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Case Study: Successful workforce solutions for Butlers Chocolates

Excel Recruitment Case Study: Butlers Chocolates

Elevating Excellence in Industrial Staffing, Crafting Sweet Success With Our Workforce Solutions For Butlers Chocolates

About Butlers Chocolates

Butlers Chocolates began life in Dublin’s Lad Lane in 1932. The company now employs 500 staff across its factory located in North Dublin and the Butlers Chocolate Café network, which consists of 27 Butlers Chocolate Cafés in high-profile locations in Ireland, along with franchises in the Middle East and South Asia. Butlers Chocolates are exported across the world and are available in over 35 countries and 60 airports. The company is 100% Irish family owned.

Scope and Challenge 

Butlers BRC Grade A+ accredited manufacturing facility is located in Clonshaugh, North Dublin. The HR Team found it challenging to find sufficient numbers of quality staff to work in the factory due to labour shortages in the general operative space after the COVID Crisis. Butlers has several manufacturing peaks over the year in line with traditional chocolate gift giving occasions such as Easter and Christmas. The company needed flexibility to work in line with seasonal demand and employ quality staff at short notice for temporary periods as required.

How and where

Excel Recruitment and Butlers Chocolates. Michelle McBride, Retail Director, Butlers Chocolates and Board Member, Retail Excellence Ireland discussed this issue with Barry Whelan, CEO of Excel Recruitment (Corporate Partner to REI). Barry introduced Butlers Production and HR management team to Sarah Adams, Team Leader of the Industrial Recruitment Division in Excel. Sarah analysed the requirement and she and her team set about deploying Excel Recruitment temporary general operative staff to work in the factory. The staff was made up of qualified people, with manufacturing experience, looking to work locally in North Dublin where Butlers Chocolates is located.

The Outcome

In October 2022, Butlers took on board the first set of 8 temporary general operatives from Excel Recruitment. Excel supplied high-quality staff ready to work in machine operation, packing, and hygiene across the factory and warehouse. The number of temporary staff supplied by Excel peaked at 45. The supply of temporary staff helped Butlers produce in good time and ample volume to meet consumer demand. The ability to react quickly to increased manufacturing demand worked particularly well for Butlers management, as it gave them added flexibility as required. The quality of staff supplied was evident when 9 Excel recruitment temporary workers moved from employment with Excel to permanent employment with Butlers.

If you feel this might be a solution for your own business, contact Excel Recruitment regarding Temporary Staffing Solutions. Call 01 871 7676 or email sarah.adams@excelrecruitment.com 

Excel Recruitment Hospitality Team

Meet our expert hospitality team: Q&A

Meet the team behind the expert hospitality insights at Excel Recruitment. Answering some of the most pressing questions with regards to recruitment and the hospitality industry. Highlighting the the main trends and challenges within the sector in 2024.

 

Neil Redmond Neil Redmond, Hospitality Recruitment Consultant  

2 Quick facts about Neil:

› 4 years in recruitment

› 18 years working as a chef in 4 & 5 star hotels

 

What makes your approach to recruiting chefs stand out and uniquely positions you in the culinary talent market?

My unique approach to recruiting chefs is rooted in my extensive background of 18 years working as a chef myself. Starting from a young age, I honed my culinary skills through hands-on experimentation and professional experience in renowned establishments, working under the guidance of accomplished Chefs such as Dylan McGrath and Ryan Stringer. This journey allowed me to run my own restaurant, earn awards and contribute significantly to the opening and success if various high-profile properties. After spending years of my life in the hospitality industry, I’ve come to intimately understand the ups and downs faced by both chefs and establishments. The shift into hospitality recruitment industry felt like a natural next step, fuelled by my genuine passion for connecting the right talent with the right opportunities. Getting to know chefs isn’t part of the job for me – it’s something I genuinely enjoy. Having walked in their shoes, I grasp what they truly want from their careers and in a time where staffing shortage are widespread, my understanding of this industry allows me to bridge the gap between what individuals seek and what businesses need. It’s not just about placing; it’s about making connections that make sense for everyone involved and this is what helps me to excel when recruiting chefs for busy establishments.

 

Elaine Sherry

Elaine Sherry, Galway Branch Manager

2 Quick facts about Elaine:

› 6 years in hospitality recruitment

› Over 20 years working across the 4 major players in the contract catering industry

 

What significant transformations have you observed in the contract catering scene since you started?

