Frontline Hospitality Salary Guide 18-19 PDF

FRONTLINE
H O S P I TA L I T Y HOSPITALITY
Providing you the best choice
201 8/201 9
S A L A RY GUIDE
AND MARKET INSIGHT REPORT
PR OV ID IN G YO U T HE BE ST C H O I C E
2
W E LCOME TO OUR H EA L
W ELC OME SA L A RY GUID

Welcome to the annual Frontline Hospitality • Applications per advertisement
Recruitment Salary Guide for the 2018-19 financial
• Placements from Search vs Advertising
year! First released in 2008, this guide provides a
Welcome to the
• Time from annual
application Frontline Health Recruitment
to placement
comprehensive review of:
Guide for the 2017-18 financial year!
• Current Salaries in the hospitality industry • Percentage of Candidates placed in the position
• Market Insights into recruitment trends specific

Firstthey apply for in 2012, this salary guide
released prov
to the hospitality industry and comprehensive review
• Time from Job listing of the latest recruitment tren
to placement
• Hiring and Salary Expectations of Employers in salary information in the Health Industry in Austra
Once again, the data behind these insights is real and
the hospitality industry New Zealand.
verified, { it provides actual perspectives on what
and as such
is really happening in the Hospitality Recruitment Market.
We’ve compiled the information for this guide both from com
If you are involved in recruiting in hospitality or if you are a
SALARY GUIDE
who have advertised roles through Frontline Health and candida
candidate these insights will help give you an understanding
have been placed.
Unlike many other Salary guides that are based on of how the recruitment market is working and what changes
surveys which ask participants to disclose their salary, andsalary
The trendsfigures
are happening
are based now.onFrontline Hospitality
actual base salaries for candida
the salary figures in this guide are based on: updates these “market insights” annually and
have been placed during the past 12 months, and releases themcandidate’s
each month, so we use the Salary guide as a vehicle
in their position prior to being interviewed by Frontline to Health.
• Actual base salaries of candidates who have been
consolidate and present these in one place.
placed by Frontline Hospitality during the past 12
months, and
This year we have also conducted an extensive survey of he
We have also
employers included commentary
in Australia from each
and New Zealand, to of ourout more ab
find
• Candidate’s salaries which have been verified in the Frontline
hiring andHospitality Agency Owners,
salary expectations who next
for the have looked
year. The results
position they held prior to being placed Frontline at the challenges, trends and predictions
survey can be found on the next three pages for candidates
in our ‘State of th
Hospitality. and recruiters
Market’ report. in their various markets.
So, you can be confident the figures in this guide are We hope that you enjoy this year’s salary guide, and as alw
H I R I N G A N D S A L A R Y E X P E C TAT I O N S
authentic and very much up to date. welcome any feedback.
Finally, this year we have also conducted an extensive
MARKET INSIGHTS survey of over 250 employers in Australia and New
Zealand, to find out more about their hiring and salary
Throughout this guide we have also included many expectations for the next year. The results of this survey
“market insights” specific to the Australian and New can also be found in our ‘State of the Market’ report.
Zealand hospitality Industries. These “market insights”
include information such as: We hope that you enjoy this year’s salary guide, and as
always, we, welcome any feedback.
• Average time spent in roles in comparison to
previous years Peter Davis
Managing Director
• Average number of applications sent by a candidate
Peter Davis
Frontline Recruitment Group
• Percentage of candidates interviewed that are placed Managing Director
3
MARKET Based on the latest
INSIGHTS & data pulled directly

from our candidate
database, as well
as results from an
STATE OF THE external survey,

we present a range
of snapshots of
MARKET REPORT
candidate behaviour
and recruitment
trends.
B Y CO U N T R Y B Y S TAT E
890,800 3 74 , 9 0 0 * New South Wales 2 74 , 6 0 0

Victoria 235,200
Queensland 1 8 2 ,1 0 0
Workforce South Australia 55,000
employed in Western Australia 9 8 ,1 0 0
Hospitality
Northern Territory 9,500
May 2018
Tasmania 18,600
*Figure represents the Retail Trade & Accommodation
and Food Service Industry in New Zealand
Australian Capital Territory 1 7,7 0 0
Source: Australian Bureau of Statistics and New Zealand Ministry of Business, Innovation & Employment
35
30
25
20
Average number 15
of days from 10
application
5
to placement
continues to 0
increase 2008 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018
22
D AY S
26
D AY S
Up to $50k $50k–$70k $70k–$100k $100k+

Days from
job listing to
placement by
salary bracket 29 26
D AY S D AY S
4
27%
not previously
on Frontline • 73% of the
database
Who did we candidates placed
place more of: were already on our
new candidates, database
or known • The average amount
candidates? 7 3% of time on the
already on
Frontline database was
database 3 years
• We even had one
candidate who had
been on the database
for 14.1 years!
17%
of candidates
were placed in
the position they
applied for
Now more than

ever, the job you
first apply for isn’t • The figures show that
necessarily the job once a candidate
you start. 8 3% is on our database,
of candidates were even if they miss
placed via search out on the role
or in alternate they first apply for,
positions the overwhelming
majority land a
subsequent role
Ads vs search: 3 9. 8 %
which results ad response
in the most • Because of the
placements? exceptional reach of
6 0. 2 % our database, most
search of our placements
were of candidates
who were already
registered and
matched the role
criteria
5
Head Chef 3 5. 3%
Sous Chef 3 2 .7 %
Chef de Partie 3 2 .0 %
What are the
2IC / Operations Manager 23 .7 %
hardest roles
to fill in the Duty Manager 2 0. 5%
Hospitality
industry? Bar Manager 19.9 %
% of respondents
who named this role
as the hardest to fill
Forecast employee
What do you think are
salary increases over
the top key reasons
the next 12 months
employees are likely
19.1% 31 .6 % 2 2 .0 % to leave a job?
2 7. 2 %
Further career
1
Yes, all my Yes, but Yes, but No
employees it will vary only my best forecast advancement
will receive according to performing salary
the same % performance employees increases 7 5.9 %
increases
Higher remuneration (including
At what stage do you 2 salary, bonus and benefits)

6 9.6 %
generally discuss
salary during the
3
interview process? Better work-life balance
5 2 .7 %
Dissatisfaction with company,
4 role or employer
51 . 8 %
40.5% 2 0 .7 % 3 5 .1 % 1.8%
5
Better location
During the Second or Final Never
application subsequent interview or 3 6.6 %
process or interviews offer stage
first interview
6
1. Measurable results
Over the next 12 months, What are the
Hospitality Employers top 5 factors 2. Professional conduct
predict their staff levels to... Hospitality
Employers 3. Company loyalty
Increase full-time staff review before
4. Taking on extra tasks
3 6. 4% offering a salary
increase? 5. Time since last payrise
Increase part-time staff
24 . 2 %
Increase casual staff
2 9.7 % What factors do Retail
Remain the same Employers expect to
3 3 .9 % impact salary levels in the
next 12 months?
Decrease
3 .6 % Individual, team or company performance
Other
5 9.1%
0.6 % Minimum Wage / Award changes
4 5.9 %
Domestic economic conditions
21.2%
Do Hospitality Employers
Inflation
offer salary packages or
fringe benefits to their 19 %
employees? Competition
1 7. 5%
Global economic conditions
6 8 .9 % 5. 8 %
No
31 . 2 % Don’t expect any factors to impact
Yes
5. 8 %
4 4 .9 %
Word of
3 5. 2 % mouth 2 . 4%
Company Other
website
Where do
Hospitality 77% 2 6.7 %
Online job
Employers boards
Advertise
internally
advertise their
vacancies? 4 3%
Social
media
14 .6 %
4.2% Employee
Recruitment referral
agencies program
7
Hot air ballooning near
Black Mountain,
FRONTLINE Canberra ACT
H O S P I TA L I T Y
AC T & S OU T HERN NSW

