Tag Archives: Daly Recruitment

The Fall-Out of Accidental Managers in Hospitality: When Job Titles Don’t Match the Skill

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In today’s fast-paced hospitality world, many individuals have risen into managerial roles without the necessary skills or experience to succeed. These “accidental managers” often ascended to leadership positions due to factors like tenure, strong work ethic, or simply being in the right place at the right time. However, when their job titles didn’t align with their skill sets, they are finding themselves struggling to advance in their careers.

 

Accidental managers are facing significant challenges in the hospitality industry, with some accidental managers mistaking ambition for ability, but the two are not the same. While they may have excelled in their previous roles, they often lacked the essential leadership, communication, and strategic thinking skills required to manage a team effectively. Many didn’t recognise their skill gaps, and without self-awareness, they continued to push forward without seeking the development they needed, resulting in frustration and stagnation. This disconnect between job expectations and personal abilities makes it difficult for them to progress, leaving them overwhelmed by responsibilities like decision-making, conflict resolution, and team management.

 

Unfortunately, many accidental managers remain unaware that their lack of development is preventing their growth. Without actively seeking leadership training, mentorship, or self-improvement, they were unlikely to achieve the success they aspired to. This will lead to burnout, disengagement, and a sense of failure. Their inability to grow is keeping them stuck in roles that no longer aligned with their capabilities, stalling their career growth and goals.

 

This issue is particularly critical in the hospitality sector, which is facing a crisis of skilled leadership. High turnover and rapid growth have led to an increased reliance on individuals promoted into management roles without the proper training. As a result, hospitality businesses are struggling with inconsistent guest experiences, high staff turnover, and operational inefficiencies, ultimately affecting their bottom line.

 

To address this challenge, the hospitality industry needs to invest in accidental managers for the future. Providing targeted leadership training, mentorship, and development programs will help bridge the gap between their current skill sets and what’s required for effective management.

 

For the long-term success of the industry, businesses must prioritise leadership development to strengthen their management teams, reduce people leaving our industry out of frustration, and improve service standards. By investing in the growth of accidental managers, we can ensure they have the tools to succeed, overcome initial struggles, and ultimately progress in their careers, creating more effective leaders and fostering a stronger, more sustainable industry which we are proud of.

How as an industry we must act on this:

As an industry we can no longer afford to overlook the fallout caused by accidental managers and the lasting repercussions it is having on the future of the hospitality industry. The impact of these ill-equipped leaders extends beyond immediate performance challenges; it is eroding the overall calibre of hospitality professionals, stunting the growth of future leaders. As these accidental managers struggle to bridge the gap between their current skills and the demands of their roles, the long-term consequences are felt across teams, guest experiences, and the broader industry.

 

If this issue is not addressed, it will continue to undermine the potential of new generations of professionals and hinder the industry’s ability to thrive in an increasingly competitive environment. 

 

Recruitment Trends to Watch for in 2025

 

The Importance of a good workplace culture

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Maintaining a good workplace culture is crucial for several reasons, impacting not only the day-to-day experience of employees but also the overall success and sustainability of an organisation. Here are some key points we would like to share, highlighting the importance of workplace culture:

1.  EMPLOYEE ENGAGEMENT AND SATISFACTION

– Motivation and Morale: A positive workplace culture fosters a sense of belonging and purpose, motivating employees to engage more deeply with their work.
– Job Satisfaction: Employees who feel valued and respected are more likely to be satisfied with their jobs, leading to lower turnover rates.

2. PRODUCTIVITY AND PERFORMANCE

– Efficiency: A supportive culture encourages teamwork and collaboration, leading to more efficient and effective problem-solving and innovation.
– Quality of Work: When employees are happy and engaged, they tend to produce higher-quality work, contributing to the organisation’s success.

3. RECRUITMENT AND RETENTION

– Attracting Talent: Organisations known for a strong, positive culture attract top talent, making it easier to recruit skilled and motivated employees.
– Reducing Turnover: A healthy culture reduces employee turnover by creating an environment where people want to stay and grow with the company.

