FRONTLINE HOSPITALITY 2018/2019 SALARY GUIDE Hospitality...the top key reasons employees are likely to leave a job? Forecast employee salary increases over the next 12 months At what

HOSPITALITYProviding you the best choice

F RON T L I N E HOS PI TA L I T Y 201 8/2019

A N D M A R K E T I N S I G H T R E P O R T

SAL ARY GUIDE

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PROV ID ING YOU THE BEST CHOICE

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WELCOMEWelcome to the annual Frontline Hospitality Recruitment Salary Guide for the 2018-19 financial year! First released in 2008, this guide provides a comprehensive review of:

• Current Salaries in the hospitality industry

• Market Insights into recruitment trends specific to the hospitality industry and

• Hiring and Salary Expectations of Employers in the hospitality industry

S A L A R Y GU I D E

Unlike many other Salary guides that are based on surveys which ask participants to disclose their salary, the salary figures in this guide are based on:

• Actual base salaries of candidates who have been placed by Frontline Hospitality during the past 12 months, and

• Candidate’s salaries which have been verified in the position they held prior to being placed Frontline Hospitality.

So, you can be confident the figures in this guide are authentic and very much up to date.

M A R K E T I N S IG H T S

Throughout this guide we have also included many “market insights” specific to the Australian and New Zealand hospitality Industries. These “market insights” include information such as:

• Average time spent in roles in comparison to previous years

• Average number of applications sent by a candidate

• Percentage of candidates interviewed that are placed

• Applications per advertisement

• Placements from Search vs Advertising

• Time from application to placement

• Percentage of Candidates placed in the position they apply for

• Time from Job listing to placement

Once again, the data behind these insights is real and verified, and as such it provides actual perspectives on what is really happening in the Hospitality Recruitment Market.

If you are involved in recruiting in hospitality or if you are a candidate these insights will help give you an understanding of how the recruitment market is working and what changes and trends are happening now. Frontline Hospitality updates these “market insights” annually and releases them each month, so we use the Salary guide as a vehicle to consolidate and present these in one place.

We have also included commentary from each of our Frontline Hospitality Agency Owners, who have looked at the challenges, trends and predictions for candidates and recruiters in their various markets.

H I R I N G A N D S A L A R Y E X P E C TAT IO N S

Finally, this year we have also conducted an extensive survey of over 250 employers in Australia and New Zealand, to find out more about their hiring and salary expectations for the next year. The results of this survey can also be found in our ‘State of the Market’ report.

We hope that you enjoy this year’s salary guide, and as always, we, welcome any feedback.

Peter DavisManaging Director

Welcome to the annual Frontline Health Recruitment Salary Guide for the 2017-18 financial year!

First released in 2012, this salary guide provides a comprehensive review of the latest recruitment trends and salary information in the Health Industry in Australia and New Zealand. {

We’ve compiled the information for this guide both from companies who have advertised roles through Frontline Health and candidates who have been placed.

The salary figures are based on actual base salaries for candidates who have been placed during the past 12 months, and candidate’s salaries in their position prior to being interviewed by Frontline Health.

This year we have also conducted an extensive survey of healthcare employers in Australia and New Zealand, to find out more about their hiring and salary expectations for the next year. The results of this survey can be found on the next three pages in our ‘State of the Health Market’ report.

We hope that you enjoy this year’s salary guide, and as always we welcome any feedback.

FRONTLINE HEALTH

SNAPSHOTNumber of agencies:

12

Countries of operation: Australia

New Zealand

Number of staff: approx 20

Year opened 2007

WELCOME TO OUR HEALTH

SAL ARY GUIDE

Peter DavisManaging DirectorFrontline Recruitment Group

UNDERSTANDING THE SALARY GUIDE

To provide usable data for each position we have indicated the “Average” salary or a salary “Range” for each level surveyed.

This “Range” indicates the typical salary bracket, which is being paid in the marketplace for each position and level

within that position.

In the case of salary packages, where a car or car allowance was included, we

have not included the value of the car or allowance in the salary figures.

The comments included by our Agency Owners and Managers describe the

reasons for these changes specifically in their states and territories.

This year the guide investigates salaries based on placements made in our

agencies across Australia and New Zealand.

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New South Wales 274 ,600

Victoria 235 , 200

Queensland 182 ,100

South Australia 55 ,000

Western Australia 98 ,100

Northern Territory 9,500

Tasmania 18 ,600

Australian Capital Territory 17,700

B Y COU N T R Y B Y S TAT E

890,800 374 ,900*

35

30

25

20

15

10

5

0

2008 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018

Average number of days from application to placement continues to increase

Days from job listing to placement by salary bracket

Up to $50k $50k–$70k $70k–$100k $100k+

22DAYS

26DAYS

29DAYS

26DAYS

Workforce employed in HospitalityMay 2018

MARKET INSIGHTS & STATE OF THE MARKET REPORT

Based on the latest data pulled directly from our candidate database, as well as results from an external survey, we present a range of snapshots of candidate behaviour and recruitment trends.

*Figure represents the Retail Trade & Accommodation and Food Service Industry in New Zealand

Source: Australian Bureau of Statistics and New Zealand Ministry of Business, Innovation & Employment

Who did we place more of: new candidates, or known candidates?

Now more than ever, the job you first apply for isn’t necessarily the job you start.

Ads vs search: which results in the most placements?

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27%not previously on Frontline

database

83%of candidates were placed via search

or in alternate positions

60.2%search

17%of candidates were placed in

the position they applied for

39.8%ad response

73%already on Frontline database

• 73% of the candidates placed were already on our database

• The average amount of time on the database was 3 years

• We even had one candidate who had been on the database for 14.1 years!

• The figures show that once a candidate is on our database, even if they miss out on the role they first apply for, the overwhelming majority land a subsequent role

• Because of the exceptional reach of our database, most of our placements were of candidates who were already registered and matched the role criteria

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19.1% 31.6% 22.0%

27.2%

What do you think are the top key reasons employees are likely to leave a job?

Forecast employee salary increases over the next 12 months

At what stage do you generally discuss salary during the interview process?

What are the hardest roles to fill in the Hospitality industry?% of respondents who named this role as the hardest to fill

Further career advancement75.9%

Higher remuneration (including salary, bonus and benefits)69.6%

Better work-life balance52.7%

Dissatisfaction with company, role or employer51 .8%

Better location36.6%

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2

3

4

5

Yes, all my employees will receive the same % increases

Yes, but only my best performing employees

No forecast salary increases

Yes, but it will vary according to performance

40.5% 20.7 % 35 .1% 1 .8%

During the application process or first interview

Final interview or offer stage

NeverSecond or subsequent interviews

Head Chef 35.3%

Sous Chef 32.7%

Chef de Partie 32.0%

2IC / Operations Manager 23.7%

Duty Manager 20.5%

Bar Manager 19.9%

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Over the next 12 months, Hospitality Employers predict their staff levels to...

Increase full-time staff 36 .4%

Increase part-time staff 24 .2%

Increase casual staff 29.7%

Remain the same 33 .9%

Decrease 3 .6%

Other 0 .6%

What factors do Retail Employers expect to impact salary levels in the next 12 months?

Individual, team or company performance 59.1%

Minimum Wage / Award changes 45 .9%

Domestic economic conditions 21 .2%

Inflation 19%

Competition 17.5%

Global economic conditions 5 .8%

Don’t expect any factors to impact 5 .8%

Do Hospitality Employers offer salary packages or fringe benefits to their employees?

What are the top 5 factors Hospitality Employers review before offering a salary increase?

1. Measurable results

2. Professional conduct

3. Company loyalty

4. Taking on extra tasks

5. Time since last payrise

Where do Hospitality Employers advertise their vacancies?

35.2%Company website

43%Social media

4 .2%Recruitment

agencies

77%Online job

boards26.7%Advertise internally

2.4%Other

14 .6%Employee

referral program

44 .9%Word of mouth

68.9%No 31 .2%

Yes

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F RON T L I N E HOS PI TA L I T Y

Hot air ballooning near Black Mountain,

Canberra ACT

ACT & SOUTHERN NSW

W hat has changed in the ACT & Southern NSW market in the last 12 months?

Over the last twelve months we have witnessed the candidate market in Canberra tighten further with many new venues opening. The Kingston foreshore continues to expand, along with the revitalisation of Braddon and some amazing additions to the City Centre. The light rail project that began earlier in the year has made Northbourne Avenue change drastically and no doubt we will see some exciting redevelopment in the retail and hospitality space along the corridor over the coming years.

What are some challenges that you are experiencing in Canberra?

Canberra has always had a shortage of qualified skilled labour.

Being such a transient town it is getting harder to keep staff from job-hopping around Canberra.

