Restaurant Feature: Making Waves
The restaurant sector has seen more highs and lows than most in recent times, but that doesn't mean that it's all doom and gloom. We take a look at some of the names that are not sinking and not just swimming, but making waves...
Sector Snapshot
The turbulent economic climate has meant a mixed picture for many industries in the past three to four years, but this is especially clear in the UK restaurant sector. Whilst there have been many high-end openings, (Koffmann's at The Berkeley, Jason Atherton's Pollen Street Social and Heston's Dinner at the Mandarin Oriental to name a notable handful), discount voucher use is on the rise.
Many agree, however, that the Olympics and the Jubilee will push hospitality businesses onto safer ground.
In Zolfo Cooper's Leisure Wallet report for winter 2011/2012, Kevin Bacon, (director of Ignite Group and Chilango and formerly MD of Jamie Oliver International Restaurants and the leisure division of The Restaurant Group), said that the Olympics would open the door for canny businesses to open new concepts and accelerate their roll-outs.
In the report, he commented: "For those operators with the right product, the right cost structure and the right capital structure, there is still consumer demand.
“The consumer has become more discerning and sophisticated as choice increases every year. Provenance and quality are now high in the consumer's mind. Value is not just about price.
He also warned of the danger of discounting to growth in the longer term.
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Whether beneficial or detrimental, however, it seems as though discounting is here to stay for the foreseeable future. So high street restaurants must rely on methods other than price to drive business and stave off competition from retailer dine-in deals, home delivery and in-store restaurants.
In data company Horizon's annual briefing on the hospitality sector last month, it detailed its predictions on which businesses would sink and which would swim in the wake of 2012. Essentially, investing in customers, growth and innovation would see businesses more likely to succeed. Horizon added that, for companies showing active innovation (it cited Chop'd, Tossed, Bill's, Wahaca, Mooli's, Union Jacks and Byron as examples) the coming months may well show a positive outlook.
New concepts and formats, menu innovation and a push on customer loyalty programmes were all mentioned as ways in which businesses can drive traffic and sales. The report added that, even discarding the extra bank holiday, the excitement of the Olympics/Jubilee and the general uplift that summer brings, eating out in the UK has undeniably become a habit, making the industry well poised for post-recession recovery.
Company focus:
Zizzi
Hayley Cummings
Senior Recruitment Advisor
If you had to characterise your company's plans for 2012 in a single word, what would it be?
Talent.
What's the most exciting initiative currently taking place/set to be launched within your business?
We currently work closely with the Prince's Trust and support their Get Into Work Programme which aims to help people aged 16-24 get the practical training and experience that will help them secure a job. This should help us find fresh talent that we can help develop to be our Zizzi stars of the future.
Please describe the levels at which you recruit within your kitchen.
We are recruiting for all levels in our kitchens, whether you're an experienced head chef or someone looking to take your first step into hospitality. We are also taking on a number of chef apprentices in the next few months which is incredibly exciting for us.
Please describe typical/potential career paths for candidates entering your kitchens.
It really depends on the motivation of the individual. So many of our current head chefs started as KPs and have climbed the career ladder with us. Some have even gone on to become area support chefs, area trainers or made the move into a front-of-house or management role.
Do you have any structured training programmes in place for chefs looking to advance their careers? If so, please can you give an overview of your programme(s).
All our chefs follow a structured training programme to ensure that they are competent in each section in the kitchen before they move onto another and develop their skills. They all complete the relevant health and safety training, menu tests and we have recently implemented e-learning modules to facilitate higher levels of capability to meet the Zizzi standard. These include food safety and hygiene modules.
What qualities do you most look for in potential employees?
We look for chefs that are real foodies and show passion, dedication and a real desire to learn. Of course, they also need to love Zizzi!
How would you characterise the working culture at your business?
Everybody works hard but it is a real family environment. There is lots of help and support is on hand as and when you need it.
What do you think makes qualifies your business to be seen as an employer of choice?
Zizzi is a growing brand and one that is fast becoming a vibrant Italian restaurant company. We are passionate about recruiting and developing the best fresh talent and we're committed to helping each and every one of our employees reach their full potential.
Company focus:
Soho House Group
Gareth Jones
Recruitment Manager/
Cookhouse Project Manager
If you had to characterise your company's plans for 2012 in a single word, what would it be?
BIG... BUSY... HECTIC... oops that's three!
What's the most exciting initiative currently taking place/set to be launched within your business?
The ongoing development of Cookhouse globally is a real factor for us now that we are building a keen following; it's like a toddler that's growing up fast, with a dedicated team now in place on both sides of the pond.
This really does show our commitment to getting the best chefs in our kitchens and helping them develop further and understand the foods that they are working with.
Please describe the levels at which you recruit within your kitchen.
There is nothing better than organically growing, so we love to take our super-keen guys and gals and develop them via our Cookhouse circuit. The circuit takes in all our sites globally - USA, Berlin and in the UK.
Please describe typical/potential career paths for candidates entering your kitchens.
Hopefully to the top...that means we are keeping our side of the bargain.
Do you have any structured training programmes in place for chefs looking to advance their careers? If so, please can you give an overview of your programme(s).
Cookhouse is all about training. Whether it is getting the chefs to our farm in Epping Forest where we encourage the guys to plant and harvest their own crops, or taking them to the abattoir to see the meat from source.
The real winner is our demo day where every Tuesday we have one of our suppliers come in and show off their produce - It's all about getting our hands dirty!
What qualities do you most look for in potential employees?
Attitude & passion; without these there is no point and of course it will always show in the flavour and how it looks on a plate. As I always say you spend two-thirds of your life at work so you may as well enjoy it.
How would you characterise the working culture at your business?
Good, hard, honest fun...we use the best produce so no need to mess around with it.
How would you characterise the working culture at your business?
Variety, change...We very rarely recruit externally for senior level positions as everyone grows around each other. In the last 18 months we have opened four new sites and more to follow (keep your eyes peeled).
The opportunity to travel with your work is a huge plus especially when you are chilling on the beach in Miami! The relaxed yet professional atmosphere I think really sets us apart from our restaurants, clubs and bars as it is so unusual.
Some companies offer some of the above but to honestly deliver all of the above it is truly unique and for me it's a real winner!