4.  INNOVATION AND ADAPTABILITY.

– Encouraging Creativity:  A culture that values openness and risk-taking fosters innovation by encouraging employees to think creatively and share new ideas.
–  Adaptation to Change: Organisations with a strong, adaptive culture are better equipped to handle change and uncertainty, allowing them to stay competitive in a rapidly evolving market.

5.  ORGANISATIONAL REPUTATION AND BRAND

– External Perception: A positive workplace culture enhances the organisation’s reputation, making it more attractive to customers, clients, and potential partners.
– Brand Identity: Culture plays a significant role in defining the brand identity of an organisation, influencing how it is perceived in the market.

6.  HEALTH AND WELL-BEING

– Reducing Stress: A supportive and inclusive culture can reduce workplace stress, leading to better mental and physical health for employees.
– Work-Life Balance: A culture that promotes work-life balance helps employees manage their personal and professional lives more effectively, reducing burnout.

7. LEADERSHIP AND MANAGEMENT

– Effective Leadership: Strong workplace culture is often driven by effective leadership that models and reinforces the organisation’s values and behaviours.
– Consistency: Clear cultural norms provide consistency in decision-making and behaviour, aligning employees’ actions with the organisation’s goals and values.

EXAMPLES OF POSITIVE WORKPLACE CULTURE PRACTICES

–  Open Communication: Encouraging transparent and open communication helps build trust and ensures that everyone is aligned with the organisation’s objectives.

– Recognition and Rewards: Regularly recognising and rewarding employees’ achievements boosts morale and reinforces positive behaviour.

– Professional Development: Investing in employees’ growth through training and development opportunities shows that the organisation values their advancement and contributions.

Conclusion:

Workplace culture is a critical component of an organization’s overall health and success. By fostering a positive, inclusive, and supportive culture, organisations can enhance employee engagement, productivity, innovation, and reputation, ultimately leading to long-term success and sustainability.

All of which go hand in hand with successful recruiting, in today’s ever changing marketplace.

Words have power – Words and jargon to avoid in today’s job descriptions..

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Getting the right people in the door for the right job is a challenge for many businesses. The recruitment  process begins with a well-crafted job description. Job descriptions are a communication tool between the employer and candidates, and it is viewed by candidates as a mini preview of your company culture.

I recently consulted with a small business in hospitality on job descriptions, and as a result, their recruitment campaign was a huge success. By applying simple changes, they were able to attract a calibre of talent they had previously not been able to tap into.

Revisiting job descriptions and paying attention to wording and phrases will impact how your business is viewed as an employer. After all this is what will attract a candidate to your business, and represents your employer branding. Descriptions packed with jargon and words that you are used to have become meaningless, and in today’s era can have a double meaning. Many of which can be deemed as red flags for the workplace culture.

As an example, ‘Family’. Once a key word and viewed as welcoming, is now one to avoid. Family means different things to all individuals, good and bad so be mindful of using this term, as it can be misconstrued that boundaries are violated and remember not all family life is happy. As a successful HR senior peer recently pointed out to me, many families can be dysfunctional, and individuals don’t want that culture in a workplace which is a very valid point!

Here are some other examples of words and phrases we see featured in job descriptions daily which are simply off putting in today’s era. If you can, try and avoid words such as:

  • fast-paced
  • enthusiastic
  • detail-oriented
  • multi-tasker
  • Passionate
  • enthusiastic
  • dynamic
  • Works well under pressure

These types of words and phrases are used so much in job descriptions that they have lost their meaning and effectiveness. If you use them in your job ad, you risk your description blending in with the rest, and you want you want to stand out from the other job descriptions the candidate has just glanced over.

When detailing what you are looking for in a candidate, specificity is key. Vague business jargon is simply content filler that is distracting from seeking out the qualities and skills you want.

Example:

Instead, use phrases that show what the job entails as well as the skillset required for the job. For example, instead of saying that you are seeking someone driven, indicate that the role requires someone with a proven ability to meet quick deadlines. This prompts anyone applying to have evidence of this skill ready to be discussed in an interview or cover letter.

The more natural your job posting reads, the more likely it is that candidates will respond.

To avoid any mishaps, always use neutral language whenever possible. Not sure if something has a bias or reads inviting?  Ask a colleague to review and get their interpretation of the wording prior to hitting “Post.”