E D E N MO R R I S AG E NC Y OW N E R
W
hat has changed in the ACT & Southern Being such a transient town it is getting harder to keep
NSW market in the last 12 months? staff from job-hopping around Canberra.
Over the last twelve months we have witnessed We have seen a growth of unskilled workers moving into
the candidate market in Canberra tighten further with Canberra which is making it harder for new Hospitality
many new venues opening. The Kingston foreshore
businesses to keep high standards without outlaying
continues to expand, along with the revitalisation of
large investments on staff training and upskilling.
Braddon and some amazing additions to the City
Centre. The light rail project that began earlier in the
What is the best way to manage these challenges
year has made Northbourne Avenue change drastically
as a recruiter?
and no doubt we will see some exciting redevelopment
in the retail and hospitality space along the corridor We need to constantly be in touch with candidates to
over the coming years.
know when they are thinking of a change or are open to
new opportunities in the market.
What are some challenges that you are
experiencing in Canberra?
We are also having to search far abroad of ACT to find
Canberra has always had a shortage of qualified skilled the skilled labour our clients are after due to the skill
labour. shortage in Canberra and Southern NSW.
8
Is there anything that has had a positive impact on What is the most important thing that candidates
the Canberra market in the past 12 months? can do to secure a new position?
There has been a strong growth in new business in Candidates need to make sure they are keeping their
Canberra over the last 12 months. This is creating more profile or CV up to date on social media. A trend we are
jobs and also more choice for consumers. This can be seeing is that more and more employers are looking
seen as a positive in the employment market but can at candidates profiles on social media and this can
also have the opposite affect on finding the right staff sometimes give a false representation of the candidate.
for all the new businesses that are opening.
We are reminding candidates to always research the
What trends have you seen in the hospitality business they are interviewing with as this shows
industry in the last 12 months? initiative and how serious you are about your interview.
Always be honest with your employer regarding
There has been a move away from candidates looking your employment history, as well as having genuine
for Visa sponsorship as the laws and rules are references available is a great start.
constantly changing. Businesses are also structuring
their venues to be able to use less skilled staff to still How do you think the market will change in the next
have the same results. This can be seen across the 12 months?
board with most venues offering QSR style food.
I think we will start to see some Canberra operators
More technology is entering businesses, which is closing due to over supply.
helping with stock control and also accuracy with meals
and dietary requirements. This will have two affects on the market.
What is the most important thing that clients can 1. There will be more candidates looking for work
do to secure quality talent?
2. The remaining businesses will need to make sure
There is always a tough balance for clients when it that they have the best service and products on offer to
comes to looking after staff and having a high retention secure their market share.
rate. The biggest thing we see candidates moving on
Businesses will need to be constantly adapting to
from is over promising and under delivering. Candidates
changes and trends in the market place. This will keep
work hard and put a lot of trust in their employer to do
their business fresh and show consumers they listen
the same.
to what people are asking for. We will see more social
We constantly hear of candidates that are finding it too media advertising coming at us as this is the new
hard to keep up the 50 to 60 hour weeks that some platform for business and advertising. Being proactive
operators have, so offering simple things like having with social media and structuring your business to
set rosters and fair hours of work will help. Making sure able to take advantage of market trends will be hugely
that staff have 2 consecutive days off is such a simple important. {
thing that people want as the start of a genuine work life
balance.
Investing back into your staff is also something that

candidates seem to ask for. It could be as simple as a
monthly staff meeting with a new product presentation
or an expert in the local industry talking to staff. CO N TAC T
Frontline Hospitality ACT & Southern NSW
The Mezzanine
C A N D I DAT E S WO R K H A R D A N D 64 Northbourne Ave Canberra ACT 2600
PUT A LOT OF TRUST IN THEIR
P: +61 2 6230 1170
E M P L OY E R T O D O T H E S A M E .
canberra@frontlinehospitality.com.au
9
Story Bridge crossing
the Brisbane River QLD
FRONTLINE
BRISB A NE
P I A M A N WA R I NG AG E NC Y OW N E R
W
hat has changed in the Brisbane market in of top talent for employers within very short time
the last 12 months? frames. Employers seeking qualified applicants found
that only 27 per cent of the applicants that applied for
Never has there been a more exciting time
the position were qualified for the position. What we
for Brisbane! Poised as one of Australia’s fastest
envision looking ahead with the large scale projects is
growing leisure destinations, we saw a year of strong
our industry will face a crisis within the next two years,
business confidence with clients investing, growing
it is estimated about 9,000 jobs will be need to be filled
and expanding into our market. We had nine new hotels
by 2020.
open their doors in the past 18 months and six stunning
properties to be completed by the end of 2018 and
a strong outlook of growth planned over the next 5
as a recruiter?
years, Queen’s Wharf, Howard Smith Wharves and the
proposed Brisbane Line.
At Frontline Hospitality we’ve had to adapt to the
What are some challenges that you are insurgence in opportunity and we are pro-active rather
experiencing in Brisbane? than reactive. We are ensuring our database is up to
date with candidates ready to move for opportunities
With the rapid growth this year, it certainly is becoming quickly and efficiently. When the market has more
harder for our recruitment consultants to source choice opportunities than qualified applicants, clients really
10
do need to move efficiently through the recruitment What is the most important thing that candidates
process. Right now even before the boom, highly can do to secure a new position?
sought after applicants are off the market within 24
hours. Given the conditions of the current job market,
candidates will be faced with endless choice which will
Is there anything that has had a positive impact on be both a blessing and a curse. Take the stress out of
your market in the past 12 months? finding a new career and partner with an agency that
will take the time to understand your motivations and
With the explosion of food and beverage focused seek out the best opportunity for you.
venues the hospitality sector is fiercely competitive
which has changed the dining landscape within How do you think the market will change in the next
Brisbane. The W Hotel opening in Brisbane as the first 5 12 months?
star hotel to open in the last 20 years has also created a
lot of excitement! The forecast ahead for our market is just too exciting for
our Industry. The rapid growth we will see in the next
What trends have you seen in the hospitality two years is going to certainly create high demand for
industry in the last 12 months? top talent; it will become a lot harder for employers to
find staff and also retain due to the volume of positions
There’s no denying that social media platforms has these new ventures will create.
exploded in our industry, especially Instagram which
has become very influential and very cost effective What impact do you think these changes will have
for operators. Savvy operators are purposely creating on your market and what is the best way to deal
menu items for their Insta-worthiness. Social media with them?
is giving consumers access to information on more
venues and menus than ever before. We have seen a This market will propel clients to be more stringent
real shift towards technology advances from online in their recruitment process and they will have to
ordering with UberEats being a game changer, become a little more creative in their job offerings to
suspected to have increased revenue in restaurant set themselves apart from the rest. Our team are very
by 2% this year, not only increasing sales but also conscious of the changing landscape and have already
attracting new customers and awareness. adapted to ensure clients are informed of the economic
conditions, state of the market, future predictions and
time frames for the hiring process that you will embark
upon to mitigate any issues. Due to the abundant
NEVER HAS THERE BEEN A MORE choice in the market for candidates, partnering with an
EXCITING TIME FOR BRISBANE! agency will ensure you will only meet with clients that
meet you needs. {
What is the most important thing that clients can

If you are an employer looking for top talent within

this strong growth period, we recommend that you
CO N TAC T
do plan in advance and don’t leave recruitment to the Frontline Hospitality Brisbane
last minute. Take the time to plan and prepare realistic
Christie Corporate Building Suite 9,
time frames and partner with a specialist agency. Trust
Level 3, 320 Adelaide Street
in your recruitment consultant, spend time with them
so they really understand your business, so they can Brisbane QLD 4000
become your brand ambassador and continually keep P: +61 7 3010 9522
you abreast of the market and future top talent before brisbane@frontlinehospitality.com.au
your competition.
11
FRONTLINE Federation Square,
Melbourne VIC
MELB OURNE
JA N E R I P P I NG A L E AG E NC Y OW N E R
W
hat has changed in the Melbourne market in This can make the decision process slow and if their
the last 12 months? research is not done effectively can lead to short term
roles and continually rejoining the job market. Working
The biggest change I have observed is the with our agency, we do the due diligence with the client
confidence and growth of the Melbourne market, with and the candidate to get the best long term job fit for
hospitality groups expanding through opening new both parties. The best long term option is to ensure the
restaurants, cafés and bars, one owner operators candidate commits to roles understanding the skills
taking the chance on opening a business, to new required, the location and the salary package on offer.
accommodation properties and serviced apartments. The
ongoing activity in Melbourne through entertainment and What is the best way to manage these challenges
the arts, to highly attended sporting events, this spells as a recruiter?
very exciting times for Melbourne.
As a recruiter we follow our processes to assist the client
What are some challenges that you are appointing and retaining great staff, through a thorough
experiencing in Melbourne? interview process, screening and reference checks. The
biggest challenge for employers is the constant push from
The challenges are with the busy job market, candidates candidates for salary increases, so adding incentives and
have a lot of choice. bonuses on performance is a great option for both sides.
12
The candidate also needs to commit to a role, once a values and previous success, any additional incentives
decision has been made to see it through and put their and bonuses to make the offer a great long term career
best efforts forward to succeed in the role for both path.
employer and employee.
How do you think the market will change in the
next 12 months?
CLIENTS NEED TO ENSURE THEY This market has continued to show growth, versatility and
H AV E A S T R O N G T E A M C U LT U R E variety in all aspects of the hospitality industry over the
WITHIN THEIR BUSINESS OR past 5 years, and does not look like slowing down. The
B U S I N E S S E S T O AT T R A C T T H E B E S T opportunities will continue to present themselves and this
C A N D I DAT E S will attract better candidates from across Australia and
New Zealand.
T H E B E S T A DV I C E F O R S E C U R I N G
Is there anything that has had a positive impact A N E W R O L E , I S T O D O YO U R
on your market in the past 12 months? RESEARCH
The positive aspects of the Melbourne market are