We have seen a growth of unskilled workers moving into Canberra which is making it harder for new Hospitality businesses to keep high standards without outlaying large investments on staff training and upskilling.

What is the best way to manage these challenges as a recruiter?

We need to constantly be in touch with candidates to know when they are thinking of a change or are open to new opportunities in the market.

We are also having to search far abroad of ACT to find the skilled labour our clients are after due to the skill shortage in Canberra and Southern NSW.

E DE N MOR R I S AG E NC Y OW N E R

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Is there anything that has had a positive impact on the Canberra market in the past 12 months?

There has been a strong growth in new business in Canberra over the last 12 months. This is creating more jobs and also more choice for consumers. This can be seen as a positive in the employment market but can also have the opposite affect on finding the right staff for all the new businesses that are opening.

What trends have you seen in the hospitality industry in the last 12 months?

There has been a move away from candidates looking for Visa sponsorship as the laws and rules are constantly changing. Businesses are also structuring their venues to be able to use less skilled staff to still have the same results. This can be seen across the board with most venues offering QSR style food.

More technology is entering businesses, which is helping with stock control and also accuracy with meals and dietary requirements.

What is the most important thing that clients can do to secure quality talent?

There is always a tough balance for clients when it comes to looking after staff and having a high retention rate. The biggest thing we see candidates moving on from is over promising and under delivering. Candidates work hard and put a lot of trust in their employer to do the same.

We constantly hear of candidates that are finding it too hard to keep up the 50 to 60 hour weeks that some operators have, so offering simple things like having set rosters and fair hours of work will help. Making sure that staff have 2 consecutive days off is such a simple thing that people want as the start of a genuine work life balance.

Investing back into your staff is also something that candidates seem to ask for. It could be as simple as a monthly staff meeting with a new product presentation or an expert in the local industry talking to staff.

C A N DI DAT E S WOR K H A R D A N D P U T A LO T OF T RUS T I N T H E I R E M PLOY E R T O D O T H E S A M E .

What is the most important thing that candidates can do to secure a new position?

Candidates need to make sure they are keeping their profile or CV up to date on social media. A trend we are seeing is that more and more employers are looking at candidates profiles on social media and this can sometimes give a false representation of the candidate.

We are reminding candidates to always research the business they are interviewing with as this shows initiative and how serious you are about your interview. Always be honest with your employer regarding your employment history, as well as having genuine references available is a great start.

How do you think the market will change in the next 12 months?

I think we will start to see some Canberra operators closing due to over supply.

This will have two affects on the market.

1. There will be more candidates looking for work

2. The remaining businesses will need to make sure that they have the best service and products on offer to secure their market share.

Businesses will need to be constantly adapting to changes and trends in the market place. This will keep their business fresh and show consumers they listen to what people are asking for. We will see more social media advertising coming at us as this is the new platform for business and advertising. Being proactive with social media and structuring your business to able to take advantage of market trends will be hugely important. {

CON TAC T

Frontline Hospitality ACT & Southern NSWThe Mezzanine

64 Northbourne Ave Canberra ACT 2600P: +61 2 6230 1170

[email protected]

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Story Bridge crossing the Brisbane River QLD

BRISBANE

What has changed in the Brisbane market in the last 12 months?

Never has there been a more exciting time for Brisbane! Poised as one of Australia’s fastest growing leisure destinations, we saw a year of strong business confidence with clients investing, growing and expanding into our market. We had nine new hotels open their doors in the past 18 months and six stunning properties to be completed by the end of 2018 and a strong outlook of growth planned over the next 5 years, Queen’s Wharf, Howard Smith Wharves and the proposed Brisbane Line.

What are some challenges that you are experiencing in Brisbane?

With the rapid growth this year, it certainly is becoming harder for our recruitment consultants to source choice

of top talent for employers within very short time frames. Employers seeking qualified applicants found that only 27 per cent of the applicants that applied for the position were qualified for the position. What we envision looking ahead with the large scale projects is our industry will face a crisis within the next two years, it is estimated about 9,000 jobs will be need to be filled by 2020.


At Frontline Hospitality we’ve had to adapt to the insurgence in opportunity and we are pro-active rather than reactive. We are ensuring our database is up to date with candidates ready to move for opportunities quickly and efficiently. When the market has more opportunities than qualified applicants, clients really

PI A M A N WA R I NG AG E NC Y OW N E R


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do need to move efficiently through the recruitment process. Right now even before the boom, highly sought after applicants are off the market within 24 hours.

Is there anything that has had a positive impact on your market in the past 12 months?

With the explosion of food and beverage focused venues the hospitality sector is fiercely competitive which has changed the dining landscape within Brisbane. The W Hotel opening in Brisbane as the first 5 star hotel to open in the last 20 years has also created a lot of excitement!


There’s no denying that social media platforms has exploded in our industry, especially Instagram which has become very influential and very cost effective for operators. Savvy operators are purposely creating menu items for their Insta-worthiness. Social media is giving consumers access to information on more venues and menus than ever before. We have seen a real shift towards technology advances from online ordering with UberEats being a game changer, suspected to have increased revenue in restaurant by 2% this year, not only increasing sales but also attracting new customers and awareness.

NEVER HAS THERE BEEN A MORE EXCITING TIME FOR BRISBANE!


If you are an employer looking for top talent within this strong growth period, we recommend that you do plan in advance and don’t leave recruitment to the last minute. Take the time to plan and prepare realistic time frames and partner with a specialist agency. Trust in your recruitment consultant, spend time with them so they really understand your business, so they can become your brand ambassador and continually keep you abreast of the market and future top talent before your competition.


Given the conditions of the current job market, candidates will be faced with endless choice which will be both a blessing and a curse. Take the stress out of finding a new career and partner with an agency that will take the time to understand your motivations and seek out the best opportunity for you.


The forecast ahead for our market is just too exciting for our Industry. The rapid growth we will see in the next two years is going to certainly create high demand for top talent; it will become a lot harder for employers to find staff and also retain due to the volume of positions these new ventures will create.

What impact do you think these changes will have on your market and what is the best way to deal with them?

This market will propel clients to be more stringent in their recruitment process and they will have to become a little more creative in their job offerings to set themselves apart from the rest. Our team are very conscious of the changing landscape and have already adapted to ensure clients are informed of the economic conditions, state of the market, future predictions and time frames for the hiring process that you will embark upon to mitigate any issues. Due to the abundant choice in the market for candidates, partnering with an agency will ensure you will only meet with clients that meet you needs. {

CON TAC T

Frontline Hospitality BrisbaneChristie Corporate Building Suite 9,

Level 3, 320 Adelaide StreetBrisbane QLD 4000P: +61 7 3010 9522

[email protected]

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Federation Square, Melbourne VIC

MELBOURNE

What has changed in the Melbourne market in the last 12 months?

The biggest change I have observed is the confidence and growth of the Melbourne market, with hospitality groups expanding through opening new restaurants, cafés and bars, one owner operators taking the chance on opening a business, to new accommodation properties and serviced apartments. The ongoing activity in Melbourne through entertainment and the arts, to highly attended sporting events, this spells very exciting times for Melbourne.

What are some challenges that you are experiencing in Melbourne?

The challenges are with the busy job market, candidates have a lot of choice.

This can make the decision process slow and if their research is not done effectively can lead to short term roles and continually rejoining the job market. Working with our agency, we do the due diligence with the client and the candidate to get the best long term job fit for both parties. The best long term option is to ensure the candidate commits to roles understanding the skills required, the location and the salary package on offer.


As a recruiter we follow our processes to assist the client appointing and retaining great staff, through a thorough interview process, screening and reference checks. The biggest challenge for employers is the constant push from candidates for salary increases, so adding incentives and bonuses on performance is a great option for both sides.

JA N E R I PPI NGA L E AG E NC Y OW N E R


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CON TAC T

Frontline Hospitality MelbourneUnit 4, 15-17 Pakington St

St Kilda VIC 3182P: 1300 120 461

[email protected]

The candidate also needs to commit to a role, once a decision has been made to see it through and put their best efforts forward to succeed in the role for both employer and employee.

C L I E N T S N E E D T O E N S U R E T H E Y H AV E A S T R O N G T E A M C U LT U R E W I T H I N T H E I R B U S I N E S S O R B U S I N E S S E S T O AT T R AC T T H E B E S T C A N DI DAT E S


The positive aspects of the Melbourne market are the employers and clients that have confidence in the market to continue to expand their businesses, open new opportunities and seek the best staff available to build their success. Melbourne is seen as the Food, Entertainment and Sporting capital of Australia and this attracts the best businesses and outlets to our region and the best staff.


The trends standing out in the Melbourne market are the growth and expansion of the Casual Dining / Quick Service Restaurant sector, some of the most successful and long term restaurateurs and group hospitality outlet owners have joined this sector very successfully as another tier in their portfolios.


