the hospitality sector is to balance their home / work life - after years of working split shifts, doing 14hr + days, struggling to find skilled staff, striving for rosettes and stars, keeping up to date with food trends and issues, most still love cooking, working with produce and ingredients. It becomes so much more than just a job. It's a lifestyle, which demands a huge amount of personal commitment. Many will not have had a Christmas at home for years; will have missed children's birthdays, school parents' evenings and wedding anniversaries. Transferring those well-developed craft skills into a new environment - New Product Development - can be a refreshing, brings new challenges and develops personal skills outside of a normal kitchen remit. It may also just be the passport to a better work-life balance. Chefs love a challenge and most raise their game and thrive. NPD keeps them close to what they love - Food - but offers new career options beyond conventional kitchens.

It would appear, according to Jay Rayner's recent article in the Guardian, that you can't move in the Aldi car park for Chelsea Tractors whose owners are hooked on discount foods. Seems we can save big money by adopting a "mix and match" approach to our weekly food shop.
If this trend continues and we see a shift of Waitrose aficionados stocking up on budget priced central European brands how does this affect our recruitment clients and candidates and what are the opportunities?

If, as suggested, the discount retailers increase market share it will have a knock on effect on the supply base. At Focus Management we are already working with a range of food manufacturing clients who deal with these emerging retailers and we are starting to see requests for candidates coming through to fill key roles as the sector matures. This applies equally to our Carrus graduate recruitment side as well as our Check On division who specialise in development chefs.

Could it be a credit crunch munch bunch panic move or a permanent trend? I will be watching the sector with interest and would appreciate any views of how our readers see things developing.

When you changed jobs for a 10 or 15% increase in pay you could understand that it was worth trading some security for the added revenue but with people moving for as little as 5% these days other considerations come into the equation. What's the point of all the upheaval of relocation for a hike that's little more than inflation, if you move to a company that is about to fold?

So the challenge for candidates in the food manufacturing or food product development or food management sectors is; do your homework. Don't be fooled by flashy offices or smart suits. Look at the last year's accounts. For a few pounds you can get hold of the company's accounts from www.companieshouse.co.uk. Read the trade press and ask around. Most of the firms that are on shaky ground are well known to industry insiders like journalists.

Like in any other negotiation there will be some other variables that may be important to you such as the opportunity for flexible working, pensions and fringe benefits like gym membership or private healthcare.

Also check out how they behave towards suppliers, employees and their local community. You might not want to work for a firm that doesn't share your own ethics.

If you are a food sector employer you might want to take on board the fact that candidates will be checking you out for financial stability and corporate social responsibility (the two usually go together.) Make sure you get the message out there that you are well run, well financed and profitable, with a realistic vision for the future. Time to get HR and PR working together.