ABSTRACT
The hotel and catering industry has had a notorious reputation for high labour turnover and its problem of attracting the right people, even when unemployment is running at very high levels. Statistics, of course, can be misleading and closer examination will show that such high rates of turnover generally are confined to certain sectors only of the industry and to the more junior and less-skilled employees. The quality of recruitment advertising in the hotel and catering industry varies considerably. In order to recruit successfully, however, it is important to have an understanding of labour markets, in the same way as in promoting products and services it is essential to know the nature of the target markets. In some cases recruitment is the result of, or reaction to vacancies arising, in others it may be related to diversification or expansion and part of a manpower plan.