Clients need to ensure they have a strong team culture within their business or businesses to attract the best candidates, as it doesn’t need to be only salary focused or style of business that attracts a candidate, as a venue that is enjoyable to work at each day can be the biggest draw card.


For candidates the best advice to secure a new role, is to do your research, speak to your recruiter for advice and further information on the long term role, the company

values and previous success, any additional incentives and bonuses to make the offer a great long term career path.


This market has continued to show growth, versatility and variety in all aspects of the hospitality industry over the past 5 years, and does not look like slowing down. The opportunities will continue to present themselves and this will attract better candidates from across Australia and New Zealand.

T H E B E S T A DV IC E F O R S E C U R I N G A N E W R O L E , I S T O D O YOU R R E S E A R C H


The biggest threat over the next 12 to 18 months will be the shortage of chefs at all levels within the industry, the changes of the visa applications for chefs has added new restrictions, which has made it even more difficult for the candidates for overseas and the clients going through this lengthy process. Encouraging current candidates to take on a chef apprenticeship is a great career choice and needs to be offered whenever the opportunity is available for both parties. {

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Twilight over Queenstown,NZ

NEW ZE AL AND

What has changed in the New Zealand market in the last 12 months?

Visa restrictions have been tightened with visa applications taking 8-10 weeks instead of the original 4-6 weeks.

There is an extreme shortage of quality chefs in New Zealand making the recruitment process expensive and lengthy for the employer.

What are some challenges that you are experiencing in New Zealand?

Some of the challenges we are experiencing across New Zealand include:

• Finding skilled candidates in this candidate short market.

• Visa applications getting denied.

• Visa applications taking longer than they use to, causing stress for both candidates and clients alike.

• Candidates wanting to relocate out of the cities to score more points for residency.


As a recruiter, you need to make sure you are forging close relationships with candidates, and gaining referrals for other candidates.

Clients and companies you are working with need to have the best in the market employee benefits, including onsite accommodation and meals. Employee benefits are very important to retain staff and gain quality candidate interest

K I R I H E NA R E AG E NC Y OW N E R


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Many of New Zealand’s markets are now outperforming key regions in Australia, with Queenstown and Auckland ranking first and second respectively in RevPAR growth over the past 12 months across Australasia. This is amazing news for the hospitality & tourism industry in New Zealand!


Some major trends we have seen in the hospitality industry include higher salaries, more employee benefits, and the lowest unemployment rate in New Zealand in last couple of years.


Clients need to make sure that they meet the salary expectations of Visa requirements, and offer employee benefits including parking, accommodation, meals, etc. in order to secure and retain quality talent.


Candidates really need to be honest with recruiters and future employers about all opportunities they have applied to, as well as other agencies they are working with.


I am feeling optimistic that there will be a shuffle in jobs in Auckland and candidates will start to think of their next steps. {

CON TAC T

Frontline Hospitality New ZealandLevel 4, 326 Lambton Quay Wellington Central NZ 6011

P: +61 9 557 0616 P: +64 2 7543 4385

[email protected] view of the Sky Tower,

Auckland NZ

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Nobby’s Lighthouse, Newcastle NSW

NORTH COAST NSW

W hat has changed in the North Coast NSW market in the last 12 months? North Coast NSW has continued to expand and

gentrify. More Sydney hoteliers are expanding into the area, therefore increasing wage expectations to closer to a large city standard, yet this opens up opportunity for employers to breathe fresh talent and new innovation into their businesses. The draw card for candidates is of course the cheaper cost of living as house pricing and rents continue to skyrocket in the larger cities.

What are some challenges that you are experiencing in North Coast NSW?

The hospitality industry as a whole is at present facing an image problem – the industry is known for long hours, weekend work, high stress and high expectations – we need to attract the best talent in the market and keep them motivated within our industry by being adaptable and offer attainable opportunity for progression.

With the further expansion of the industry within the territory, the skill shortage is becoming even more apparent. Salary expectations have also increased so businesses are needing to ensure that they are making an informed decision when hiring for key positions.


As a recruiter for North Coast NSW, I rely on our National database. For key positions I am increasingly looking outside of the territory for candidates who are willing to move for opportunity to work within exciting businesses and locations as they continue to adapt and gentrify to the growing population and customer expectation.

I also really probe candidates for what drives them. Understanding a candidate’s key drivers and passions for their future will also allow me to find the right employer for them long term.

J U L I A LONG AG E NC Y OW N E R


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Research the industry and be well informed with the change in trends and customer expectation. Understand that a clear communication style with business owners and higher management is the best way to work on your progression plan and achieving long term goals within a business.

How do you think the market will change in the next 12 months?The market is in a great position with most employers seeing an increase in business. The growth amongst the industry will continue to create further need for skilled candidates. Consumer confidence is high which not only creates an upturn in business for the hospitality industry but also increases candidate’s confidence to entertain new job opportunities.

What impact do you think these changes will have on your market and what is the best way to deal with them? The expansion of the industry will continue and therefore the need to attract skilled staff to your business has become even more important. We partner closely with employers and are not only working on urgent fill roles but also have our client’s businesses in mind for when we meet candidates that suit their brand and culture. We continue to educate national candidates on the real wins of moving to more regional areas - the opportunity to be an influential part of the territory’s gentrification along with the a cheaper cost of living and more affordable housing has created a real buzz within our agency and the territory. We can only expect that the expansion continues and we look forward to assisting our clients with their recruitment needs during this very exciting time. {

CON TAC T

Frontline Hospitality North Coast NSWLevel 11, 70 Pitt St Sydney NSW 2000P: +61 2 8016 5490

[email protected]

Is there anything that has had a positive impact on your market in the past 12 months? The increase of cost of living and over crowding of the larger cities continues to be reported within the media leading a huge surge of movement to smaller cities and regional areas. The dream of owning property for young families and singles is becoming increasingly less achievable and therefore skilled, standout candidates are moving up the coast and increasing the skill set and offering throughout the hospitality industry in the area.

What trends have you seen in the hospitality industry in the last 12 months? With the industry’s expansion and the population movement, customers expectations continue to develop also. Dining options within pubs and clubs are moving to a more gastro-pub style offering than general pub fare requiring a higher skilled chef to manage menu creation and brigade management and training. As the industry moves from an owner-operator style management structure to a group style management with publicans and hoteliers increasing their footprint and ownership to multiple venues, management candidates are required to have a larger understanding of the financial workings of a business. KPI bonuses and accountability are becoming part of most negotiations for higher positions and a great opportunity to create long term buy-in from strong, experienced and skilled candidates.

What is the most important thing that clients can do to secure quality talent? In order for businesses to attract the best talent within the market, salary is not the only driver for candidates. Flexible working arrangements, opportunity of progression with clear key performance indicators and some work/life balance is in some cases more important to hospitality candidates than salary.

Providing a harmonious work environment with adaptable conditions is very important. Due to the competitive market for the best talent in the industry, employers need to really understand what drives a candidate. Candidates are more interested in targeting a business/ preferred employer than sending out multiple applications without prior research therefore job advertisement applications are dwindling. It is often challenging to find the talent that you require to boost your business to new heights through the conventional channels of job boards and now we must look at referral based applications and passive candidates that are not applying to positions but are happy to hear regarding new opportunity.

What is the most important thing that candidates can do to secure a new position? As a candidate looking for your next position, ensure that you have a clear understanding of your progression plan and the style of business that you are interested in.

We now also have an agency recruiting for the Gold Coast & Byron Bay! Contact Julia Long to

discuss all of your recruitment needs.

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Elizabeth Quay Bridge, Perth WA

PERTH

What has changed in the Perth market in the last 12 months?

Unfortunately unemployment is still very high in WA, but the green shoots of economic growth are starting to show through. We’ve had some amazing new additions to the Perth skyline including the 60,000 seat capacity Optus Stadium (the home of WA AFL), along with the opening of Australia’s largest pub next door, The Camfield. Several international hotel groups have opened new hotels including the Westin and Intercontinental along with the reopening of the iconic Melbourne Hotel in the Perth CBD.

Direct flights have also started from Qantas flying directly from Perth to London which should have an ongoing enormous contribution to visitor numbers in the state.

What are some challenges that you are experiencing in Perth?

As has been the case for many years, there is still a critical skill shortage of professionally trained hospitality staff from chefs to front of house service staff. This is particularly evident with the recruitment of trained hospitality staff for remote locations.

