Lockdown Two by Alistair Scott

6th November 2020

Lockdown two by Alastair Scott
I find the psychology of the second lockdown fascinating. In the first lockdown everyone was scared and wanted to follow government advice, this lockdown is different with bookings for the next few days up to closure way up on last week as people want to go to the pub for the last time before staying at home for a month. I suspect, or hope, therefore that when we open up again it will be with immediate pent-up demand rather than the rather timid excursions after lockdown number one.

As operators, last time we closed without a furlough scheme (or maybe there was but I didn’t notice because I was already drowning my sorrows), whereas now we have a scheme that we understand; we also have an end date (probably) for the closure period. The furlough scheme also allows us to furlough on a part-time basis, so this time we can do takeaways and any other activities where we only need our team occasionally. So, we have more tools and flexibility with which to minimise our losses.


Sector voices concerns chancellor’s economic measures ‘don’t go far enough.

25th September 2020

Story of the Day:

Sector voices concerns chancellor’s economic measures ‘don’t go far enough’: Sector operators and trade bodies have voiced concerns the economic measures announced by chancellor Rishi Sunak “don’t go far enough” to protect jobs in the industry. Sunak has announced the creation of the Job Support Scheme, which aims to keep employees in a job on shorter hours rather than making them redundant, as well as an extension of the VAT cut to 5% for hospitality businesses until March. But industry bosses have warned further help will be needed if job losses are to be avoided. British Beer & Pub Association chief executive Emma McClarkin said she was “not confident” the Job Support Scheme is enough to protect jobs in the current trading conditions while the chancellor has missed “a golden opportunity” to extend the VAT cut to include alcohol. She added: “It is very concerning to see the chancellor not extend the business


Hospitality Independence Day – 4th July

23rd June 2020

Boris Johnson today unveiled the latest step in opening up the UK economy and has given the green light for our industry to begin reopening from 4 July.  With the 2m rule reduced to 1m this is welcomed news for our industry!  Here’s hoping that life and the economy will slowly get back to some normality.

Here at The Recruitment Room we will be evaluating all aspects of the potential changes to our industry and endeavour to bring you the same high standards of recruitment we have been providing since 2003.  You will know that is only possible by having long standing loyal clients and candidates who have stayed with us because what we do adds value to their businesses.

We are looking at reopening our office w/c 6 July and will be in contact with both clients and candidates in those early weeks to touch base, catch up and discuss any future requirements you may have.

We will look to implement a completely new payment structure for clients, offering flexible, staggered payment terms to ease cashflow and help get their businesses back to a profitable level.

We will of course continue to work to the highest standards and best practices to which everyone has become accustomed to receiving from The Recruitment Room.

For candidates now is the time to take a look at your CV and get it looking sharp and up to date.  If you require any assistance with this please don’t be shy and get in touch in the usual way.

Experience and trust are essential when it comes to choosing your recruitment partner post lockdown.  We appreciate recruitment fees are not a cheap option but more than ever employers need the BEST people managing their teams front of house and in the kitchen. We would love to offer you our support and experience in securing you the right level of key staff to help you prepare for battle.

We will be updating things from our side as we move forward and closer to our opening on 6 July but until then keep in touch and above all stay safe and well.

With very best wishes to all,

Carole & Paul


Wetherspoon boss says government approach Wrong:

17th March 2020

Wetherspoon boss says government approach wrong: JD Wetherspoon chairman Tim Martin has criticised the government’s approach to coronavirus. He said: “I believe the government will make a tactical error in resorting to de facto ‘lockdown’. The Dutch position of frankly admitting that most people will get the virus, while protecting the elderly and sick, thereby building up group immunity, is the best path for the UK. As scientists have said lockdown for twelve weeks results in a further breakout of infections in July. The difference in keeping the hospitality industry open, even with reduced sales, is colossal. The industry contributes £120 billion a year of tax and six million jobs. Wetherspoon alone contributes £2m a DAY of tax.


Maximising untapped talent by Jill Whittaker

7th February 2020

Maximising untapped talent by Jill Whittaker

Attitudes towards careers are constantly evolving. New research has revealed perceptions of jobs in hospitality are changing, while there has been a shift away from “traditional” career pathways. These emerging trends are presenting new and exciting recruitment and retention opportunities for hospitality employers.

We all know the sector has battled outdated perceptions and a lack of understanding over what it can offer in terms of career development, satisfaction and reward. As a result, a number of barriers have prevented new talent from entering the industry.


Predictions for 2020 by Think Hospitality

10th January 2020

Predictions for 2020 by Think Hospitality

We have spent the void between Christmas and New Year wisely at Think Hospitality Group headquarters, with our partners formulating predictions for 2020 ranging from increased competition from the retail sector, mass adoption of customer technology, and brands upping their game when it comes to their environmental impact.

Here are our six predictions for the restaurant and bar sector for 2020.

1 2 3 4 5 6 7 8 9

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    Privacy Policy

    The Recruitment Room is committed to protecting the privacy of our candidates, clients and users of our website and services. This policy sets out what personal data we collect from you and how we process and protect that data when you use our website or services. We will only use your personal data in accordance with the terms of this statement.

    Any usage below of ‘we’, ‘us’ or ‘our’ is a reference to The Recruitment Room Ltd and The Recruitment Room.

    We may update this policy occasionally. If we make any changes to our privacy policy, we will post the updated policy on our website. We therefore encourage you to visit our website from time to time in order to keep up to date with the terms of the policy and any potential changes. Amendments made to the policy will not jeopardise the protection and privacy of your personal data.