the employers and clients that have confidence in the
market to continue to expand their businesses, open
new opportunities and seek the best staff available to
build their success. Melbourne is seen as the Food, What impact do you think these changes will
Entertainment and Sporting capital of Australia and this have on your market and what is the best way to
attracts the best businesses and outlets to our region and deal with them?
the best staff.
The biggest threat over the next 12 to 18 months will be
What trends have you seen in the hospitality the shortage of chefs at all levels within the industry, the
industry in the last 12 months? changes of the visa applications for chefs has added new
restrictions, which has made it even more difficult for the
The trends standing out in the Melbourne market are candidates for overseas and the clients going through
the growth and expansion of the Casual Dining / Quick this lengthy process. Encouraging current candidates to
Service Restaurant sector, some of the most successful take on a chef apprenticeship is a great career choice and
and long term restaurateurs and group hospitality outlet needs to be offered whenever the opportunity is available
owners have joined this sector very successfully as for both parties. {
another tier in their portfolios.

Clients need to ensure they have a strong team culture

within their business or businesses to attract the best
candidates, as it doesn’t need to be only salary focused or
CO N TAC T
style of business that attracts a candidate, as a venue that
is enjoyable to work at each day can be the biggest draw Frontline Hospitality Melbourne
card. Unit 4, 15-17 Pakington St
What is the most important thing that candidates St Kilda VIC 3182
can do to secure a new position? P: 1300 120 461
melbourne@frontlinehospitality.com.au
For candidates the best advice to secure a new role, is to
do your research, speak to your recruiter for advice and
further information on the long term role, the company
13
Twilight over
FRONTLINE Queenstown,NZ
NE W ZE A L A ND
K I R I H E NA R E AG E NC Y OW N E R
W
hat has changed in the New Zealand market • Visa applications getting denied.
in the last 12 months?
• Visa applications taking longer than they use to,
Visa restrictions have been tightened with visa causing stress for both candidates and clients alike.
applications taking 8-10 weeks instead of the original
4-6 weeks. • Candidates wanting to relocate out of the cities to
score more points for residency.
There is an extreme shortage of quality chefs in New
Zealand making the recruitment process expensive and What is the best way to manage these challenges
lengthy for the employer. as a recruiter?
What are some challenges that you are As a recruiter, you need to make sure you are forging
experiencing in New Zealand? close relationships with candidates, and gaining
referrals for other candidates.
Some of the challenges we are experiencing across
New Zealand include: Clients and companies you are working with need
to have the best in the market employee benefits,
• Finding skilled candidates in this candidate short including onsite accommodation and meals. Employee
market. benefits are very important to retain staff and gain
quality candidate interest
14
Is there anything that has had a positive impact on
your market in the past 12 months?
Many of New Zealand’s markets are now outperforming

key regions in Australia, with Queenstown and Auckland
ranking first and second respectively in RevPAR growth
over the past 12 months across Australasia. This is
amazing news for the hospitality & tourism industry in
New Zealand!
What trends have you seen in the hospitality

industry in the last 12 months?
Some major trends we have seen in the hospitality

industry include higher salaries, more employee
benefits, and the lowest unemployment rate in New
Zealand in last couple of years.

Clients need to make sure that they meet the salary

expectations of Visa requirements, and offer employee
benefits including parking, accommodation, meals, etc.
in order to secure and retain quality talent.
What is the most important thing that candidates

can do to secure a new position?
Candidates really need to be honest with recruiters

and future employers about all opportunities they have
applied to, as well as other agencies they are working
with.
How do you think the market will change in the next

12 months?
I am feeling optimistic that there will be a shuffle in jobs

in Auckland and candidates will start to think of their
next steps. {
CO N TAC T
Frontline Hospitality New Zealand
Level 4, 326 Lambton Quay
Wellington Central NZ 6011
P: +61 9 557 0616
P: +64 2 7543 4385
auckland@frontlinehospitality.co.nz
Night view of the Sky Tower,
Auckland NZ
15
Nobby’s Lighthouse,
Newcastle NSW
FRONTLINE
N OR T H C OAST NSW
J U L I A L O NG AG E NC Y OW N E R
W
hat has changed in the North Coast NSW With the further expansion of the industry within the
market in the last 12 months? territory, the skill shortage is becoming even more
apparent. Salary expectations have also increased so
North Coast NSW has continued to expand and
businesses are needing to ensure that they are making an
gentrify. More Sydney hoteliers are expanding into the
informed decision when hiring for key positions.
area, therefore increasing wage expectations to closer to
a large city standard, yet this opens up opportunity for
employers to breathe fresh talent and new innovation into What is the best way to manage these challenges as
their businesses. The draw card for candidates is of course a recruiter?
the cheaper cost of living as house pricing and rents
As a recruiter for North Coast NSW, I rely on our National
continue to skyrocket in the larger cities.
database. For key positions I am increasingly looking
outside of the territory for candidates who are willing to
move for opportunity to work within exciting businesses
experiencing in North Coast NSW?
and locations as they continue to adapt and gentrify to the
The hospitality industry as a whole is at present facing growing population and customer expectation.
an image problem – the industry is known for long hours,
weekend work, high stress and high expectations – we I also really probe candidates for what drives them.
need to attract the best talent in the market and keep them Understanding a candidate’s key drivers and passions for
motivated within our industry by being adaptable and offer their future will also allow me to find the right employer for
attainable opportunity for progression. them long term.
16
Is there anything that has had a positive impact on Research the industry and be well informed with the
your market in the past 12 months? change in trends and customer expectation. Understand
The increase of cost of living and over crowding of the that a clear communication style with business owners
larger cities continues to be reported within the media and higher management is the best way to work on your
leading a huge surge of movement to smaller cities progression plan and achieving long term goals within a
and regional areas. The dream of owning property for business.
young families and singles is becoming increasingly less
achievable and therefore skilled, standout candidates How do you think the market will change in the next
are moving up the coast and increasing the skill set and 12 months?
offering throughout the hospitality industry in the area. The market is in a great position with most employers
seeing an increase in business. The growth amongst the
What trends have you seen in the hospitality industry will continue to create further need for skilled
industry in the last 12 months? candidates. Consumer confidence is high which not only
With the industry’s expansion and the population creates an upturn in business for the hospitality industry
movement, customers expectations continue to develop but also increases candidate’s confidence to entertain
also. Dining options within pubs and clubs are moving to new job opportunities.
a more gastro-pub style offering than general pub fare
requiring a higher skilled chef to manage menu creation What impact do you think these changes will have
and brigade management and training. As the industry on your market and what is the best way to deal
moves from an owner-operator style management with them?
structure to a group style management with publicans The expansion of the industry will continue and therefore
and hoteliers increasing their footprint and ownership to the need to attract skilled staff to your business has
multiple venues, management candidates are required to become even more important. We partner closely with
have a larger understanding of the financial workings of a employers and are not only working on urgent fill roles but
business. KPI bonuses and accountability are becoming also have our client’s businesses in mind for when we meet
part of most negotiations for higher positions and a candidates that suit their brand and culture. We continue
great opportunity to create long term buy-in from strong, to educate national candidates on the real wins of moving
experienced and skilled candidates. to more regional areas - the opportunity to be an influential
part of the territory’s gentrification along with the a cheaper
What is the most important thing that clients can cost of living and more affordable housing has created a
do to secure quality talent? real buzz within our agency and the territory. We can only
In order for businesses to attract the best talent within expect that the expansion continues and we look forward
the market, salary is not the only driver for candidates. to assisting our clients with their recruitment needs during
Flexible working arrangements, opportunity of this very exciting time. {
progression with clear key performance indicators and
some work/life balance is in some cases more important
to hospitality candidates than salary.
Providing a harmonious work environment with adaptable