Daly Recruitment offers an hourly consultancy service to assist businesses in this area, if you would like to discuss options for your business, please email Nichola on Nichola@DalyRecruitment.com

Candidate: Why you should use a specialised recruiter?

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Looking for a new job? Use an specialised recruiter.

Job searching can be one of the most daunting experiences, ranked as highly as up there moving house as it’s deemed to be a major life change. 

It’s important to remember you will spend 39+ hours of your week in this position so you must be careful on choices you make to be happy and fit with your career progression with hospitality. 

An specialised recruiter can make this experience less stressful by providing advice, preparing your CV and prepping you for the interview process.  

At no cost to you, the candidate.

So, what are the benefits of an specialised recruiter:

Many companies use recruiters for their expert knowledge rather than advertising the vacancy online or in newspapers.

  • Daly Recruitment meet each of our candidates over coffee in a casual environment to build a rapport and personally get to know each of our candidates. 
  • A specialised recruiter will know your skill set and target specific companies that would be interested in your experience.
  • Specialised recruiters, like Daly Recruitment, hold insight and knowledge into the sector, company and the role, something that you just can’t obtain from an online job website. 
  • We coach and prepare each of our candidate if they are invited for interview, giving you confidence walking into the interview room. 
  • A recruiter can get your CV directly in front of an employer with a brief of your background and skill set. 
  • At Daly Recruitment we do not take on client companies who have a high turnover of staff, or whom from our knowledge don’t have a history of looking after staff. This is vitally important for candidates to know, so they can trust us with their search and know we are only working with the best in hospitality.
  • Daly Recruitment will always look out for a candidates’ best interest and career, after all we want be part of your hospitality management career!
  • We have a long standing working relationship with many of our clients and have a trusted partnership with internal hiring managers.

Daly Recruitment will also provide you with support to devise your resignation letter, and if required provide advice should a counter offer be received from your current employer.

IMPORTANT: A candidate’s CV held by Daly Recruitment will only ever be sent to a potential employer with the consent of the candidate, having discussed the role and its suitability with the candidate. Daly Recruitment will look after all negotiations on your behalf, including salary, taking that stress and hassle out of the equation for you.

Visit our candidate section for our candidate testimonials. https://dalyrecruitment.com/candidates/

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The timing will never be just right..

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Life is never going to offer the “right” time to take decisions, especially around big decisions like changing jobs / employers. There will never be the perfect time.

Being prepared and being ready are two different things. You can be prepared as all get out, but, if you’re doing things that matter, things that push your limits, things that are seemingly impossible, it doesn’t matter what you ever do. You’ll never be ready.

You can prepare as much as you want, but you won’t be ready to do the impossible until you decide to actually take the steps to do it. None of us are.

If you’re constantly considering your next career steps and doing nothing about it, then you’ll never feel ready or achieve what you want to. The chances are you are being pulled by excitement, achieving goals and being pushed by confusion and fear at the same time.

It’s natural to feel uncertain and experience the fear of the unknown when considering moving jobs, but you have already overcome that in your current role.

Let me assure you of this: how will you ever know if you don’t make the first step and test your skills and experience within the job market.

You can plan, delay, make excuses, but trust me unless you make that step in making the decision to commence your new job search & engaging with professionals like Daly Recruitment (who can assist you and guide you) you won’t move forward to achieve your new job / career development goals..

To leave a little food for thought, I will summarise the habits of successful people into one phrase: successful people start before they feel ready.

 

“Don’t wait. The time will never be ‘just right’. Start where you stand and work whatever tools you may have at your command and better tools will be found as you go along.” — Napoleon Hill

Daly Recruitment Awarded Best Luxury Hotel Recruitment Specialists – UK & Ireland 2020.

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LUXlife Magazine have announced Daly Recruitment as the Best Luxury Hotel Recruitment Specialists – UK & Ireland in their LUXlife Magazine Resorts & Retreats Awards 2020. Daly Recruitment, based in Belfast specialises in Luxury recruitment across Hotels | Tourism | Event Management | hospitality trade suppliers across the Island of Ireland and UK.
Working with a portfolio of high end clients to find that perfect match.