Having worked in contract catering since the 1990’s, I’ve witnessed a remarkable transformation within the sector. Gone are the days when the workplace “canteen” languished in the basement, relegated to the shadows of the building. Today, workplace food services are not just an amenity but a pivotal employee benefit, recognised as an integral part of the business by employers. The evolution has been nothing short of phenomenal. Catering companies now orchestrate a symphony of services, adapting to diverse service times, culinary offerings and choices. This transformation stems from the changing landscape of workplaces, driven by increased diversity, a growing appetite for healthier and sustainable dining experiences and the advent of hybrid working models. The Covid-19 pandemic, far from impeding progress, prompted caterers to innovate and offer versatile solutions, tailor-made for diverse workplace environments. From co-working spaces to traditional offices, contract caterers now tailor their services with precision, addressing the unique needs of each client. The adaptability displayed during these challenging times has showcased the resilience and creativity of the industry. Intriguingly, the sector has become a magnet for top-tier talent seeking not just a job, but a career path characterised by continuous growth. Forward-thinking companies in this space understand the value of their employees’ contributions and invest wholeheartedly in continuous learning and development. Professionals within the contract catering sector now adeptly manage high-volume businesses, seamlessly blending quantity with quality. Their prowess in keeping the wheels of Irish industry turning every day is not just a testament to their skill but also to the sector’s indispensable role in the broader business landscape.

 

Kevin Marren

Kevin Marren, Hospitality Recruitment Consultant

2 Quick facts about Kevin:

› 2 years in recruitment

› 25 years working in hotels and bar groups

 

What do you anticipate as the key trends shaping the hotel industry in 2024?

In 2024, the hotel industry is likely to witness a significant shift in the labour market dynamics, driven by evolving preferences and expectations of workers. With the recent substantial increase in the minimum wage and the commitment to further align it with the living wage over the next two years, we can anticipate a growing emphasis on benefits and perks within the workforce. As employees increasingly prioritise factors beyond basic salary, hotels may experience a surge in demand for comprehensive benefit packages. This includes not only financial considerations but also perks such as health insurance, retirement plans and flexible work schedules. The adjustment to a higher minimum wage can act as a catalyst for businesses tore- evaluate and enhance their overall compensation packages to attract and retain top talent. Employees are becoming less inclined to adhere strictly to traditional working hours, seeking a better work-life balance. Hotels that are able to offer flexible scheduling options and perhaps even explore innovative arrangements like compressed work weeks may find themselves more appealing to prospective employees. In response to the changing landscape, hotels are expected to go beyond conventional benefits and explore creative solutions as salary hikes can only go so far. Having spoken to many of our clients, we have seen an increase in the standard benefits being offered to their staff, like pensions, extra holidays, 4-day weeks, etc. As the competition for skilled and motivated staff intensifies, staying tuned to these emerging trends will be crucial for hotels seeking to maintain a competitive edge for the coming year and beyond.

 

Jennifer Maher

Jennifer Maher, Director of Hospitality

2 Quick Facts about Jennifer:

› 15 years in recruitment

› 12 years working in bars, hotels, restaurants and front of house

 

What should the industry focus on amidst challenges?

Without a doubt, the biggest threat facing the hospitality industry in 2024 is the spiralling cost of employment. In 2023, businesses faced many closures due to challenges such as rising energy and staff costs, interest rate hikes and severe staff shortages, particularly in the retail and hospitality sectors. While the government extended the 9% VAT reduction for gas and electricity until October 2024, it’s a broad measure and may not address the specific needs of struggling businesses. The hospitality and tourism sector, in particular, has been hit hard, with the VAT rate reinstated to 13.5% in September 2023. This has led to increased prices for hotel stays, meals and entertainment, causing people to cut back on discretionary spending. The combination of the 13.5% VAT rate and other impending government measures could be detrimental to businesses in this sector. One potential solution is reinstating the reduced 9% VAT rate for the hospitality and tourism sector, extending it to other small businesses and providing relief to those struggling to stay afloat. Additionally, addressing staffing shortages is crucial. The current Stamp 2 visa model for international students is not fit for purpose as it limits their work hours and hinders their contribution to alleviating staff shortages. Adjusting the visa system to allow students to work more hours would benefit both their financial situation and industries relying on their labour force. Skilled staff are harder to come by, which has created a candidate-driven market and our business salary survey found that over 68% of respondents are struggling to attract and retain talent and will be utilising the services offered by recruitment agencies daily for permanent hires, temporary and contingency workforce in 2024. Excel boasts a pool of over 2,500 ready-to-deploy temporary workers and have assisted numerous businesses in similar scenarios. We welcome enquiries from both prospective candidates and clients, leveraging our experience to effectively meet your staffing needs. Looking ahead, the Government need to clarify the increased employment costs faced by Irish SMEs as a result of rises in the national minimum wage, the introduction of the planned living wage and other measures proposed to improve working conditions in Ireland, and they also need to put in place far greater business supports than those that are currently available to ensure a smooth transition for all.