conditions is very important. Due to the competitive
market for the best talent in the industry, employers need
to really understand what drives a candidate. Candidates CO N TAC T
are more interested in targeting a business/ preferred
Frontline Hospitality North Coast NSW
employer than sending out multiple applications without
prior research therefore job advertisement applications Level 11, 70 Pitt St
are dwindling. It is often challenging to find the talent Sydney NSW 2000
that you require to boost your business to new heights
P: +61 2 8016 5490
through the conventional channels of job boards and now
we must look at referral based applications and passive northcoastnsw@frontlinehospitality.com.au
candidates that are not applying to positions but are
happy to hear regarding new opportunity.

can do to secure a new position? We now also have an agency recruiting for the
As a candidate looking for your next position, ensure that Gold Coast & Byron Bay! Contact Julia Long to
you have a clear understanding of your progression plan
discuss all of your recruitment needs.
and the style of business that you are interested in.
17
Elizabeth Quay Bridge,
FRONTLINE
Perth WA
PER T H
M A R T I N S M I T H AG E NC Y OW N E R
W
hat has changed in the Perth market in the What are some challenges that you are
last 12 months? experiencing in Perth?
Unfortunately unemployment is still very high in As has been the case for many years, there is still a
WA, but the green shoots of economic growth are starting critical skill shortage of professionally trained hospitality
to show through. We’ve had some amazing new additions staff from chefs to front of house service staff. This
to the Perth skyline including the 60,000 seat capacity is particularly evident with the recruitment of trained
Optus Stadium (the home of WA AFL), along with the hospitality staff for remote locations.
opening of Australia’s largest pub next door, The Camfield.
Several international hotel groups have opened new hotels
including the Westin and Intercontinental along with the
THERE IS STILL A CRITICAL SKILL
reopening of the iconic Melbourne Hotel in the Perth CBD. S H O R TA G E O F P R O F E S S I O N A L LY
T R A I N E D H O S P I TA L I T Y S TA F F
Direct flights have also started from Qantas flying directly
from Perth to London which should have an ongoing
enormous contribution to visitor numbers in the state.
18
What is the best way to manage these challenges Ensure your cover letter is written for the job you intend
as a recruiter? on applying for adding points about how you can bring
value to their business.
We endeavour to match the correct candidates with
the business to ensure they fit the required skill set How do you think the market will change in the
and culture fit. We are lucky to be the first port of call next 12 months?
for Interstate Hospitality candidates looking for a new
position in WA. We always meet with them face-to-face Although the economy is starting to improve, we will
to explore their background along with their wants and probably not see an immediate benefit to the hospitality
needs to be able to match them with the perfect job. industry for a year or so as people start to get back on
their feet again.
Is there anything that has had a positive impact
on your market in the past 12 months?
The State Government has pledged to increase funding

to Tourism WA to back their two-year plan to attract and WITH A DROP IN
retain international visitors to all parts of the state. We C U S T OM E R S P E N DI NG
also have several new exciting hotel developments with OV E R T H E PA S T F E W
Ritz-Carlton due to open a $500m flagship 204 room YEARS, BUSINESSES ARE
hotel at Elizabeth Quay in 2019 along with Doubletree F IG H T I NG H A R D FO R
opening a 206 room hotel in Northbridge and QT
C U S T OM E R S
opening a 184 room hotel in 2018.
What trends have you seen in the hospitality

With a drop in customer spending over the past few What impact do you think these changes will
years, businesses are fighting hard for customers with have on your market and what is the best way to
increased marketing and special price sensitive offers deal with them?
along with venues offering a distinct point of difference,
whether it be a small bar specialising in tequila or a We see business continuing to be tough for operators
restaurant offering a unique style of cuisine. so it’s vitally important to be attracting talented staff to
retain customers through quality service, cuisine and
What is the most important thing that clients can accommodation. Quality staff like to be working in quality
do to secure quality talent? businesses. {
With higher unemployment rates, employers obviously

have more choice with the amount of candidates who
apply for positions. Unfortunately the vast majority
are unskilled or inexperienced. This is where a strong
relationship with an experienced recruiter can save
businesses time and money by tapping into their
CO N TAC T
enormous pool of talent sourced throughout the country.
Frontline Hospitality Perth
38/44 Kings Park Rd West Perth WA 6005
P: +61 8 6263 4433
Reliability along with a solid job history, ensure your perth@frontlinehospitality.com.au
resume is factually correct and well presented to catch
the eye of a prospective employer. Always detail your
roles and responsibilities in bullet point form.
19
Fireworks at the Geelong
Waterfront, VIC
FRONTLINE
REGION A L V IC TORI A
JA N E R I P P I NG A L E AG E NC Y OW N E R
W
hat has changed in the Regional Victorian What are some challenges that you are
market in the last 12 months? experiencing in Regional Victoria?
The continuous expansion of regional epicentres Changes to the Australian Government’s 457 Visa and
such as Geelong, Ballarat, and Tasmania, has seen Sponsorship programs have brought a lot of change
consistent growth in the Hospitality Industry across to the Regional Victorian workforce; with mandatory
labour market testing, and tighter restrictions on
Victoria, with the quality and strength of the region’s
both candidate and employer changing recruitment
offering on the rise. This has seen an influx of service
behaviour across the board. With regional metropolis’
driven businesses; and as business booms, so does
on the rise, getting quality candidates to regional and
competition - driving positive growth and development remote areas is putting pressure on employers to come
across the sector from cafés to hotel chains. With to the party on salary, training, and that ever elusive
competition for top talent fierce, and market skewed to work like balance.
the advantage of candidates who now have a world of
choice outside of Metropolitan Melbourne - the talent What is the best way to manage these challenges
as a recruiter?
market in Victoria has changed dramatically, and will
continue to do so as Government initiatives begin to A job rich market in a candidate poor region can be a
come into play and the market continues to evolve. tough challenge for any business owner or recruiter,
20
but a real opportunity exists for business owners to best opportunity. Having an understanding of what you
really showcase their businesses and attract the best would like to achieve from your next role, and what you
talent as candidates seek transparency and integrity are (or are not) willing to compromise on, will make it
in businesses where career progression and working easier for you to choose the best role for you. Keeping
conditions are paramount. As a recruiter, this means in mind, that particularly in growing Regional areas,
thinking outside the box - training up a junior staff the value in a particular role may not necessarily be in
member, and planning for progression from within, or dollars.
seeking an interstate candidate.
Is there anything that has had a positive impact next 12 months?
on your market in the past 12 months?
We are feeling optimistic about the market for the next
Growth in the industry means more jobs than ever
year, as Regional Victoria and Tasmania continue to
before and new openings across the region, from the
gain traction as destinations that can truly compete
Mornington Peninsula to Hobart has seen interest in
with Metropolitan standards and some excellent talent
regional areas continue to grow, particularly in the
following the hype into some of these regions of Victoria
Hotel Sector where nation wide recognition has been
and Tasmania.
booming across the board from best boutique hotel, to
best bar and best large hotel being won by Victoria and
What impact do you think these changes will
Tasmania’s finest.
have on your market and what is the best way to
What trends have you seen in the hospitality deal with them?
Continual growth in the market will result in stronger
As growth in the industry drives competition, the competition - not just to be the best, but to attract the
behaviour of employer and candidate alike have also best, so expect this twelve months to produce some
changed - with higher expectations from both sides, fierce competition and some serious results as we
and more pressure than ever to succeed in securing continue to assist some of the regions prime venues in
the top role, and top candidates. Technology is making securing the best of the best. We expect the change in
a massive impact on the recruitment market, with candidate behaviour over the last twelve months to be
candidates having opportunity and their fingertips, continuing in the new financial year - so as recruiters,
and more and more passive candidates waiting for and employers, we need to remain flexible in our
opportunity to come knocking in this candidate short approach, thinking out side the box, and continuing to
market. provide opportunity for young hospitality professionals
to drive this change and growth in the business. {
As candidates continue to seek the best of the best