The resorts and retreats industry is a true goliath, accounting for multi-trillion dollar expenditure every year and single-handedly fuelling global economies. Despite this, the sector is incredibly competitive, and expectations require nothing short of excellence to reap continued success. On top of all of this, 2020 has been a disruptive force, putting many long-established brands on the back foot, with the simplest of things being rendered far from certain.

Awards Coordinator Holly Morris took a moment to comment on the extraordinary achievements of those recognised: “The hospitality industries encompass a vast array of different businesses. Companies of all shapes and sizes and in all locations contribute to creating exquisite memories for people all over the world. With this, I offer my sincere congratulations to all of those recognised and I hope you have a fantastic new year ahead.”

Ultimately, LUXlife launched the Resorts & Retreats Awards to recognise those who have dedicated themselves to offering the finest experiences, product and services in the industry. Whether established stalwarts, or up and coming newcomers, we endeavour to seek out the paragons who lead the pack and set the benchmark. With 2020 being the year it has been, it becomes more important to celebrate those who have dedicated resources to navigating the unique challenges they have faced. At the end of the day, considering everything we’ve been through over the last ten months, success, at all levels, must be celebrated.

Nichola Daly, Director of Daly Recruitment speaks of her delight at being awarded such a prestigious award. Nichola reflected on the achievement and on the year which has passed;
“2020 has been a challenging year for the sector, throughout this time we have been  side by side with the industry  throughout it all.  I am beyond delighted, and indeed very proud to win this award, up against tough competition within the market place. Daly Recruitment are extremely proud of our portfolio of clients and candidates, and look forward to working with all throughout 2021 to rebuild and repair the industry we all love. We are very grateful for the nominations and of course the wonderful support along the Daly Recruitment journey. It has been a great ending to 2002 at Daly Recruitment HQ’s to receive this award”.

About LUXlife

Published bi-monthly, LUXlife informs readers on all aspects of high-end lifestyle, including the finest, food and drink, hotels and resorts, health and beauty, automotive, jewellery, art and technology from around the world.

December 2020.

Dealing with being made redundant

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Being made redundant (as I know from my own past experience) is a very emotional, difficult time. The not knowing what the future holds can lead to a lot of stress and anxiety. Redundancy is horrible; it is also a fact of life and it’s happening to more and more people due to the impact of COVID19 and the coming months will bring more, as furlough comes to an end and we get back to the new normal. Operating with less guests and diners due to social distancing.

 

No organisation wants to make redundancies, and this will be the very last thing to happen. This is equally as hard for your employer as it is for you. It is a scary time, I know – uncertainty and worry, fear and trepidation take hold.

But remember, if you are faced with redundancy, take the time to sit down and evaluate your place.

It’s important to note that if you have been made redundant throughout this time take the reassurance this is very much about the current economic climate and NOT about you as an individual. Your employer would like nothing more than the doors to be re-opening and for business to be resuming as normal. Regrettably, with social distancing in place this will have an major impact on the number of guests, diners etc resulting in a lower staffing requirements to deliver at this reduced level of business.

However, with the right support and planning, you can start making moves to go forward to the next stage in your career.

Whether you knew the redundancy was coming or the news was a complete shock, being made redundant can feel like your world is very much falling apart. You will probably (like me), go through a range of emotions: shock, denial, anger, worry, anxiety, uncertainty.

Losing your job can have a greater impact on your sense of well-being, it can affect your mental health, relationships and off course your confidence.

It’s important to remember you will get through this, I didn’t think I could have but I built a business from my experience.

Based on my experience here are some steps to help you, if you find yourself in this situation:

  1. Understand your rights

Understanding your rights and knowing where you stand can have a calming effect and help you feel in control of a horrible situation. It’s important to know how much redundancy pay you will get, how long your notice period is – this should be in your contract or ask your Human Resources Manager. Check if you’re able to leave sooner should you find a new position. Once you have the basic details, you can start thinking more clearly and start to plan the road ahead.

