The Hospitality sector in Ireland is diverse and filled with numerous opportunities for career growth. However, the industry is currently facing multiple challenges – rising costs of operation, adapting to new technologies, and staff shortages to name but a few.
While there is nothing we can do when it comes to the rising costs of operating a business, there’s quite a bit we can say about the trends we see in the executive search & recruitment industry. As a company that specialises in securing top-tier management candidates for high-end hotels, our approach is driven by data.
This means that every placement and every drop out is examined from every angle in order to figure out the best practices, sources, and methodology, but also to learn from any mistakes, find common denominators and ultimately, find better ways to recruit.
We looked at our data from the first half of 2025 and apart from the standard issues we’ve seen employers face in the past few years – higher wage costs, candidates entertaining multiple offers or ghosting, we have noticed some other trends on the rise which we will dive into below.
Current trends in recruitment
Risks associated with obtaining references
Risks associated with obtaining referencesWhile there was always some risk associated with obtaining references on candidates, it was incredibly rare for the referee to reach out to the candidate directly in order to re-hire them. With the candidate market being so competitive, we would not be surprised to see more instances like this. Afterall, good candidates are hard to come by, and even harder to secure.
Long hiring process leads to employers missing out on top talent
2+ interview rounds, weeks in between feedback and new interview rounds, wrong people doing the interviews – these are all some of the common obstacles to successful hiring. Gone are the days when a candidate would still be available to entertain your offer 6 weeks after the interview. There is no choice any more – if you meet someone you like, offer them. Or risk missing out on a great candidate.
This brings with itself the risk of hiring the wrong person which is why it’s crucial that the right people attend the interview.
Salary expectations are at an all time high
Salary negotiations are always tricky and nowadays candidates have a strong foundation for negotiation, and that is evident in their salary expectations. While there is always some room for negotiation, it’s important to be realistic and transparent on what is actually possible. From all sides. Being upfront about the salary range and benefits from the outset can help manage expectations and reduce surprises later on. However we have seen instances where candidates are aware of the package and when offered then decide they want more!
Candidates want to be approached
We are seeing an uptick in use of channels targeting the passive candidate market. Standard advertising channels are still useful, especially for brand awareness, but the chances of successfully filling a vacancy are much higher when combined with the outreach to the passive market.
Despite all these obstacles, there is plenty employers could do to better help themselves. Below are some of the best practices we’ve seen which led to vacancies being closed quickly and successfully with candidates staying in the role.
Recruitment Trends and Best Practices
Being fully transparent through the hiring process:
- Advertising salary range – this has become an expectation and a norm from a jobseeker’s point of view.
- Avoid misleading advertising – if the role is remote only after the first six months and only for a day a week, do not advertise as remote. The possibility of a backlash is too high.
- Communicating feedback – consider implementing automations where possible to communicate receipt of the application; communicate interview feedback timely and honestly (it’s better to know than to wonder), communicate any changes in timeline.
Having a quick hiring process
This does not relate to the number of interview rounds but rather the spacing of the same. It’s ok to have more than one round of interviews but the less rounds there are, the higher the chance of hiring the preferred candidate. Today, candidates are interviewing with multiple employers when they’re job hunting. The time it takes to get to the offer stage plays a crucial part in securing the talent.
A way to speed up the process is to make sure the decision maker is present on the second round if they were not able to be on the first round.
Taking control back
We have seen a shift whereby the clients are now giving a maximum of 48 hours to the candidate to accept or decline the offer. We would agree with this as they have been in the process, have had the interviews, and have an understanding of the package on offer so we would be hoping for a positive outcome once they receive the offer. The clients who implemented the 48-hour deadline on accepting/declining the offer were transparent about it from the beginning. Therefore, it did not come as a surprise for the selected candidate. However, there are those who like to drag it out. Again, looking at our data from this year it mainly comes down to looking for a counter offer from their present employer or they are in for another role concurrently.
Developing a strong Workplace Culture & Employing for a fit
When advertising and hiring for a role, consider all the people your new hire will be in contact with. Who’s input do you need? What type of personality will fit in well? Who will they be in most contact with? Are they going to get along with their manager or the owners?
When you hire someone, you want them to stay, and the candidates nowadays truly value how their job makes them feel. They do not want to go to work with a stomach cramp, and you don’t want to lose your current staff, or the new hire.
Hiring a senior HOD is about so much more than hiring just for skill, though that very much matters. It’s about finding the right person to fit in with your team and shape the future workplace culture of your business.
A simple way to ascertain this is to have the GM or the owners involved early on.
Red Flags in Recruitment
Some red flags are worth noting from the get go. If there are Red Flags from the beginning of the process then more than likely it will not result in a successful start.
While unexpected situations do arise, certain patterns have consistently emerged in cases where placements were unsuccessful.
Based on our data from 2025, the following behaviours should prompt closer scrutiny:
- Difficulty scheduling interviews or limited availability without clear explanation
- Delayed communication, including slow responses to emails or calls
- Frequent personal issues, such as repeated mentions of family emergencies, illness, or other disruptions
- Unreliable logistics, including last-minute cancellations due to transport or health-related incidents
- Hesitation at the offer stage, such as reluctance to commit or requesting excessive time to make a decision – more often than not, this tactic was used while entertaining multiple offers or creating leverage with the current employer.
While one of these in isolation may be understandable, a combination can indicate a lack of readiness or genuine interest in the role. Early identification of these signs can help protect your time and ensure energy is focused on the most committed candidates.
We hope you have found the article useful and interesting and please get in touch with us if you have any questions.
If you’re planning ahead or currently recruiting, we’d be happy to introduce you to senior candidates already on our books—including General Managers, Deputy General Managers, Executive Chefs, and experienced Heads of Department.