in venues, it is important for employers to maintain a
transparent approach to recruitment, particularly in a
market where there is more to a venue’s appeal than
the pay check: from training, and growth potential, to
their own reputation in the industry. In saying that - a CO N TAC T
candidate short market in a job rich industry, could
Frontline Hospitality Regional Victoria
mean that you may need to up the salary to attract
metropolitan professionals to take a tree or sea-change. Unit 4, 15-17 Pakington St
St Kilda VIC 3182
P: 1300 120 461
melbourne@frontlinehospitality.com.au
As a candidate, more than ever, it’s important to be
clear and realistic in your approach - while there is a lot
of choice, sometimes the biggest buck may not be the
21
Rundle Mall,
Adelaide SA
FRONTLINE
S OU T H AUST R A LI A
P I A M A N WA R I NG AG E NC Y OW N E R
W
hat has changed in the South Australian partners look beyond their local candidate pool and
market in the last 12 months? enjoy the choice of looking outside of their state which
will ultimately give our partner choice.
How exciting it has been for us down in
South Australia, we are proud to say we have been Our Industry across Australia has predicted
operating successfully now for the past three years and unprecedented growth, and with rapid growth comes
experienced another year of growth with our partners. many challenges, one being the ability to source and
secure top talent.
We saw a year of strong business confidence with
clients investing, growing and expanding into our
market which created an amazing buzz amongst our
state of world class food and wine, festivals and natural
wonders.
OU R I N DU S T R Y AC R O S S
AU S T R A L I A H A S P R E DIC T E D
What are some challenges that you are U N P R E C E N T E D G R OW T H
experiencing in South Australia?
Due to such a competitive, buoyant market one of the

key challenges we experienced this year is helping our
22
as a recruiter?
QUA L I F I E D C A N DI DAT E S
In this market we are going to experience a large skill A R E I N H IG H D E M A N D
and candidate shortage like never before, we are feeling A N D T H E Y H AV E
it slightly now but are going to really feel the pinch over C H OIC E U N L I K E E V E R
the next two years. B E FO R E .
Partnering with a national recruitment agency that has

local and metro agencies across the country will ensure
that you will be able to meet the right talent pool for
your opportunity. How do you think the market will change in the
next 12 months?
Frontline Hospitality prides themselves on their
candidate share internal database which means, when We are feeling very optimistic about the market for the
talent interview in our Melbourne agency they can next year with recent reports showing an influx of new
be contacted by our Adelaide office with their clients businesses entering in the market. With this, it is going
opportunities. We have the reach that not many do with to become more of a challenging market for employers.
gives our clients a competitive advantage from the rest.
What impact do you think these changes will
What is the most important thing that clients can have on your market, and what is the best way to
do to secure quality talent? deal with them?
Qualified candidates are in high demand and they have Not only will this candidate short market provide
choice unlike ever before. Preparation is key to ensure challenges to fill vacancies within teams, but employers
a smooth recruitment process from start to finish. Once will also need to focus on retaining their existing
you have met the perfect candidate for your role, it is employees and stop them from being tempted by the new
our recommendation to make the decision quickly once job openings.
the recruitment process starts, as talented staff are in
high demand and statistics show on the market for less In this market, thinking holistically, offer a competitive
than two days. salary package, as well as clear career pathways and
speak to them about their own personal professional
It’s important to remember that the rest of Australia development and seek how you can partner with them to
is experiencing a severe candidate shortage and ensure longevity. {
that while our market in South Australia is somewhat
protected, this will not last forever.

Partner with a recruitment agency that can help you

sort through the noise in the market. Their are going
to be many opportunities available to you and it can CO N TAC T
become very overwhelming.
Frontline Hospitality SA & NT
When you partner with a consultant we get to know Christie Corporate Building Suite 9,
you on a professional and personal level and with Level 3, 320 Adelaide Street
that knowledge, we will be really able to work closely Brisbane QLD 4000
in ensuring you are always hear about the best P: +61 7 3010 9522
opportunities that are inline with what you need and the
darwin@frontlinehospitality.com.au
reasons why you are on the market.
23
Running at Dawes Point,
FRONTLINE
Sydney NSW
SY DNE Y
S T E P H E N MCGU I R E AG E NC Y OW N E R
W
hat has changed in the Sydney market in What is the best way to manage these challenges
the last 12 months? as a recruiter?
One of the main issues to hit the Sydney and To manage these challenges, we all need to focus our
Australia Hospitality market in the last 12 months has energies on our relationships and networks, as the job
been the changes to the 457 visa scheme and the effects boards of yesterday no longer hold the key to finding the
on an already tight candidate pool. This has had an best in the market. Many employers are also spending
adverse effect on many businesses being able to operate resources on the implementation of internal training and
efficiently and has held many back from expansion plans. development programs and with a focus on lowering
turnover and employee retention.
experiencing in Sydney?
We, like many others, are facing challenges in candidate M A N Y M O R E A R E L E AV I N G T H E

attraction and retention as are our clients. Although at H O S P I TA L I T Y I N D U S T R Y T H A N
this time we have higher unemployment, there is a lack ARE ENTERING...
of quality in the market and many more are leaving the
hospitality industry than are entering. This is being even
more highlighted by the low enrolments in apprenticeship
programs in NSW.
24
Is there anything that has had a positive impact What is the most important thing that candidates
on your market in the past 12 months? can do to secure a new position?
There have been many positives in the industry in the Be professional and think of the future, not just the
last year. The Sydney market has seen a large amount moment. There are many fantastic opportunities that
of new hotel builds, the Barangaroo precinct and the re- are missed by pre-conceptions and not doing ones
development of the main foodie hub in Parramatta have all
homework. The candidate needs to interview the employer
added to a very buoyant and growth oriented hospitality
just as much as the other way, so be prepared to ask
market. This is being coupled with many sites being
questions.
taken over by larger hospitality groups with a focus on the
development of new food trends in the market, which has
had a very beneficial effect in the larger dining scene.
next 12 months?
The year ahead looks exciting! There are many projects

and large international players entering the market and this
THERE ARE MANY should provide a healthy competitive market offering more
PROJECTS AND LARGE choice for the candidate, whilst also providing some well
needed jobs in the market.
I N T E R NAT IO NA L
P L AY E R S E N T E R I NG What impact do you think these changes in the
THE MARKET AND THIS next 12 months will have on your market and
S H OU L D P R OV I D E A what is the best way to deal with them?
H E A LT H Y COM P E T I T I V E
M A R K E T, O F F E R I NG I think that these factors are going to add to an already
healthy market. We have been and will continue to work
MO R E C H OIC E FO R T H E
with our partners to help them develop processes that will
C A N DI DAT E focus on the development of their teams and long term
plans for retention.
While we focus on building our networks in the industry,

we are able to stay ahead of the trend and work with our
clients to ensure that they are able to develop the best
What trends have you seen in the hospitality teams to run smooth and successful businesses. {
There have been many successful trends in the market

over the last year. Most notably are the changes of the
local pub meal scene where there has been a notable
focus on creativity and offer better quality as well as value.
The other trend that has become huge is the growth
of the home delivery market and how this can effect
sales growth of a venue as well as bring to a broader
market. Although there are many positives in offering CO N TAC T
this to clients, there is also a financial downside, which is
becoming apparent. Frontline Hospitality Sydney
Level 11, 70 Pitt St
Sydney NSW 2000
P: +61 2 8016 5490
Be respectful, pay them what they are worth and offer a sydney@frontlinehospitality.com.au
balanced roster. The candidates today are much more
savvy and if they are being taken advantage of, they
will leave. Offer them growth, succession plans and
opportunity is the way to maintain and happy team.
25
201 8 –201 9
SALARY COMPARISON TABLES