  1. Managing your Finances 

Managing your finances after redundancy can be very stressful but there are some steps you can take to make life easier. Sit and work out your budget, with any lump sum redundancy payment you may receive. It’s never something we like to think about, but there’s no guarantee as to how quickly you’ll be able to find a new position, especially in this current economic climate. Taking time to manage your finances can be key to reducing feelings of stress and worry. Check what help is out there to assist you or look at part time options to ensure you have some income coming in.

  1. Speak to family and friends 

Speaking with your loved ones is a crucial part of the redundancy process, you need to talk it out, don’t try and deal with the stress yourself. It’s important to be as open and honest with your partner / loved ones as early on as you can. It’s important to jointly work together to manage any financial or emotional worries; please DON’T face this alone – it can greatly impact your mental health.

Opening up to close friends and family can help. You have nothing to be ashamed of; redundancy can happen to anyone, at any time – it isn’t a reflection of your work ethic, the quality of your work, or you as a person. Remember external factors have resulted in the current climate.  By sitting down and chatting with a family or a close friend, they can provide you with support and guidance throughout this tough time. If you don’t feel ready or able to talk things through yet, that’s ok too; it’s more important to focus on what makes you feel comfortable and works best for you.

Sometimes, a close friend or family can provide make you see the skills set you have and can help you build your confidence for beginning the job search.

  1. Request Reference / recommendation before you leave

Whilst you are still at the company that’s making you redundant, ask for a written reference or LinkedIn recommendation from your manager to help you on your job search.

5.  Your story / journey

Most importantly you will need the right head space to move onto the next phase of our life. You will  know that there is an end coming with leaving your job and that you have a new beginning coming up soon.
In these times it’s important to know that you’re not to blame, don’t take it personally,  external factors have contributed to the situation., Try and have a positive view of what happened and what you learned from it – it’s throughout times like this you will develop and grow in areas new to you.

You will need to show you’re capable of moving on, so please try and not harbour any bitterness. Remember new employers will be looking for positive attitudes in potential employees, to drive their team forward. They don’t want to employ someone who will bringing a tense and attitude into their workforce – especially when they are reliant on good staff help them build their recovery. Hospitality is very small industry.

6. Review your career and goals

While we hesitate to say redundancy is a ‘good thing’, it can present the opportunity to help you take stock of your skills, talent, and experiences. Use this time to reflect if there is anything you want to change in your career?

Your goals may have changed, or have they remained the same, what is you want from your next new role? Shift work, work life balance use all this to benchmark against future employers. Use this time to reflect and set new goals this can be in both work and life in general.

7. Know what you are seeking:

This is about going through your options and considering about the realities of what work has to be for you geographically, economically and with balancing family life etc. Try and have a clear view of what you want and the more specific you can be, the more chance you’ll have of being successful. Set these parameters for what you would like, you will also know from this what you don’t want – be realistic!

  1. Actively start to look for a new job

Update your Linked in Profile and CV. See our blog tip for updating both.

Writing a CV: https://dalyrecruitment.com/2019/02/05/writing-a-cv/ 

Updating your LinkedIn profile: https://dalyrecruitment.com/2020/05/01/linkedin-tips-advice/

It’s important you have all your skills and achievements up to date. The market will be busy with competition for the foreseeable future so make sure you are standing out. Have someone read over your CV, giving you a second opinion. It’s good to get an industry manager or friend to look over as they can sometimes see your skills from a stronger point of view, especially at this time when your compiled when your confidence is low.

  1. Seek Assistance finding a new role

If in hospitality, register with us or any agency that specialises in your sector – a specialised recruiter will also have a greater insight into the market and sector. We cover all Ireland and can provide you with advice and guidance on your CV as a candidate of Daly Recruitment. We also offer a CV consultancy service if you are applying directly to a company. We will provide assistance with CV and interview preparation.

Ensure your LinkedIn page is up to date and change your status you are seeking new opportunities, its ok to state the current situation has lead to this. Don’t be afraid and don’t panic.

Although you may have concerns about money, a quick fix may not be the best way forward in the long term, so don’t jump at a role that’s not for you as that will impact your CV and your career journey. Take advice and do your research, you want your next role to lift your confidence and get you back on your track with your career goals.