T H E R E I S S T I L L A C R I T IC A L S K I L L S H O R TAG E O F P R O F E S S IO NA L LY T R A I N E D H O S P I TA L I T Y S TA F F

M A RT I N SM I T H AG E NC Y OW N E R


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We endeavour to match the correct candidates with the business to ensure they fit the required skill set and culture fit. We are lucky to be the first port of call for Interstate Hospitality candidates looking for a new position in WA. We always meet with them face-to-face to explore their background along with their wants and needs to be able to match them with the perfect job.


The State Government has pledged to increase funding to Tourism WA to back their two-year plan to attract and retain international visitors to all parts of the state. We also have several new exciting hotel developments with Ritz-Carlton due to open a $500m flagship 204 room hotel at Elizabeth Quay in 2019 along with Doubletree opening a 206 room hotel in Northbridge and QT opening a 184 room hotel in 2018.


With a drop in customer spending over the past few years, businesses are fighting hard for customers with increased marketing and special price sensitive offers along with venues offering a distinct point of difference, whether it be a small bar specialising in tequila or a restaurant offering a unique style of cuisine.


With higher unemployment rates, employers obviously have more choice with the amount of candidates who apply for positions. Unfortunately the vast majority are unskilled or inexperienced. This is where a strong relationship with an experienced recruiter can save businesses time and money by tapping into their enormous pool of talent sourced throughout the country.


Reliability along with a solid job history, ensure your resume is factually correct and well presented to catch the eye of a prospective employer. Always detail your roles and responsibilities in bullet point form.

Ensure your cover letter is written for the job you intend on applying for adding points about how you can bring value to their business.


Although the economy is starting to improve, we will probably not see an immediate benefit to the hospitality industry for a year or so as people start to get back on their feet again.

W I T H A DROP I N CUS TOM E R S PE N DI NG OV E R T H E PA S T F E W Y E A R S , BUS I N E S S E S A R E F IG H T I NG H A R D FOR CUS TOM E R S


We see business continuing to be tough for operators so it’s vitally important to be attracting talented staff to retain customers through quality service, cuisine and accommodation. Quality staff like to be working in quality businesses. {

CON TAC T

Frontline Hospitality Perth38/44 Kings Park Rd West Perth WA 6005

P: +61 8 6263 [email protected]

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REGIONAL V ICTORIA

What has changed in the Regional Victorian market in the last 12 months?

The continuous expansion of regional epicentres such as Geelong, Ballarat, and Tasmania, has seen consistent growth in the Hospitality Industry across Victoria, with the quality and strength of the region’s offering on the rise. This has seen an influx of service driven businesses; and as business booms, so does competition - driving positive growth and development across the sector from cafés to hotel chains. With competition for top talent fierce, and market skewed to the advantage of candidates who now have a world of choice outside of Metropolitan Melbourne - the talent market in Victoria has changed dramatically, and will continue to do so as Government initiatives begin to come into play and the market continues to evolve.

What are some challenges that you are experiencing in Regional Victoria?

Changes to the Australian Government’s 457 Visa and Sponsorship programs have brought a lot of change to the Regional Victorian workforce; with mandatory labour market testing, and tighter restrictions on both candidate and employer changing recruitment behaviour across the board. With regional metropolis’ on the rise, getting quality candidates to regional and remote areas is putting pressure on employers to come to the party on salary, training, and that ever elusive work like balance.


A job rich market in a candidate poor region can be a tough challenge for any business owner or recruiter,

JA N E R I PPI NGA L E AG E NC Y OW N E R


Fireworks at the Geelong Waterfront, VIC

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CON TAC T

Frontline Hospitality Regional VictoriaUnit 4, 15-17 Pakington St

St Kilda VIC 3182P: 1300 120 461

[email protected]

but a real opportunity exists for business owners to really showcase their businesses and attract the best talent as candidates seek transparency and integrity in businesses where career progression and working conditions are paramount. As a recruiter, this means thinking outside the box - training up a junior staff member, and planning for progression from within, or seeking an interstate candidate.


Growth in the industry means more jobs than ever before and new openings across the region, from the Mornington Peninsula to Hobart has seen interest in regional areas continue to grow, particularly in the Hotel Sector where nation wide recognition has been booming across the board from best boutique hotel, to best bar and best large hotel being won by Victoria and Tasmania’s finest.


As growth in the industry drives competition, the behaviour of employer and candidate alike have also changed - with higher expectations from both sides, and more pressure than ever to succeed in securing the top role, and top candidates. Technology is making a massive impact on the recruitment market, with candidates having opportunity and their fingertips, and more and more passive candidates waiting for opportunity to come knocking in this candidate short market.


As candidates continue to seek the best of the best in venues, it is important for employers to maintain a transparent approach to recruitment, particularly in a market where there is more to a venue’s appeal than the pay check: from training, and growth potential, to their own reputation in the industry. In saying that - a candidate short market in a job rich industry, could mean that you may need to up the salary to attract metropolitan professionals to take a tree or sea-change.


As a candidate, more than ever, it’s important to be clear and realistic in your approach - while there is a lot of choice, sometimes the biggest buck may not be the

best opportunity. Having an understanding of what you would like to achieve from your next role, and what you are (or are not) willing to compromise on, will make it easier for you to choose the best role for you. Keeping in mind, that particularly in growing Regional areas, the value in a particular role may not necessarily be in dollars.


We are feeling optimistic about the market for the next year, as Regional Victoria and Tasmania continue to gain traction as destinations that can truly compete with Metropolitan standards and some excellent talent following the hype into some of these regions of Victoria and Tasmania.


Continual growth in the market will result in stronger competition - not just to be the best, but to attract the best, so expect this twelve months to produce some fierce competition and some serious results as we continue to assist some of the regions prime venues in securing the best of the best. We expect the change in candidate behaviour over the last twelve months to be continuing in the new financial year - so as recruiters, and employers, we need to remain flexible in our approach, thinking out side the box, and continuing to provide opportunity for young hospitality professionals to drive this change and growth in the business. {

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Rundle Mall, Adelaide SA

SOUTH AUSTR ALIA

What has changed in the South Australian market in the last 12 months?

How exciting it has been for us down in South Australia, we are proud to say we have been operating successfully now for the past three years and experienced another year of growth with our partners.

We saw a year of strong business confidence with clients investing, growing and expanding into our market which created an amazing buzz amongst our state of world class food and wine, festivals and natural wonders.

What are some challenges that you are experiencing in South Australia?

Due to such a competitive, buoyant market one of the key challenges we experienced this year is helping our

partners look beyond their local candidate pool and enjoy the choice of looking outside of their state which will ultimately give our partner choice.

Our Industry across Australia has predicted unprecedented growth, and with rapid growth comes many challenges, one being the ability to source and secure top talent.

OU R I N DUS T RY AC ROS S AUS T R A L I A H A S PR E DIC T E D U N PR EC E N T E D G ROW T H

PI A M A N WA R I NG AG E NC Y OW N E R


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In this market we are going to experience a large skill and candidate shortage like never before, we are feeling it slightly now but are going to really feel the pinch over the next two years.

Partnering with a national recruitment agency that has local and metro agencies across the country will ensure that you will be able to meet the right talent pool for your opportunity.

Frontline Hospitality prides themselves on their candidate share internal database which means, when talent interview in our Melbourne agency they can be contacted by our Adelaide office with their clients opportunities. We have the reach that not many do with gives our clients a competitive advantage from the rest.


Qualified candidates are in high demand and they have choice unlike ever before. Preparation is key to ensure a smooth recruitment process from start to finish. Once you have met the perfect candidate for your role, it is our recommendation to make the decision quickly once the recruitment process starts, as talented staff are in high demand and statistics show on the market for less than two days.

It’s important to remember that the rest of Australia is experiencing a severe candidate shortage and that while our market in South Australia is somewhat protected, this will not last forever.


Partner with a recruitment agency that can help you sort through the noise in the market. Their are going to be many opportunities available to you and it can become very overwhelming.

When you partner with a consultant we get to know you on a professional and personal level and with that knowledge, we will be really able to work closely in ensuring you are always hear about the best opportunities that are inline with what you need and the reasons why you are on the market.

QUA L I F I E D C A N DI DAT E S A R E I N H IG H DE M A N D A N D T H E Y H AV E C HOIC E U N L I K E E V E R B E FOR E .


We are feeling very optimistic about the market for the next year with recent reports showing an influx of new businesses entering in the market. With this, it is going to become more of a challenging market for employers.

What impact do you think these changes will have on your market, and what is the best way to deal with them?

Not only will this candidate short market provide challenges to fill vacancies within teams, but employers will also need to focus on retaining their existing employees and stop them from being tempted by the new job openings.

In this market, thinking holistically, offer a competitive salary package, as well as clear career pathways and speak to them about their own personal professional development and seek how you can partner with them to ensure longevity. {

CON TAC T

Frontline Hospitality SA & NTChristie Corporate Building Suite 9,

Level 3, 320 Adelaide StreetBrisbane QLD 4000P: +61 7 3010 9522

[email protected]

24

Running at Dawes Point, Sydney NSW

SYDNEY

What has changed in the Sydney market in the last 12 months?

