Why we ran this study
Hiring in hospitality has always been a moving target. Turnover is high, seasonal demand swings are sharp, and the cost of an empty section is felt every service. We wanted to understand how venues across the UK are actually hiring today — what works, what doesn't, and where the gaps are.
This report draws on hiring data processed through the RecruitCommis platform, covering venues from single-site independents to multi-site groups. We looked at time-to-hire, cost-per-hire, retention at 90 days, and the methods venues use to find candidates.
What we found
Venues that use automated hiring tools — candidate matching, trial-shift workflows, and mobile-first applications — consistently move faster than those relying on traditional agency placements. The gap is not marginal. It is the difference between filling a role in days versus weeks.
Retention also improves when candidates go through a structured trial shift before being offered the role. A trial gives both the venue and the candidate a realistic preview of the fit, which reduces early walkouts and mismatched expectations.
The cost of slow hiring
Every day a role sits open, the cost compounds. Existing staff pick up the slack, which drives fatigue and resentment. Service standards slip. Managers spend time covering shifts instead of running their business. The agencies that promise to solve this charge fees that eat into already thin margins.
The venues in our study that moved fastest did not have larger HR teams. They had better tools and clearer processes. They wrote job postings that attracted candidates, they used trial shifts instead of long interview rounds, and they made offers quickly.
What this means for your venue
If you are still posting to generic job boards and waiting for CVs to arrive, you are operating at a disadvantage. The venues winning the hiring race have moved to a model where candidates come to them — through targeted broadcasts, matching, and a candidate experience designed for mobile.
We do not publish specific benchmark figures in this article, as the sample is still growing and we want to avoid quoting numbers that could mislead. The full benchmark report with detailed figures is available to venues on a paid plan. See our pricing page for plan details.
Methodology
Hiring data was drawn from venues using the RecruitCommis platform between 2025 and 2026. We measured time-to-hire from the moment a role was posted to the moment an offer was accepted. Cost-per-hire included platform fees, agency fees where applicable, and internal time spent on hiring. Retention was measured at 90 days from start date.
How to use these findings
Start by auditing your own hiring process. How long does it take from posting to offer? How many candidates drop out before the trial? What does it cost you to fill one role? Once you have those numbers, you can compare them against the benchmarks in the full report and identify where your process is leaking time or money.
For guidance on structuring your hiring process, read our guide to trial shifts that work or browse the full resources library.