 

If you need assistance with hospitality recruitment solutions, please contact the team today on 01 871 7676 or email info@excelrecruitment.com. You can check out all of our live hospitality roles here and chef roles here.

Do today’s candidates have less “staying power” than those in years gone by?

Do today’s candidates have less “staying power” than those in years gone by?

In today’s rollercoaster world of grocery retail candidates who start but don’t stay can cause huge disruption to any team or store. We are hearing more stories from retailers who have gone through full recruitment drives, inductions, and training delivery only to be told within the first few months that this new hire is already moving on.

Is this a generational thing? Do today’s candidates have less “staying power” than those in years gone by? Have we shifted to a culture where it’s now acceptable to let your feet do the talking to your employer by leaving a job where you are finding the going tough, or just slightly unpleasant?

So why is this happening? And what, if anything, can or should retailers do to reduce these flighty new starters?

Manage expectations

Candidates today certainly have higher expectations than those of previous years. Often what retail staff would have considered as a nice extra, is now a minimum expectation. Many candidates start new roles with skewed expectations of what their actual hours, responsibilities, or place in the businesses will be. Inevitably their expectations are much more favourable than the reality. When faced with this realisation many new starters are choosing to leave their new role and start over, rather than adjust or compromise. In most instances, ensuring full disclosure on all facets of a new job can dramatically reduce candidate “fallouts.” When we took a sample of candidates who had left their jobs in less than 6 months, the number one reason they stated was the role was not what they expected. Laying out your shift patterns, and contracted hours is imperative. However, retailers with better retention are going one step further and giving a detailed breakdown of the role they are offering – including challenges that may arise for a new hire.

First impressions count

Even in instances where retailers have done a thorough job of explaining the role, company and responsibilities, still a cohort of new starters will leave before they have even completed their training. Candidates now expect an enjoyable induction, to feel valued from arrival, and to be made feel like they are part of a team. They also look for a robust training plan which ranges from 6 weeks to 6 months, covering not only their role but company highlights, organisations plan, and wider social and cultural inclusions. This may feel like a big ask for some retailers, but setting aside some time to welcome on board each employee pays dividends. Poor induction or training was the second highest ranked on our list of reasons a new-hire leaves.

Market demands

Today’s recruitment market is still candidate-led – meaning that candidates have ample choice between employers. It is widely understood by today’s candidates, particularly at entry-level and slightly above, that they have the “upper hand.” It’s a phenomenon that arose from an overheated market, coupled with a mindset shift over the last 5 years. Any employer who is not aware of this new employee attitude is unlikely to have much success with their new team additions. When I asked several retailers how they are managing this shift, the most successful all seem to have one thing in common. They are investing more time and resources in their recruiting and onboarding practices.

Mentors

Long gone are the days of training solely by “shadowing”. Today’s new starters tend to spend days clicking through online training and signing sheets of compliance documents. This is often followed by off-site training or training in a different store to get a more “well-rounded” experience. The problem here is that while “shadowing” is no longer seen as best practice in most incidents – what it did do well was appoint a mentor by default. Someone who could help you understand the culture of the store and guide you to find your fit within it. A lot of the candidates who left prematurely made statements like – “I was left,” “forgotten about” or “ignored.” Appointing a mentor or following the old routine of shadowing one team member during the first few critical weeks really limits this and is certainly food for thought!

Feedback

My favourite one-size-fits-all solution. I believe open, honest, direct, and fair feedback can improve any professional relationship and it appears that it has an impact in these scenarios too. Another reason cited by these leavers was a lack of appreciation or feedback. Today’s candidates are unwilling to wait for the 6-month review to get a pat on the back – weekly and monthly check-ins are the way forward in order to hang on to those newbies!

You can check out this feature in the most recent edition of ShelfLife Magazine here. For more information call us on 01 814 8747 or email nikki@excelrecruitment.com

You can view all of our live jobs here

How to work as a refugee in Ireland

How to work as a refugee in Ireland

Want to work as a refugee in Ireland?

If you are a refugee and want to work with Excel there are a couple of required documents that we need before we can get you started with us.

– Temporary Residence Certificate (Blue Card)

– Permission to Access the Labour Market letter

These documents must both be in date in order for you to work in Ireland.

You should apply for renewal 8-12 weeks before the renewal date.

For TRC (blue card) renewals you must apply separately. All TRC renewal requests should be sent to the International Protection Office info@ipo.gov.ie. For all Permission to Access the Labour Market letters email Lmauapplications@justice.ie

You can apply via email or by post.

Applying by email is advised with the word “renewal” in the subject line.

If you work without a valid permission, you shall be guilty of an offence and shall be liable on summary conviction to a class D fine or imprisonment for a term not exceeding 1 month, or both.

Please click here for more information.