One of the main issues to hit the Sydney and Australia Hospitality market in the last 12 months has been the changes to the 457 visa scheme and the effects on an already tight candidate pool. This has had an adverse effect on many businesses being able to operate efficiently and has held many back from expansion plans.

What are some challenges that you are experiencing in Sydney?

We, like many others, are facing challenges in candidate attraction and retention as are our clients. Although at this time we have higher unemployment, there is a lack of quality in the market and many more are leaving the hospitality industry than are entering. This is being even more highlighted by the low enrolments in apprenticeship programs in NSW.


To manage these challenges, we all need to focus our energies on our relationships and networks, as the job boards of yesterday no longer hold the key to finding the best in the market. Many employers are also spending resources on the implementation of internal training and development programs and with a focus on lowering turnover and employee retention.

M A N Y MO R E A R E L E AV I NG T H E H O S P I TA L I T Y I N DUS T RY T H A N A R E E N T E R I NG . . .

S T E PH E N MCGU I R E AG E NC Y OW N E R


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There have been many positives in the industry in the last year. The Sydney market has seen a large amount of new hotel builds, the Barangaroo precinct and the re-development of the main foodie hub in Parramatta have all added to a very buoyant and growth oriented hospitality market. This is being coupled with many sites being taken over by larger hospitality groups with a focus on the development of new food trends in the market, which has had a very beneficial effect in the larger dining scene.

T H E R E A R E M A N Y PROJ EC TS A N D L A RG E I N T E R NAT IONA L PL AY E R S E N T E R I NG T H E M A R K E T A N D T H I S S HOU L D PROV I DE A H E A LT H Y COM PE T I T I V E M A R K E T, OF F E R I NG MOR E C HOIC E FOR T H E C A N DI DAT E


There have been many successful trends in the market over the last year. Most notably are the changes of the local pub meal scene where there has been a notable focus on creativity and offer better quality as well as value. The other trend that has become huge is the growth of the home delivery market and how this can effect sales growth of a venue as well as bring to a broader market. Although there are many positives in offering this to clients, there is also a financial downside, which is becoming apparent.


Be respectful, pay them what they are worth and offer a balanced roster. The candidates today are much more savvy and if they are being taken advantage of, they will leave. Offer them growth, succession plans and opportunity is the way to maintain and happy team.


Be professional and think of the future, not just the moment. There are many fantastic opportunities that are missed by pre-conceptions and not doing ones homework. The candidate needs to interview the employer just as much as the other way, so be prepared to ask questions.


The year ahead looks exciting! There are many projects and large international players entering the market and this should provide a healthy competitive market offering more choice for the candidate, whilst also providing some well needed jobs in the market.

What impact do you think these changes in the next 12 months will have on your market and what is the best way to deal with them?

I think that these factors are going to add to an already healthy market. We have been and will continue to work with our partners to help them develop processes that will focus on the development of their teams and long term plans for retention.

While we focus on building our networks in the industry, we are able to stay ahead of the trend and work with our clients to ensure that they are able to develop the best teams to run smooth and successful businesses. {

CON TAC T

Frontline Hospitality SydneyLevel 11, 70 Pitt St Sydney NSW 2000P: +61 2 8016 5490

[email protected]

26

R E G IO NA L N S W ($ ’0 0 0)

M E T R O N S W ($ ’0 0 0)

AC T ($ ’0 0 0)

R EGI S T E R E D C LU B General Manager $90k - $180k $110k - $200k $90k - $180kGaming Executive $80k - $30k $90k - $200k $80k - $130kHuman Resources Manager $75k - $130k $80k - $140k $75k - $130kGaming Manager $75k - $85k $80k - $100k $75k - $85kOperations Manager $70k - $90k $90k - $110k $70k - $90kDuty Manager $60k - $80k $70k - $90k $60k - $80kBistro Manager $60k - $70k $60k - $80k $60k - $65kFunctions Manager $55k - $70k $65k - $85k $55k - $70kF&B Supervisor $55k $55k - $60k $62k - $68kChef - Executive $80k - $120k $90k - $140k $90k - $130kChef - Head $70k - $90k $75k - $110k $75k - $100kChef - Sous $55k - $65k $65k - $75k $65k - $70kChef - de Partie $55k - $60k $55k - $65k $55k - $60kChef - Demi $53k $53k $52k - $54kCook/Chef $50k $50k $45k - $54k

PU B2IC / Operations Manager $65k - $75k $65k - $80k $65k - $75kAssistant Manager $60k - $70k $60k - $75k $60k - $65kEvent Coordinator $55k - $65k $60k - $70k $55k - $60kFunctions Manager $55k - $65k $60k - $75k $55k - $65kDuty Manager $55k - $60k $58k - $65k $55k - $65kSupervisor $50k - $55k $55k - $60k $50k - $55kChef - Executive Group $80k - $120k $100k - $150k $120k - $150kChef - Head $70k - $95k $80k - $110k $75k - $100kChef - Sous $55k - $65k $65k - $75k $65k - $70kChef - de Partie $55k - $60k $55k - $65k $55k - $60kChef - Demi $53k $53k $53k - 55kChef - Commis $50k $50k $52k - $54k

QS R / C A F ÉArea Manager $70k - $80k $70k - $95k $75k - $110kManager $55k - $68k $55k - $75k $55k - $65kAssistant Manager $50k - $62k $52k - $65k $55k - $60kShift Supervisor $50k - $60k $55k - $60k $50k - $55kBarista $50k - $60k $55k - $60k $45k - $50k

201 8 –2019

NS W & AC TAUS T R A L I A

SALARY COMPARISON TABLES

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R E G IO NA L N S W ($ ’0 0 0)

M E T R O N S W ($ ’0 0 0)

AC T ($ ’0 0 0)

R E S TAU R A N T General Manager $75k - $90k $80k - $100k $75k - $90kManager $65k - $80k $75k - $90k $70k - $90kBar Manager $55k - $65k $60k - $70k $55k - $70kAssistant Manager $55k - $65k $60k - $75k $60k - $70kSupervisor $50k - $60k $55k - $65k $52k - $57kChef - Executive $80k - $110k $100k - $140k $95k - $130kChef - Head $70k - $85k $85k - $110k $75k - $100kChef - Sous $57k - $65k $68k - $75k $65k - $75kChef - de Partie $53k - $58k $58k - $63k $56k - $63kChef - Pastry $52k - $65k $60k - $80k $65k - $75kChef - Commis $50k - $54k $52k - $55k $52k - $55k

R E S TAU R A N T (C H E FS H AT) Manager $75k - $95k $80k - $110k $75k - $110kAssistant Manager $60k - $65k $70k - $75k $65k - $70kSommelier $65k - $80k $70k - $80k $65k - $90kReservations Manager $50k - $60k $60k - $65k $60k - $70kShift Supervisor $50k - $60k $55k - $65k $50k - $58kChef - Head $75k - $90k $85k - $110k $80k - $110kChef - Sous $65k - $70k $70k - $80k $70k - $75kChef - de Partie $58k - $63k $60k - $65k $55k - $65k Chef - Pastry $58k - $65k $70k - $85k $65k - $75kChef - Commis $58k - $65k $55k - $60k $54k - $58kShift Supervisor $50k - $60k $55k - $65k $50k - $58k

V E N U E / B A R General Manager/Licensee $70k - $85k $75k - $85k $65k - $80k Operations Manager $60k - $70k $65k - $75k $70k - $90kAssistant Manager $55k - $65k $60k - $70k $65 - $73kDuty Manager $50k - $60k $55k - $60k $55k - $68kFunctions Manager $50k - $60k $60k - $65k $55k - $70kBDM $50k - $60k $60k - $70k $60k - $75k

201 8 –2019


CO N T I N U E D


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R E G IO NA L N S W ($ ’0 0 0)

M E T R O N S W ($ ’0 0 0)

AC T ($ ’0 0 0)