    The General Data Protection Regulation (GDPR) will be applicable law in the UK from the 25th of May 2018. Your new rights in accordance with GDPR are included in this policy but will only apply once the GDPR comes into effect on the 25th of May.

    Personal information we may gather from you

    As a recruitment business we must process personal data (including sensitive personal data) in order to provide recruitment services to our clients and candidates. In doing so, we act as a data controller.

    You may give your personal details to us directly, such as on a CV, an application or registration form, via our website or by corresponding with us by phone, email or otherwise. Personal data that we may collect includes:



    email address

    phone number



    employment history




    Please note however, that this list is not exhaustive.

    Depending on the nature of the role that you have applied for or that we have offered you, we may need to collect personal sensitive data. Under the General Data Protection Regulation this includes information about your health (for example details concerning any sick leave you may have taken during previous roles), information about any disability and details of any offences you may have committed or are alleged to have committed.

    Personal information from other sources

    We may also collect your personal information from another source such as a jobs board, personal recommendations or LinkedIn.

    Do you have to provide us with personal data?

    You may refuse to give us your personal and sensitive personal data. You also have the right to ask us to delete, change or stop processing your data that we already have (see below in what circumstances). If you do not provide us with personal or sensitive personal data however, it may restrict our ability to provide you with the recruitment and other related services that you have requested.

    Purpose of processing and legal basis

    We will collect your personal data (which may include sensitive personal data) and process that data for the following purposes:

    To provide you with work-finding services to facilitate the recruitment process;

    to assess your suitability for a position;

    to tailor resources and services according to your preferences;

    to maintain our business relationship, where you are a candidate, client or a user of our website;

    to perform administration and operational functions.

    The Recruitment Room must have a legal basis for processing your personal data. The legal bases we rely upon to pursue our processing purposes are:

    Our legitimate interests in providing you with our services. Such interests can however, be overridden by your privacy interests; legal obligation in some cases, where it is necessary for us to meet our legal or regulatory responsibilities; your consent to data processing for the activities not covered by our legitimate interests, which we will obtain from you from time to time.

    An example of a situation where we would rely on consent is when we ask for permission to introduce you to a client; contractual obligations to which you are subject. This includes situations where we are negotiating or have entered into a placement agreement with you or any other contract to provide services to you.

    Legitimate interest

    Where The Recruitment Room has relied on a legitimate interest to process your personal data our legitimate interests is as follows:

    To offer you the tailored and efficient recruitment service you expect of us.

    As a recruitment business, we introduce candidates to clients for permanent and temporary employment as well as offering clients’ vacancies to candidates. In order to do so, the exchange of personal data of our clients and candidates is essential to our operation. In order to support our candidates’ ambitions and to assist our clients with their resourcing needs, we also require to keep a database of client and candidate personal data. Furthermore, to maintain, expand and develop our business we need to record the data of prospective candidates and client data.

    We want to offer you a tailored service that is customised based on the information that you provide us with. We also want to offer an efficient service, which means that we need to use your data for payroll and other administrative activities.

    Third Parties

    As a recruitment business we may disclose your information to third parties where appropriate. The Recruitment Room may share your information with the following third parties:

    Our clients, in other words, prospective employers.

    Payment intermediaries such as an umbrella company.

    Pre-employment screening companies.

    Government and law enforcement authorities.

    Outsourced IT and document storage providers, for example servers and cloud-based data storage services.

    Third party service providers, such as lawyers, accountants and technical support.

    Any third party that we may share your data with must ensure the security of that data. Third parties are also obliged to only use your information for the purposes we have outlined. We will not pass on sensitive data to third parties without your consent, unless we are legally required to do so.

    Overseas Transfers

    The Recruitment Room may transfer only the information you provide to us to countries outside the European Economic Area (‘EEA’) for the purposes of providing you with work-finding services. We will take steps to ensure adequate protections are in place to ensure the security of your information. The EEA comprises the EU member states plus Norway, Iceland and Liechtenstein.

    How long we store your information

    The Recruitment Room will retain your personal data only for as long as is necessary. Different laws require us to keep different data for different periods of time.

    The Conduct of Employment Agencies and Employment Businesses Regulations 2003, require us to keep work-seeker records for at least one year from (a) the date of their creation or (b) after the date on which we last provide you with work-finding services.

    We must also keep your payroll records, holiday pay, sick pay and pensions auto-enrolment records for as long as is legally required by HMRC and associated national minimum wage, social security and tax legislation.

    Where we have obtained your consent to process your personal and sensitive personal data, we will keep your data for 2 years after the last meaningful contact with you. Upon expiry of that period we will seek further consent from you. If consent is not granted, we will delete the personal data that we hold on you.

    Your rights

    Please be aware that you have the following data protection rights:

    The right to be informed about the personal data we process on you;

    The right of access to the personal data we process on you;

    The right to rectification of your personal data;

    The right to erasure of your personal data in certain circumstances;

    The right to restrict processing of your personal data;

    The right to data portability in certain circumstances;

    The right to object to the processing of your personal data that was based on a public or legitimate interest;

    The right not to be subjected to automated decision making and profiling; and

    The right to withdraw consent at any time.

    Where you have consented to us processing your personal and sensitive data you have the right to withdraw that consent at any time by contacting our data protection officer (see below).

    Complaints or queries

    If you wish to complain about this privacy policy or any of the procedures set out in it, please contact our data protection officer Carole Williams at carole@therecruitmentroom.co.uk.

    You also have the right to raise concerns with Information Commissioner’s Office on 0303 123 1113 or at https://ico.org.uk/concerns/, or any other relevant supervisory authority should your personal data be processed outside of the UK, if you believe that your data protection rights have not been adhered to.

    The Recruitment Room

    Tel: 0113 322 0660