N S W & AC T
AUS T R A L I A
REGIONAL NSW METRO NSW ACT
($ ’ 0 0 0) ($ ’ 0 0 0) ($ ’ 0 0 0)
R E G I S T E R E D C LU B
General Manager $90k - $180k $110k - $200k $90k - $180k
Gaming Executive $80k - $30k $90k - $200k $80k - $130k
Human Resources Manager $75k - $130k $80k - $140k $75k - $130k
Gaming Manager $75k - $85k $80k - $100k $75k - $85k
Operations Manager $70k - $90k $90k - $110k $70k - $90k
Duty Manager $60k - $80k $70k - $90k $60k - $80k
Bistro Manager $60k - $70k $60k - $80k $60k - $65k
Functions Manager $55k - $70k $65k - $85k $55k - $70k
F&B Supervisor $55k $55k - $60k $62k - $68k
Chef - Executive $80k - $120k $90k - $140k $90k - $130k
Chef - Head $70k - $90k $75k - $110k $75k - $100k
Chef - Sous $55k - $65k $65k - $75k $65k - $70k
Chef - de Partie $55k - $60k $55k - $65k $55k - $60k
Chef - Demi $53k $53k $52k - $54k
Cook/Chef $50k $50k $45k - $54k
PUB
2IC / Operations Manager $65k - $75k $65k - $80k $65k - $75k
Assistant Manager $60k - $70k $60k - $75k $60k - $65k
Event Coordinator $55k - $65k $60k - $70k $55k - $60k
Supervisor $50k - $55k $55k - $60k $50k - $55k
Chef - Executive Group $80k - $120k $100k - $150k $120k - $150k
Chef - Head $70k - $95k $80k - $110k $75k - $100k
Chef - Sous $55k - $65k $65k - $75k $65k - $70k
Chef - Demi $53k $53k $53k - 55k
Chef - Commis $50k $50k $52k - $54k
QSR / CAFÉ
Area Manager $70k - $80k $70k - $95k $75k - $110k
Manager $55k - $68k $55k - $75k $55k - $65k
Shift Supervisor $50k - $60k $55k - $60k $50k - $55k
Barista $50k - $60k $55k - $60k $45k - $50k
26
201 8 –201 9

CO N T I N U E D
N S W & AC T
AUS T R A L I A
($ ’ 0 0 0) ($ ’ 0 0 0) ($ ’ 0 0 0)
R E S TAU R A N T
Manager $65k - $80k $75k - $90k $70k - $90k
Bar Manager $55k - $65k $60k - $70k $55k - $70k
Supervisor $50k - $60k $55k - $65k $52k - $57k
Chef - Head $70k - $85k $85k - $110k $75k - $100k
Chef - Sous $57k - $65k $68k - $75k $65k - $75k
Chef - Pastry $52k - $65k $60k - $80k $65k - $75k
Chef - Commis $50k - $54k $52k - $55k $52k - $55k
R E S TAU R A N T (C H E F S H AT)
Manager $75k - $95k $80k - $110k $75k - $110k
Sommelier $65k - $80k $70k - $80k $65k - $90k
Reservations Manager $50k - $60k $60k - $65k $60k - $70k
Chef - Head $75k - $90k $85k - $110k $80k - $110k
Chef - Sous $65k - $70k $70k - $80k $70k - $75k
Chef - Commis $58k - $65k $55k - $60k $54k - $58k
VENUE / BAR
General Manager/Licensee $70k - $85k $75k - $85k $65k - $80k
Operations Manager $60k - $70k $65k - $75k $70k - $90k
Assistant Manager $55k - $65k $60k - $70k $65 - $73k
BDM $50k - $60k $60k - $70k $60k - $75k
27
201 8 –201 9

CO N T I N U E D
N S W & AC T
AUS T R A L I A

($ ’ 0 0 0) ($ ’ 0 0 0) ($ ’ 0 0 0)
HOTEL
HR Manager $75k - $90k $80k - $110k $80k - $100k
F&B Manager $65k - $80k $70k - $100k $75k - $105k
Revenue Manager $65k - $85k $80k - $130k N/A
Conference & Events Sales Executive $65k - $80k $75k - $120k $65k - $90k
Front Office Manager $60k - $68k $65k - $75k $65k - $75k
Event Manager $55k - $65k $70k - $90k $60 - $65k
Guest Services Manager $55k - $60k $60k - $65k $55k - $60k
Bar Manager $55k - $60k $60k - $70k $60k - $65k
F&B Supervisor $50k - $54k $50k - $58k $50k - $60k
Chef - de Cuisine $75k - $95k $75k - $95k $75k - $100k
Chef - Executive Sous $70k - $90k $75k - $90k $75k - $85k
Chef - Head $70k - $90k $75k - $90k $75k - $100k
Chef - Sous $58k - $68k $65k - $70k $65k - $70k
Chef - Breakfast $55k $55k - 60k $50k - $55k
Breakfast Commis $50k - $55k $53k - 58k $50k - $54k
Chef - Commis $50k - $54k $53k - 58k $50k - $54k
Chef - Demi $50k - $54k $53k - 58k $50k - $55k
Chef - Apprentice $42k - $45k $45k - 48k $32k - $38k
28
201 8 –201 9

CO N T I N U E D
N S W & AC T
AUS T R A L I A

($ ’ 0 0 0) ($ ’ 0 0 0) ($ ’ 0 0 0)
E V E N T S/C AT E R I NG/
F U NC T IO N S
Events Sales Executive $65k - $75k $70k - $80k $70k - $90k
Event Manager $55k - $65k $60k - $75k $60k - $75k
Event Coordinator $50k - $63k $60k - $70k $55k - $70k
F&B Supervisor $50k - $60k $55k - $65k $52k - $57k
Chef - Head $70k - $90k $75k - $110k $75k - $110k
Chef - Sous $55k - $65k $$65k - $75k $65k - $75k
EXECUTIVE ROLES
CEO Registered Club $120k+Min $160k+Min $120k+Min
Financial Controller $110k+Min $110k+Min $110k+Min
Group Revenue Manager/Hotels $95k+Min $100k+Min $95k+Min
Group Operations Manager/Pub $90k+Min $100k+Min $110k - $150k
Group BDM Hotels $85k+Min $100k+Min $70k - $90k
Group Operations Manger /QSR $85k+Min $90k+Min $85k+Min
Operations Manager/Area $85k+Min $80k+Min $80k - $120k
Group Venue Manager $80k+Min $110k+ Mn $110k - $150k
Group Sales and Marketing Director $80k+Min $100k+Min $80k+Min
CEO Restaurant Group $80k+Min $100k+Min $80k+Min
Marketing Manager $80k+Min $90k+Min $70k - $85k
29
201 8 –201 9

V IC
AUS T R A L I A
REGIONAL VIC METRO VIC

($ ’ 0 0 0) ($ ’ 0 0 0)
Bistro Manager $60k - $80k $60k - $80k
F&B Supervisor $55k - $60k $55k - $65k
Chef - Executive $80k - $100k $80k - $120k
Chef - Head $80k - $90k $80k - $100k
Chef - Sous $60k - $70k $60k - $70k
Chef - de Partie $52k - $58k $52k - $58k
Cook/Chef $48k - $50k $48k - $50k
PUB
2IC / Operations Manager $65k - $75k $65k - $75k
Assistant Manager $60k - $65k $60k - $70k
Event Coordinator $55k - $60k $55k - $60k
Functions Manager $60k - $80k $60k - $80k
Duty Manager $55k - $60k $55k - $60k
Supervisor $55k - $60k $55k - $60k
Chef - Executive Group $90k - $120k $90k - $120k
Chef - Head $80k - $100k $80k - $100k
Chef - Sous $60k - $70k $60k - $70k
Chef - Demi $50k - $55k $50k - $55k
Chef - Commis $50k - $55k $50k - $55k
VENUE / BAR
General Manager/Licensee $65k - $85k $75k - $120k
Operations Manager $65k - $75k $65k - $75k
Functions Manager $60k - $65k $65k - $75k
BDM $70k - $100k $80k - $120k
30
201 8 –201 9