HOT E L General Manager $80k - $150k $80k - $150k $80k - $150kHR Manager $75k - $90k $80k - $110k $80k - $100kF&B Manager $65k - $80k $70k - $100k $75k - $105kRevenue Manager $65k - $85k $80k - $130k N/AConference & Events Sales Executive $65k - $80k $75k - $120k $65k - $90kFront Office Manager $60k - $68k $65k - $75k $65k - $75kAssistant Manager $58k - $65k $60k - $65k $60k - $65kEvent Manager $55k - $65k $70k - $90k $60 - $65kGuest Services Manager $55k - $60k $60k - $65k $55k - $60kBar Manager $55k - $60k $60k - $70k $60k - $65kShift Supervisor $50k - $55k $53k - $60k $50k - $57kDuty Manager $50k - $55k $55k - $60k $55k - $62kF&B Supervisor $50k - $54k $50k - $58k $50k - $60kChef - Executive $80k - $110k $95k - $125k $90k - $120kChef - de Cuisine $75k - $95k $75k - $95k $75k - $100kChef - Executive Sous $70k - $90k $75k - $90k $75k - $85kChef - Head $70k - $90k $75k - $90k $75k - $100kChef - Sous $58k - $68k $65k - $70k $65k - $70kChef - de Partie $55k - $60k $58k - $65k $55k - $60kChef - Pastry $55k - $60k $60k - $70k $65k - $75kChef - Breakfast $55k $55k - 60k $50k - $55kBreakfast Commis $50k - $55k $53k - 58k $50k - $54kChef - Commis $50k - $54k $53k - 58k $50k - $54kChef - Demi $50k - $54k $53k - 58k $50k - $55kChef - Apprentice $42k - $45k $45k - 48k $32k - $38k

201 8 –2019


CO N T I N U E D


29

R E G IO NA L N S W ($ ’0 0 0)

M E T R O N S W ($ ’0 0 0)

AC T ($ ’0 0 0)

E V E N TS/C AT E R I NG/F U NC T IONS Events Sales Executive $65k - $75k $70k - $80k $70k - $90kEvent Manager $55k - $65k $60k - $75k $60k - $75kEvent Coordinator $50k - $63k $60k - $70k $55k - $70kF&B Supervisor $50k - $60k $55k - $65k $52k - $57kChef - Executive $80k - $120k $90k - $140k $90k - $140kChef - Head $70k - $90k $75k - $110k $75k - $110kChef - Sous $55k - $65k $$65k - $75k $65k - $75kChef - Pastry $55k - $65k $60k - $75k $60k - $75kChef - de Partie $55k - $60k $55k - $65k $55k - $65k

E X ECU T I V E ROL E SCEO Registered Club $120k+Min $160k+Min $120k+MinFinancial Controller $110k+Min $110k+Min $110k+MinGroup Revenue Manager/Hotels $95k+Min $100k+Min $95k+MinGroup Operations Manager/Pub $90k+Min $100k+Min $110k - $150kGroup BDM Hotels $85k+Min $100k+Min $70k - $90kGroup Operations Manger /QSR $85k+Min $90k+Min $85k+MinOperations Manager/Area $85k+Min $80k+Min $80k - $120kGroup Venue Manager $80k+Min $110k+ Mn $110k - $150kGroup Sales and Marketing Director $80k+Min $100k+Min $80k+MinCEO Restaurant Group $80k+Min $100k+Min $80k+MinMarketing Manager $80k+Min $90k+Min $70k - $85k

201 8 –2019


CO N T I N U E D


30

R E G IO NA L V IC ($ ’0 0 0)

M E T R O V IC ($ ’0 0 0)

R EGI S T E R E D C LU B Bistro Manager $60k - $80k $60k - $80kF&B Supervisor $55k - $60k $55k - $65kChef - Executive $80k - $100k $80k - $120kChef - Head $80k - $90k $80k - $100kChef - Sous $60k - $70k $60k - $70kChef - de Partie $52k - $58k $52k - $58kCook/Chef $48k - $50k $48k - $50k

PU B2IC / Operations Manager $65k - $75k $65k - $75kAssistant Manager $60k - $65k $60k - $70kEvent Coordinator $55k - $60k $55k - $60kFunctions Manager $60k - $80k $60k - $80kDuty Manager $55k - $60k $55k - $60kSupervisor $55k - $60k $55k - $60kChef - Executive Group $90k - $120k $90k - $120kChef - Head $80k - $100k $80k - $100kChef - Sous $60k - $70k $60k - $70kChef - de Partie $55k - $65k $55k - $65kChef - Demi $50k - $55k $50k - $55kChef - Commis $50k - $55k $50k - $55k

V E N U E / B A R General Manager/Licensee $65k - $85k $75k - $120kOperations Manager $65k - $75k $65k - $75kAssistant Manager $60k - $70k $60k - $70kDuty Manager $55k - $60k $55k - $65kFunctions Manager $60k - $65k $65k - $75kBDM $70k - $100k $80k - $120k

201 8 –2019

V ICAUS T R A L I A


31

R E G IO NA L V IC ($ ’0 0 0)

M E T R O V IC ($ ’0 0 0)

R E S TAU R A N T Manager $70k - $100k $70k - $100kBar Manager $55k - $65k $55k - $65kAssistant Manager $60k - $75k $60k - $75kSupervisor $50k - $60k $50k - $60kChef - Executive $100k - $150k $100k - $150kChef - Head $75k - $120k $75k - $120kChef - Sous $65k - $75k $65k - $80kChef - de Partie $55k - $60k $55k - $60kChef - Pastry $55k - $70k $55k - $75kChef - Commis $50k - $55k $48k - $52k

R E S TAU R A N T (C H E FS H AT) Manager $70k - $100k $75k - $100kAssistant Manager $55k - $70k $55k - $70kSommelier $60k - $80k $60k - $80kReservations Manager $55k - $65k $60k - $70kShift Supervisor $50k - $55k $50k - $55kChef - Head $75k - $100k $75k - $100kChef - Sous $65k - $80k $65k - $80kChef - de Partie $55k - $60k $55k - $60kChef - Pastry $55k - $70k $55k - $75kChef - Commis $50k - $55k $48k - $52kShift Supervisor $50k - $55k $50k - $55k

QS R / C A F ÉArea Manager $80k - $100k $80k - $100kManager $55k - $60k $70k - $85kAssistant Manager $60k - $70k $60k - $70kShift Supervisor $55k - $60k $55k - $60kBarista $55k - $65k $55k - $70k

201 8 –2019

V ICAUS T R A L I A

CO N T I N U E D


32

R E G IO NA L V IC ($ ’0 0 0)

M E T R O V IC ($ ’0 0 0)

HOT E L HR Manager $65k - $80k $65k - $80kF&B Manager $65k - $80k $65k - $80kConference & Events Sales Executive $80k - $100k $80k - $120kFront Office Manager $55k - $65k $60k - $75kAssistant Manager $60k - $70k $60k - $75kEvent Manager $65k - $80k $65k - $85kGuest Services Manager $55k - $65k $65k - $75kBar Manager $50k - $60k $55k - $60kShift Supervisor $50k - $55k $50k - $55kDuty Manager $55k - $60k $60k - $65kF&B Supervisor $50k - $55k $50k - $55kChef - Executive $90k - $120k $90k - $150kChef - de Cuisine $80k - $100k $80k - $100kChef - Executive Sous $70k - $80k $70k - $80kChef - Head $70k - $90k $75k - $100kChef - Sous $60k - $70k $65k - $75kChef - de Partie $52k - $58k $55k - $65kChef - Pastry $55k - $65k $55k - $65kChef - Breakfast $52k - $55k $52k - $55kBreakfast Commis $48k - $50k $48k - $50kChef - Commis $50k - $52k $50k - $52kChef - Demi $50k - $55k $52k - $55kChef - Apprentice Award Award

201 8 –2019

V ICAUS T R A L I A

CO N T I N U E D


33

R E G IO NA L V IC ($ ’0 0 0)

M E T R O V IC ($ ’0 0 0)

E V E N TS/C AT E R I NG/ F U NC T IONS Events Sales Executive $80k - $100k $80k - $100kEvent Manager $65k - $80k $65k - $80kEvent Coordinator $55k - $60k $55k - $60kF&B Supervisor $55k - $60k $55k - $60kChef - Executive $80k - $120k $80k - $120kChef - Head $75k - $90k $75k - $100kChef - Sous $55k - $75k $55k - $75kChef - Pastry $55k - $70k $55k - $70kChef - de Partie $54k - $60k $54k - $60k

E X ECU T I V E ROL E SGroup Operations Manager/Pub $70k - $80k $70k - $80kGroup BDM Hotels $80k - $100k $80k - $100kOperations Manager/Area $80k - $120k $80k - $120kGroup Venue Manager $90k - $140k $90k - $140kMarketing Manager $65k - $85k $65k - $85k

201 8 –2019

V ICAUS T R A L I A

CO N T I N U E D


34

Q L D ($ ’0 0 0)

N T ($ ’0 0 0)

R EGI S T E R E D C LU B Bistro Manager $52k - $58k $52k - $58kF&B Supervisor $46k - $52k $46k - $52kChef - Executive $80k - $100k $80k - $100kChef - Head $70k - $75k $70k - $75kChef - Sous $60k - $65k $60k - $65kChef - de Partie $50k - $55k $50k - $55kChef - Demi $47k - $50k $47k - $50kCook/Chef $47k $47k