  1. Above everything else, PLEASE take care of yourself.

Whilst tempting to spend hours searching for new jobs, putting that extra strain on yourself won’t help. By putting 110% into looking for a new role, you can very well neglect your well-being, become disheartened – I’m overqualified for that job why did I not get an interview etc…

It’s important to take time to look after yourself, selfcare is important and more so throughout this time. Take time to burn off some of the stress with physical exercise, make sure you eat and drink healthily, have fun with family and friends as well try and keep on top of moving forward.

This is your opportunity to revaluate and perhaps even reinvent your career.

 FINAL NOTE: 

Redundancy can be a very difficult time for the employee and employer. Even those who say they wanted it to happen (or disliked their role), many find themselves going through a whole range of emotions. It’s completely normal to feel anger, grief, sadness and a lack of confidence when it happens. Where possible, give yourself time to adjust before looking for other opportunities, don’t jump at the first opportunity and also seek advice from others on roles you are considering applying for to ensure you get back on track.

Try and understand external global factors have contributed towards to this and it’s not personal.

 

As I write this I speak from the heart, having been there very suddenly myself a number of years ago. Take the positive and move forward with it. That’s exactly how Daly Recruitment was formed and I’m proud of the comeback!

This is your opportunity to revaluate and perhaps even reinvent your career.

 

 

Be the kind of leader people would follow voluntarily

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The main difference between leaders and managers is that leaders have people follow them while managers have people who work for them. A successful business needs to have both a strong leader and manager to get their team on board to follow them towards their vision of success.

LEADERSHIP is about getting people to comprehend and believe in the vision you set for the company and to work with you on achieving your goals, while MANAGEMENT is more about administering and making sure the day-to-day activities are happening as they should.  Which are you and which do you aspire to be?.

You can become a leader people actually want to follow, not just a leader people follow because they think they have to.

Here are some tips to be a leader people aspire to become:

 

1. Lead with humility

A humble leader acknowledges that they can succeed only with the help of others. Humility draws people to you not because you have all the answers, but because you recognize how much you can learn from others.

2. Take responsibility 

Leaders must hold themselves accountable for their actions; they don’t blame others when things don’t go right. Be accountable for your actions and always remember that the decisions you make affect not only your own life but the lives of others as well.

3. Have a compelling vision

Having a vision is good, and having a purposeful vision inspires others to work toward that purpose. When you have a vision worth following, you have a group of people that stays focused and do what it takes to be successful.

4. Be Supportive

Great leaders are of service, because at the heart of their leadership they know the true value of others. Always follow the Golden Rule and treat others as you would wish to be treated.

5. Be consistent

Leaders set the tone for how others conduct themselves.If you are not consistent, those around you follow that cue. If you are not reliable, others feel uncomfortable and tentative. It is the essence of consistency that makes others want to follow you.

6. The best proof of leadership is trust

People want to follow leaders who are trustworthy—those whose behaviour is genuine and who never leave others guessing. Make sure people can rely on you to be fair and consistent.

7. Show you care

Great leaders understand the importance of personal connection and attention. Show you care with everything you say and do, and let people know they matter. Listen to them, talk to them, provide them with feedback.

8. Give respect

Loyalty starts with building relationships based on respect. Show those around you know how much you respect them and their work.

Are you the kind of leader people want to follow?

Being a leader carries a lot of responsibility.

Often there’s too much to do in very little time.

We can become the kind of leader others want to follow.

We only have to learn what is at the heart of every leader:

We must lead from within.

Bea, County Down

Testimonials, , , ,
I was very lucky to meet Nichola when I was looking for a change and challenge in my career.
The whole process was amazing, and Nichola paired me up with my dream job. From start to finish Nichola was conscious of my goals and was swift from meeting to meeting and delivering the results. I’d highly recommend Nichola and Daly Recruitment for the personal service she delivers.

Michael Weston, General Manager of Slieve Donard Resort & Spa

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Nichola is a specialist recruiter in a company which itself stands out from other recruitment agencies due to the extensive industry knowledge, quality and personal service she offers.

With a people-centric approach, Nichola goes beyond just matching skills and experience to a job spec. I know when I interview a Daly Recruitment candidate, they will have already been vetted as a suitable fit within our company and culture by a partner who knows us well. I would highly recommend Daly Recruitment to any of my industry colleagues.