CO N T I N U E D
V IC
AUS T R A L I A
($ ’ 0 0 0) ($ ’ 0 0 0)
R E S TAU R A N T
Manager $70k - $100k $70k - $100k
Bar Manager $55k - $65k $55k - $65k
Chef - Head $75k - $120k $75k - $120k
Chef - Sous $65k - $75k $65k - $80k
Chef - Pastry $55k - $70k $55k - $75k
Chef - Commis $50k - $55k $48k - $52k
Manager $70k - $100k $75k - $100k
Sommelier $60k - $80k $60k - $80k
Reservations Manager $55k - $65k $60k - $70k
Shift Supervisor $50k - $55k $50k - $55k
Chef - Head $75k - $100k $75k - $100k
Chef - Sous $65k - $80k $65k - $80k
Chef - Pastry $55k - $70k $55k - $75k
Chef - Commis $50k - $55k $48k - $52k
QSR / CAFÉ
Area Manager $80k - $100k $80k - $100k
Manager $55k - $60k $70k - $85k
Barista $55k - $65k $55k - $70k
31
201 8 –201 9

CO N T I N U E D
V IC
AUS T R A L I A

($ ’ 0 0 0) ($ ’ 0 0 0)
HOTEL
HR Manager $65k - $80k $65k - $80k
F&B Manager $65k - $80k $65k - $80k
Conference & Events Sales Executive $80k - $100k $80k - $120k
Front Office Manager $55k - $65k $60k - $75k
Event Manager $65k - $80k $65k - $85k
Guest Services Manager $55k - $65k $65k - $75k
Chef - de Cuisine $80k - $100k $80k - $100k
Chef - Executive Sous $70k - $80k $70k - $80k
Chef - Head $70k - $90k $75k - $100k
Chef - Sous $60k - $70k $65k - $75k
Chef - Pastry $55k - $65k $55k - $65k
Chef - Breakfast $52k - $55k $52k - $55k
Breakfast Commis $48k - $50k $48k - $50k
Chef - Commis $50k - $52k $50k - $52k
Chef - Demi $50k - $55k $52k - $55k
Chef - Apprentice Award Award
32
201 8 –201 9

CO N T I N U E D
V IC
AUS T R A L I A

($ ’ 0 0 0) ($ ’ 0 0 0)
E V E N T S/C AT E R I NG/ F U NC T IO N S
Events Sales Executive $80k - $100k $80k - $100k
Chef - Head $75k - $90k $75k - $100k
Chef - Sous $55k - $75k $55k - $75k
Chef - Pastry $55k - $70k $55k - $70k
EXECUTIVE ROLES
Group Operations Manager/Pub $70k - $80k $70k - $80k
Group BDM Hotels $80k - $100k $80k - $100k
Operations Manager/Area $80k - $120k $80k - $120k
Group Venue Manager $90k - $140k $90k - $140k
Marketing Manager $65k - $85k $65k - $85k
33
201 8 –201 9

QLD & NT
AUS T R A L I A
QLD NT
($ ’ 0 0 0) ($ ’ 0 0 0)
Chef - Head $70k - $75k $70k - $75k
Chef - Sous $60k - $65k $60k - $65k
Chef - Demi $47k - $50k $47k - $50k
Cook/Chef $47k $47k
PUB
2IC / Operations Manager $65k - $75k $75k +
Functions Manager $55k - $60k $60k +
Duty Manager $55k - $60k $55k
Chef - Executive Group $100k $100k +
Chef - Head $70k - $90k $70k - $80k
Chef - Sous $65k - $70k $65k - $70k
Chef - Demi $48k - $52k $48k - $42k
Chef - Commis $45k - $49k $45k - $50k
QSR / CAFÉ
Area Manager $75k $80k +
Manager $55k - $65k $55k - $60k
Shift Supervisor $48k - $55k $45k +
Barista $45k - $50k $40k - $45k
34
201 8 –201 9

CO N T I N U E D
QLD & NT
AUS T R A L I A
QLD NT
($ ’ 0 0 0) ($ ’ 0 0 0)
R E S TAU R A N T
Manager $60k - $70k $60k - $65k
Assistant Manager $55k - $60k $55k +
Chef - Head $65k $70k +
Chef - Sous $55k - $65k $62k - $68k
Chef - Pastry $65k - $75k $65k - $75k
Chef - Commis $48k - $52k $48k - $52k
Manager $70k - $85k $60k - $70k
Sommelier $70k - $80k $60k +
Chef - Head $75k $70k +
Chef - Sous $60k - $70k $60k - $70k
Chef - Pastry $65k - $75k $62k - $70k
Chef - Commis $48k - $52k $45k - $48k
VENUE / BAR
Operations Manager $60k - $70k $70k +
Duty Manager $50k - $55k $55k
BDM $60k - $65k $80k - $90k
35
201 8 –201 9

CO N T I N U E D
QLD & NT
AUS T R A L I A
QLD NT
($ ’ 0 0 0) ($ ’ 0 0 0)
HOTEL
HR Manager $65k - $90k $65k - $80k
F&B Manager $65k - $85k $60k - $70k
Bar Manager $50k - $60k $50k - 60k
Shift Supervisor $45k - $50k $45k - 48k
Chef - Head $75k - $85k $75k - $85k
Chef - Sous $60k - $70k $60k - $75k
Chef - Pastry $65k - $75k $50k - $70k
Chef - Breakfast $45k - $55k $45k - 48k
Chef - Commis $48k - $50k $48k +
Chef - Demi $48k - $52k $48k - $52k
36
201 8 –201 9

CO N T I N U E D
QLD & NT
AUS T R A L I A
QLD NT
($ ’ 0 0 0) ($ ’ 0 0 0)
Event Coordinator $55k $55k +
Chef - Executive $90k - $110k $70k +
Chef - Head $65k - $80k $60k +
Chef - Sous $60k - 70k $60k+
Chef - Pastry $60k - $65k $65k +
EXECUTIVE ROLES
Group Operations Manager/Pub $80k + $80k +
Group BDM Hotels $70k - $85k $75k +
37
201 8 –201 9

WA & S A
AUS T R A L I A
WA SA
($ ’ 0 0 0) ($ ’ 0 0 0)
General Manager $85k - $110k N/A
Human Resources Manager $85k - $95k N/A
Operations Manager $75k - $95k N/A
Duty Manager $55k - $60k N/A
Functions Manager $65k - $85k N/A
Chef - Head $80k - $100k $65k - $75k
Chef - Sous $60k - $70k $58k - $62k
Chef - Demi $48k - $55k $47k - $50k
Cook/Chef $48k - $52k $45k - $47k
PUB
2IC / Operations Manager $65k - $70k $75k +
Chef - Executive Group $95k - $120k $100k +
Chef - Head $75k - $95k $70k - $80k
Chef - Sous $65k - $80k $65k - $70k
Chef - Demi $55k - $60k $50k - $58k
Chef - Commis $50k - $55k $45k - $49k
QSR / CAFÉ
Area Manager $80k - $100k $80k +
Manager $58k - $70k $55k - $70k
Shift Supervisor $50k - $60k $45k +
Barista $50k - $60k $42k - $48k
38
201 8 –201 9

WA & S A CO N T I N U E D
AUS T R A L I A
WA SA
($ ’ 0 0 0) ($ ’ 0 0 0)
R E S TAU R A N T
General Manager $75k - $110k N/A
Manager $65k - $85k $65k - $80k
Chef - Head $75k - $95k $65k +
Chef - Sous $65k - $75k $55k - $65k
Chef - Pastry $70k - $85k $62k - $68k
Chef - Commis $45k - $48k $45k - $48k
Manager $70k - $85k $60k - $75k
Sommelier $75k - $85k $60k +
Chef - Head $75k - $100k $70k +
Chef - Sous $70k - $80k $65k - $75k
Chef - Pastry $70k - $85k $62k - $68k
Chef - Commis $45k - $48k $45k - $50k
VENUE / BAR
Operations Manager $75k - $90k $70k +
BDM $65k - $80k $80k - $90k
39
201 8 –201 9

AUS T R A L I A
WA SA
($ ’ 0 0 0) ($ ’ 0 0 0)
HOTEL
General Manager $80-$180k N/A
HR Manager $75k - $95k $65k - $90k
F&B Manager $65k - $95k $65k - $80k
Shift Supervisor $50k - $55k $45k -$48k
Chef - Head $75k - $100k $70k - $90k
Chef - Sous $65k - $80k $55k - $65k
Chef - Pastry $65k - $75k $50k - $70k
Chef - Commis $45k - $48k $45k -$48k
Chef - Demi $48k - $55k $48k - $50k
Chef - Apprentice $40k - $45k Award
40
201 8 –201 9