PU B2IC / Operations Manager $65k - $75k $75k +Assistant Manager $60k - $70k $65k - $70kEvent Coordinator $50k - $60k $50k - $58kFunctions Manager $55k - $60k $60k +Duty Manager $55k - $60k $55kSupervisor $48k - $55k $48k - $52kChef - Executive Group $100k $100k +Chef - Head $70k - $90k $70k - $80kChef - Sous $65k - $70k $65k - $70kChef - de Partie $50k - $58k $50k - $58kChef - Demi $48k - $52k $48k - $42kChef - Commis $45k - $49k $45k - $50k

QS R / C A F ÉArea Manager $75k $80k +Manager $55k - $65k $55k - $60kAssistant Manager $50k - $60k $45k - $55kShift Supervisor $48k - $55k $45k +Barista $45k - $50k $40k - $45k

201 8 –2019

Q L D & N TAUS T R A L I A


35

Q L D ($ ’0 0 0)

N T ($ ’0 0 0)

R E S TAU R A N T Manager $60k - $70k $60k - $65kBar Manager $50k - $55k $50k - $55kAssistant Manager $55k - $60k $55k +Supervisor $50k - $55k $48k - $55kChef - Executive $75k - $90k $70k - $80kChef - Head $65k $70k +Chef - Sous $55k - $65k $62k - $68kChef - de Partie $52k - $58k $56k - $60kChef - Pastry $65k - $75k $65k - $75kChef - Commis $48k - $52k $48k - $52k

R E S TAU R A N T (C H E FS H AT) Manager $70k - $85k $60k - $70kAssistant Manager $55k - $65k $55k - $60kSommelier $70k - $80k $60k +Reservations Manager $55k - $65k $55k - $65kShift Supervisor $50k - $55k $50k - $55kChef - Head $75k $70k +Chef - Sous $60k - $70k $60k - $70kChef - de Partie $55k - $58k $48k - $52kChef - Pastry $65k - $75k $62k - $70kChef - Commis $48k - $52k $45k - $48kShift Supervisor $50k - $55k $50k - $55k

V E N U E / B A R General Manager/Licensee $70k - $90k $65k - $80kOperations Manager $60k - $70k $70k +Assistant Manager $55k - $65k $50k - $60kDuty Manager $50k - $55k $55kFunctions Manager $55k - $65k $60k +BDM $60k - $65k $80k - $90k

201 8 –2019


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Q L D ($ ’0 0 0)

N T ($ ’0 0 0)

HOT E L HR Manager $65k - $90k $65k - $80kF&B Manager $65k - $85k $60k - $70kConference & Events Sales Executive $60k - $70k $62k - $70kFront Office Manager $65k - $75k $55k - $65kAssistant Manager $60k - $65k $55k - $70kEvent Manager $60k - $70k $60k - $70kGuest Services Manager $65k - $75k $55k - $60kBar Manager $50k - $60k $50k - 60kShift Supervisor $45k - $50k $45k - 48kDuty Manager $50k - $55k $50k - $55kF&B Supervisor $45k - $50k $48k - $52kChef - Executive $80k - $110k $80k - $100kChef - de Cuisine $60k - $80k $60k - $70kChef - Executive Sous $75k - $85k $80k - $90kChef - Head $75k - $85k $75k - $85kChef - Sous $60k - $70k $60k - $75kChef - de Partie $52k - $58k $55k - $60kChef - Pastry $65k - $75k $50k - $70kChef - Breakfast $45k - $55k $45k - 48kBreakfast Commis $45k - $55k $42k - $48kChef - Commis $48k - $50k $48k +Chef - Demi $48k - $52k $48k - $52kChef - Apprentice Award Award

201 8 –2019


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37

Q L D ($ ’0 0 0)

N T ($ ’0 0 0)

E V E N TS/C AT E R I NG/ F U NC T IONS Events Sales Executive $55k - $65k $55k - $65kEvent Manager $55k - $60k $55k - $60kEvent Coordinator $55k $55k +F&B Supervisor $50k - $55k $50k - $55kChef - Executive $90k - $110k $70k +Chef - Head $65k - $80k $60k +Chef - Sous $60k - 70k $60k+Chef - Pastry $60k - $65k $65k +Chef - de Partie $55k - $60k $55k - $60k

E X ECU T I V E ROL E SGroup Operations Manager/Pub $80k + $80k +Group BDM Hotels $70k - $85k $75k +Operations Manager/Area $75k - $100k $70k - $100kGroup Venue Manager $90k - $110k $60k - $65kMarketing Manager $65k - $75k $65k - $100k

201 8 –2019


CO N T I N U E D


38

WA ($ ’0 0 0)

S A ($ ’0 0 0)

R EGI S T E R E D C LU B General Manager $85k - $110k N/AHuman Resources Manager $85k - $95k N/AOperations Manager $75k - $95k N/ADuty Manager $55k - $60k N/ABistro Manager $60k - $70k $55k - $60kFunctions Manager $65k - $85k N/AF&B Supervisor $55k - $60k $50k - $55kChef - Executive $90k - $120k $80k - $100kChef - Head $80k - $100k $65k - $75kChef - Sous $60k - $70k $58k - $62kChef - de Partie $55k - $60k $52k - $58kChef - Demi $48k - $55k $47k - $50kCook/Chef $48k - $52k $45k - $47k

PU B2IC / Operations Manager $65k - $70k $75k +Assistant Manager $60k - $65k $65k - $70kEvent Coordinator $55k - $60k $50k - $58k

Functions Manager $60k - $65k $60k +Duty Manager $55k - $60k $55k - $60kSupervisor $50k - $55k $48k - $52kChef - Executive Group $95k - $120k $100k +Chef - Head $75k - $95k $70k - $80kChef - Sous $65k - $80k $65k - $70kChef - de Partie $55k - $60k $50k - $58kChef - Demi $55k - $60k $50k - $58kChef - Commis $50k - $55k $45k - $49k

QS R / C A F ÉArea Manager $80k - $100k $80k +Manager $58k - $70k $55k - $70kAssistant Manager $55k - $60k $50k - $58kShift Supervisor $50k - $60k $45k +Barista $50k - $60k $42k - $48k

201 8 –2019

WA & S AAUS T R A L I A


39

WA ($ ’0 0 0)

S A ($ ’0 0 0)

R E S TAU R A N T General Manager $75k - $110k N/AManager $65k - $85k $65k - $80kBar Manager $55k - $65k $55k - $65kAssistant Manager $60k - $70k $55k - $65kSupervisor $50k - $55k $48k - $55kChef - Executive $85k - $110k $70k - $100kChef - Head $75k - $95k $65k +Chef - Sous $65k - $75k $55k - $65kChef - de Partie $55k - $58k $50k - $58kChef - Pastry $70k - $85k $62k - $68kChef - Commis $45k - $48k $45k - $48k

R E S TAU R A N T (C H E FS H AT) Manager $70k - $85k $60k - $75kAssistant Manager $55k - $70k $55k - $60kSommelier $75k - $85k $60k +Reservations Manager $55k - $65k $55k - $65kShift Supervisor $55k - $65k $50k - $55kChef - Head $75k - $100k $70k +Chef - Sous $70k - $80k $65k - $75kChef - de Partie $55k - $58k $50k - $60kChef - Pastry $70k - $85k $62k - $68kChef - Commis $45k - $48k $45k - $50kShift Supervisor $55k - $65k $50k - $55k

V E N U E / B A R General Manager/Licensee $75k - $95k $65k - $70kOperations Manager $75k - $90k $70k +Assistant Manager $60k - $65k $58k - $62kDuty Manager $55k - $60k $55k - $60kFunctions Manager $65k - $80k $60k +BDM $65k - $80k $80k - $90k

201 8 –2019


CO N T I N U E D


40

WA ($ ’0 0 0)

S A ($ ’0 0 0)

HOT E L General Manager $80-$180k N/AHR Manager $75k - $95k $65k - $90kF&B Manager $65k - $95k $65k - $80kConference & Events Sales Executive $65k - $75k $60k - $70kFront Office Manager $60k - $70k $55k - $65kAssistant Manager $60k - $65k $55k - $65kEvent Manager $60k - $75k $60k - $70kGuest Services Manager $60k - $65k $55k - $65kBar Manager $60k - $75k $55k - $60kShift Supervisor $50k - $55k $45k -$48kDuty Manager $55k - $60k $50k - $55kF&B Supervisor $50k - $55k $50k - $55kChef - Executive $90k - $120k $80k - $100kChef - de Cuisine $75k - $100k $70k - $90kChef - Executive Sous $75k - $85k $70k - $80kChef - Head $75k - $100k $70k - $90kChef - Sous $65k - $80k $55k - $65kChef - de Partie $55k - $60k $52k - $58kChef - Pastry $65k - $75k $50k - $70kChef - Breakfast $55k - $60k $45k - $50kBreakfast Commis $45k - $50k $42k - $45kChef - Commis $45k - $48k $45k -$48kChef - Demi $48k - $55k $48k - $50kChef - Apprentice $40k - $45k Award

201 8 –2019


CO N T I N U E D


41

WA ($ ’0 0 0)

S A ($ ’0 0 0)

E V E N TS/C AT E R I NG/ F U NC T IONS Events Sales Executive $60k - $75k $55k - $65kEvent Manager $65k - $75k $55k - $60kEvent Coordinator $55k - $65k $55k +F&B Supervisor $55k - $60k $52k - $58kChef - Executive $90k - $120k $70k +Chef - Head $80k - $100k $65k +Chef - Sous $65k - $75k $60k +Chef - Pastry $70k - $85k $65k +Chef - de Partie $55k - $60k $54k - $60k

E X ECU T I V E ROL E SFinancial Controller $85 - $120k N/AGroup Revenue Manager/Hotels $90 - $120k N/AGroup Operations Manager/Pub $95 - $150k $80k +Group BDM Hotels $75k - $100k $75k - $90kGroup Operations Manger /QSR $95 - $130k N/AOperations Manager/Area $85k - $110k $75k - $100kGroup Venue Manager $75k - $110k $90k - $120kGroup Sales and Marketing Director $90k - $140k N/ACEO Restaurant Group $100k - $140k N/AMarketing Manager $75k - $95k $75k - $95k

201 8 –2019


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42

AUC K L A N D ($ ’0 0 0)

S T H I S L A N D ($ ’0 0 0)

R E S TAU R A N TGroup Operations Manager $70k - $120k $70k - $120kGeneral Manager $60k - $80k $60k - $80kBar Manager $50k - $55k $50k - $55kAssistant Manager $45k - $55k $45k - $55kChef - Executive $70k - $90k $70k - $90kChef - Head $60k - $70k $60k - $70kChef - Pastry $50k - $55k $50k - $55kChef - Sous $45k - $55k $45k - $55kChef - de Partie $42k - $45k $42k - $45k

R E S TAU R A N T (C H E FS H AT)Chef - Head $75k - $90k $75k - $90kChef - Sous $55k - $60k $55k - $60kChef - de Partie $48k - $52k $48k - $52kSommelier $50k - $55k $50k - $55k

V E N U E / B A RGeneral Manager $60k - $80k $60k - $80kAssistant Manager $45k - $55k $45k - $55kDuty Manager $40k - $48k $40k - $48k

HOT E L F&B Manager $55k - $60k $55k - $60kBar Manager $45k - $50k $45k - $50kFront Office Manager $45k - $55k $45k - $55kF&B Supervisor $40k - $45k $40k - $45kChef - de Cuisine $70k - $90k $70k - $90kChef - Sous $50k - $65k $50k - $65kChef - de Partie $45k - $50k $45k - $50k

201 8 –2019

AUCK L A N D & SOU T H IS L A N DN E W Z E A L A N D


43

AUC K L A N D ($ ’0 0 0)

S T H I S L A N D ($ ’0 0 0)

PU B General Manager / Licensee $60k - $80k $60k - $80kAssistant Manager $45k - $48k $45k - $48kDuty Manager $40k - $48k $40k - $48kChef - Executive Group $90k - $110k $90k - $110kChef - Head $60k - $65k $60k - $65kChef - Sous $45k - $55k $45k - $55kChef - de Partie $40k -$48k $40k -$48k

QS R / C A F É Area Manager $70k - $90k $70k - $90kManager $45k - $50k $45k - $50kAssistant Manager $38k - $43k $38k - $43k

E V E N TS / C AT E R I NG / F U NC T IONSChef - Head $60k - $80k $60k - $80kConference & Events Sales Executive $55k- $60k $55k- $60k

E X ECU T I V E ROL E SNational Operations Manager $100k - $120k $100k - $120kGroup General Manager $80k - $120k $80k - $120kGroup Operations Manager $80k - $110k $80k - $110kGroup HR Manager $65k - $75k $65k - $75k

201 8 –2019


CO N T I N U E D


44

AUC K L A N D ($ ’0 0 0)

S T H I S L A N D ($ ’0 0 0)

HOT E L HR Manager $65 - $90k $65 - $90kF&B Manager $65 - $80k $65 - $80kConference & Events Sales Executive $60k - $70k $60k - $70kFront Office Manager $55k - $65k $55k - $65kAssistant Manager $55k - $65k $55k - $65kEvent Manager $60k - $70k $60k - $70kGuest Services Manager $55k - $65k $55k - $65kBar Manager $55k - $60k $55k - $60kShift Supervisor $45k -$48k $45k -$48kDuty Manager $50k - $55k $50k - $55kF&B Supervisor $50k - $55k $50k - $55kChef - Executive $80k - $100k $80k - $100kChef - de Cuisine $70k - $90k $70k - $90kChef - Executive Sous $70k - $80k $70k - $80kChef - Head $70k - $90k $70k - $90kChef - Sous $55k - $65k $55k - $65kChef - de Partie $52k - $58k $52k - $58kChef - Pastry $50k - $70k $50k - $70kChef - Breakfast $45k - $50k $45k - $50kBreakfast Commis $42k - $45k $42k - $45kChef - Commis $45k - $48k $45k - $48kChef - Demi $48k - $50k $48k - $50kChef - Apprentice Award Award

201 8 –2019


CO N T I N U E D


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AUC K L A N D ($ ’0 0 0)

S T H I S L A N D ($ ’0 0 0)

E V E N TS/C AT E R I NG/ F U NC T IONS Events Sales Executive $55k - $65k $55k - $65kEvent Manager $55k - $60k $55k - $60kEvent Coordinator $55k + $55k +F&B Supervisor $52k - $58k $52k - $58kChef - Executive $70k + $70k +Chef - Head $65k + $65k +Chef - Sous $60k + $60k +Chef - Pastry $65k + $65k +Chef - de Partie $54k - $60k $54k - $60k

E X ECU T I V E ROL E SGroup Operations Manager/Pub $80k + $80k +Group BDM Hotels $75k - $90k $75k - $90kOperations Manager/Area $75k - $100k $75k - $100kGroup Venue Manager $90k - $120k $90k - $120kMarketing Manager $75k - $95k $75k - $95k

201 8 –2019


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47

EDUCATION

THE RECRUITMENT PROFESSIONALS OF

FRONTLINE RECRUITMENT GROUP.

CHOICEAt Frontline, our team is dedicated to helping employers and candidates connect. With years of experience and a passion for what we do, we work hard to find the right candidate for every role, and vice versa. It all comes down to understanding what people need, and giving them the best options possible. There’s a world of choice out there – we just want to help you make the most of it. {

We’ve chosen to focus on five very specialised areas – retail, hospitality, healthcare, education and construction. Over the years, we’ve developed an intimate understanding of these industries, so we’re perfectly positioned to meet your needs. We know how your world works, and we speak your language.

FRONTLINE

SNAPSHOTStructure:

5 brands, supported by an agency support team

Countries of operation: Australia and New Zealand

Number of agencies: 51

Number of staff: approx 100

OUR STORY

FROM CARAVANS TO MASTER PLANS

Frontline Recruitment Group (FRG) was founded in 1995 by Debbie Davis. As a

mum caring for a young son, she switched from her former full-time role with a leading fashion retailer to a part-time one, handling the brand’s recruitment needs. Over time,

Debbie received recruitment enquiries from other retailers in NSW, and then interstate –

and so FRG was born.

In the beginning, FRG was operated exclusively by ex-retailers with young

children who were unable to work full-time hours. As a home-based business,

candidates were interviewed in coffee shops, shopping centres and hotels. Our first offices were in a garden shed in Sydney, a garage in Melbourne and a caravan in a front garden

in Brisbane!HOSPITALITY

Providing you the best choice

CONSTRUCTION

RETAIL

RECRUITMENT

HEALTHProviding you the best choice


Number of agencies: 12 Countries of operation: Australia, New Zealand

Number of staff: approx. 20 Year opened: 2006

www.frontlinerecruitmentgroup.com/au/hospitalitywww.frontlinerecruitmentgroup.com/nz/hospitality

linkedin.com/company/frontline-hospitality-recruitment

facebook.com/FrontlineHospitalityRecruitment

HOSPITALITYProviding you the best choice

Documents

FRONTLINE HOSPITALITY 2018/2019 SALARY GUIDE Hospitality...the top key reasons employees are likely to leave a job? Forecast employee salary increases over the next 12 months At what