AUS T R A L I A
WA SA
($ ’ 0 0 0) ($ ’ 0 0 0)
Event Coordinator $55k - $65k $55k +
Chef - Executive $90k - $120k $70k +
Chef - Head $80k - $100k $65k +
Chef - Sous $65k - $75k $60k +
Chef - Pastry $70k - $85k $65k +
EXECUTIVE ROLES
Financial Controller $85 - $120k N/A
Group Revenue Manager/Hotels $90 - $120k N/A
Group Operations Manager/Pub $95 - $150k $80k +
Group Operations Manger /QSR $95 - $130k N/A
Group Sales and Marketing Director $90k - $140k N/A
CEO Restaurant Group $100k - $140k N/A
41
201 8 –201 9

AUC K L A N D & S OU T H I S L A N D
NEW ZEALAND
AU C K L A N D STH ISLAND
($ ’ 0 0 0) ($ ’ 0 0 0)
R E S TAU R A N T
Group Operations Manager $70k - $120k $70k - $120k
General Manager $60k - $80k $60k - $80k
Chef - Head $60k - $70k $60k - $70k
Chef - Pastry $50k - $55k $50k - $55k
Chef - Sous $45k - $55k $45k - $55k
Chef - Head $75k - $90k $75k - $90k
Chef - Sous $55k - $60k $55k - $60k
Sommelier $50k - $55k $50k - $55k
VENUE / BAR
General Manager $60k - $80k $60k - $80k
HOTEL
F&B Manager $55k - $60k $55k - $60k
Chef - Sous $50k - $65k $50k - $65k
42
201 8 –201 9

AUC K L A N D & S OU T H I S L A N D CO N T I N U E D
NEW ZEALAND
($ ’ 0 0 0) ($ ’ 0 0 0)
PUB
General Manager / Licensee $60k - $80k $60k - $80k
Chef - Executive Group $90k - $110k $90k - $110k
Chef - Head $60k - $65k $60k - $65k
Chef - Sous $45k - $55k $45k - $55k
Chef - de Partie $40k -$48k $40k -$48k
QSR / CAFÉ
Area Manager $70k - $90k $70k - $90k
Manager $45k - $50k $45k - $50k
E V E N T S / C AT E R I NG / F U NC T IO N S
Chef - Head $60k - $80k $60k - $80k
Conference & Events Sales Executive $55k- $60k $55k- $60k
EXECUTIVE ROLES
National Operations Manager $100k - $120k $100k - $120k
Group General Manager $80k - $120k $80k - $120k
Group Operations Manager $80k - $110k $80k - $110k
Group HR Manager $65k - $75k $65k - $75k
43
201 8 –201 9

CO N T I N U E D
NEW ZEALAND
($ ’ 0 0 0) ($ ’ 0 0 0)
HOTEL
HR Manager $65 - $90k $65 - $90k
F&B Manager $65 - $80k $65 - $80k
Shift Supervisor $45k -$48k $45k -$48k
Chef - Head $70k - $90k $70k - $90k
Chef - Sous $55k - $65k $55k - $65k
Chef - Pastry $50k - $70k $50k - $70k
Chef - Commis $45k - $48k $45k - $48k
Chef - Demi $48k - $50k $48k - $50k
44
201 8 –201 9

CO N T I N U E D
NEW ZEALAND
($ ’ 0 0 0) ($ ’ 0 0 0)
Event Coordinator $55k + $55k +
Chef - Executive $70k + $70k +
Chef - Head $65k + $65k +
Chef - Sous $60k + $60k +
Chef - Pastry $65k + $65k +
EXECUTIVE ROLES
Group Operations Manager/Pub $80k + $80k +
45
46
FRON T LI NE R ECRUI TM E N T GROUP.
CHOICE
T H E R ECRU I TM E N T
PROFESSIONA LS OF
At Frontline, our team is dedicated to helping FRONTLINE
employers and candidates connect. With years of SNAPSHOT

Structure:
experience and a passion for what we do, we work 5 brands, supported by
hard to find the right candidate for every role, and vice an agency support team
versa. It all comes down to understanding what people Countries of operation:

Australia and New Zealand
need, and giving them the best options possible.
Number of agencies:
There’s a world of choice out there – we just want to 51
help you make the most of it. { Number of staff:

approx 100
We’ve chosen to focus on five very specialised areas – retail, hospitality, healthcare,
education and construction. Over the years, we’ve developed an intimate understanding
of these industries, so we’re perfectly positioned to meet your needs. We know how your
world works, and we speak your language.
OUR STORY
FROM CARAVANS TO
MASTER PLANS
Frontline Recruitment Group (FRG) was
RECRUITMENT founded in 1995 by Debbie Davis. As a
mum caring for a young son, she switched
from her former full-time role with a leading
fashion retailer to a part-time one, handling
the brand’s recruitment needs. Over time,
Debbie received recruitment enquiries from
other retailers in NSW, and then interstate –
and so FRG was born.
In the beginning, FRG was operated
CONSTRUCTION EDUCATION exclusively by ex-retailers with young
children who were unable to work
full-time hours. As a home-based business,
candidates were interviewed in coffee shops,
shopping centres and hotels. Our first offices
were in a garden shed in Sydney, a garage in
Melbourne and a caravan in a front garden
in Brisbane!
HEALTH HOSPITALITY RETAIL
Providing you the best choice Providing you the best choice
47
HOSPITALITY
Providing you the best choice
F R O N T L I N E H O S P I TA L I T Y
Number of agencies: 12
Countries of operation: Australia, New Zealand
Number of staff: approx. 20
Year opened: 2006

www.frontlinerecruitmentgroup.com/au/hospitality
www.frontlinerecruitmentgroup.com/nz/hospitality

linkedin.com/company/
frontline-hospitality-recruitment

facebook.com/
FrontlineHospitalityRecruitment

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FRONTLINE

W ELC OME SA L A RY GUID

• Market Insights into recruitment trends specific

INSIGHTS & data pulled directly

STATE OF THE external survey,

890,800 3 74 , 9 0 0 * New South Wales 2 74 , 6 0 0

Up to $50k $50k–$70k $70k–$100k $100k+

Now more than

Higher remuneration (including

At what stage do you 2 salary, bonus and benefits)

Dissatisfaction with company,

AC T & S OU T HERN NSW

Investing back into your staff is also something that

What is the most important thing that clients can

If you are an employer looking for top talent within

The positive aspects of the Melbourne market are

What is the most important thing that clients can

Clients need to ensure they have a strong team culture

Many of New Zealand’s markets are now outperforming

What trends have you seen in the hospitality

Some major trends we have seen in the hospitality

What is the most important thing that clients can

Clients need to make sure that they meet the salary

What is the most important thing that candidates

Candidates really need to be honest with recruiters

How do you think the market will change in the next

I am feeling optimistic that there will be a shuffle in jobs

Providing a harmonious work environment with adaptable

What is the most important thing that candidates

The State Government has pledged to increase funding

What trends have you seen in the hospitality

With higher unemployment rates, employers obviously

As candidates continue to seek the best of the best

Due to such a competitive, buoyant market one of the

Partnering with a national recruitment agency that has

What is the most important thing that candidates

Partner with a recruitment agency that can help you

We, like many others, are facing challenges in candidate M A N Y M O R E A R E L E AV I N G T H E

The year ahead looks exciting! There are many projects

While we focus on building our networks in the industry,

There have been many successful trends in the market

SALARY COMPARISON TABLES

SALARY COMPARISON TABLES

SALARY COMPARISON TABLES

REGIONAL NSW METRO NSW ACT

SALARY COMPARISON TABLES

REGIONAL NSW METRO NSW ACT

SALARY COMPARISON TABLES

REGIONAL VIC METRO VIC

SALARY COMPARISON TABLES

SALARY COMPARISON TABLES

REGIONAL VIC METRO VIC

SALARY COMPARISON TABLES

REGIONAL VIC METRO VIC

SALARY COMPARISON TABLES

SALARY COMPARISON TABLES

SALARY COMPARISON TABLES

SALARY COMPARISON TABLES

SALARY COMPARISON TABLES

SALARY COMPARISON TABLES

SALARY COMPARISON TABLES

SALARY COMPARISON TABLES

SALARY COMPARISON TABLES

• Market Insights into recruitment trends specific