Economic subjects | Human resource management » Frontline Hospitality Salary Guide and Market Insight Report

Source: http://www.doksinet FRONTLINE H O S P I TA L I T Y 201 8/201 9 S A L A RY GUIDE AND MARKET INSIGHT REPORT HOSPITALITY Providing you the best choice Source: http://www.doksinet PR OV ID IN G YO U T HE BE ST C H O I C E 2 Source: http://www.doksinet W E LCOME TO OUR H EA L SA L A RY GUID W ELC OME Welcome to the annual Frontline Hospitality Recruitment Salary Guide for the 2018-19 financial year! First released in 2008, this guide provides a comprehensive review of: • • Applications per advertisement • Placements from Search vs Advertising Welcome to the annual Frontline Health Recruitment • Time from application to placement Guide for the 2017-18 financial year! • Percentage of Candidates placed in the position apply for in 2012, this salary guide Firstthey released Current Salaries in the hospitality industry prov • Time from Job listing to placement comprehensive review of the latest recruitment tren salary information in the Health Industry in

Austra Once again, the data behind these insights is real and New Zealand. { it provides actual perspectives on what verified, and as such • Market Insights into recruitment trends specific to the hospitality industry and • Hiring and Salary Expectations of Employers in the hospitality industry 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 who have advertised roles through Frontline Health and candida candidate these insights will help give you an understanding have been placed. SALARY GUIDE of how the recruitment market is working and what changes andsalary trendsfigures are happening now. Hospitality The are based onFrontline actual base salaries for candida updates these “market insights” annually and releases them have been placed during the past 12 months, and candidate’s each month, so we use the Salary guide as a vehicle to

Health. in their position prior to being interviewed by Frontline consolidate and present these in one place. Unlike many other Salary guides that are based on surveys which ask participants to disclose their salary, the salary figures in this guide are based on: • Actual base salaries of candidates who have been placed by Frontline Hospitality during the past 12 months, and • Candidate’s salaries which have been verified in the position they held prior to being placed Frontline Hospitality. This year we have also conducted an extensive survey of he We have also included commentary from each ourout more ab employers in Australia and New Zealand, to of find Frontline Agency Owners, who next have looked hiring andHospitality salary expectations for the year. The results at the challenges, trends and predictions for candidates survey can be found on the next three pages in our ‘State of th and recruiters Market’ report. in their various markets So, you can be confident the

figures in this guide are authentic and very much up to date. 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 welcome any feedback. Finally, this year we have also conducted an extensive survey of over 250 employers in Australia and New Zealand, to find out more about their hiring and salary expectations for the next year. The results of this survey can also be found in our ‘State of the Market’ report. MARKET INSIGHTS Throughout this guide we have also included many “market insights” specific to the Australian and New 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 Source: http://www.doksinet MARKET INSIGHTS & STATE OF THE MARKET REPORT B Y CO U N T R Y 890,800 Based on the latest data pulled directly from our candidate database, as well as results from an external survey, we present a range of snapshots of candidate behaviour and recruitment trends. B Y S TAT E 3 74 , 9 0 0 * Workforce employed in Hospitality May 2018 *Figure represents the Retail Trade & Accommodation and Food Service Industry in New Zealand New South Wales Victoria Queensland South Australia Western Australia Northern Territory Tasmania Australian Capital Territory 2 74 , 6 0 0 235,200 1 8 2 ,1 0 0 55,000 9 8 ,1 0 0 9,500 18,600 1 7,7 0 0 Source: Australian Bureau of Statistics and New Zealand Ministry of Business, Innovation & Employment 35 30 25 20 Average number of days from application to placement continues to increase 15 10 5 0 2008 2009 2010 2011 22 Up to $50k 2013 2014 2015

2016 26 D AY S Days from job listing to placement by salary bracket 2012 D AY S $50k–$70k 29 $70k–$100k $100k+ 26 D AY S D AY S 4 2017 2018 Source: http://www.doksinet 27% Who did we place more of: new candidates, or known candidates? not previously on Frontline database 7 3% already on Frontline database • 73% of the candidates placed were already on our database • The average amount of time on the database was 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 necessarily the job you start. Ads vs search: which results in the most placements? • The figures show that once a candidate is on our database, even if they miss out on the role they first apply for, the overwhelming majority land a subsequent role 8 3% of candidates were placed via search or in alternate positions 3 9. 8 % ad

response 6 0. 2 % search 5 • Because of the exceptional reach of our database, most of our placements were of candidates who were already registered and matched the role criteria Source: http://www.doksinet Head Chef 3 5. 3% Sous Chef 3 2 .7 % Chef de Partie What are the hardest roles to fill in the Hospitality industry? 2IC / Operations Manager 23 .7 % Duty Manager 2 0. 5% Bar Manager 19.9 % % of respondents who named this role as the hardest to fill Forecast employee salary increases over the next 12 months 19.1% 31 .6 % 2 2 .0 % Yes, all my employees will receive the same % increases Yes, but it will vary according to performance Yes, but only my best performing employees What do you think are the top key reasons employees are likely to leave a job? 2 7. 2 % No forecast salary increases At what stage do you generally discuss salary during the interview process? 40.5% During the application process or first interview 3 2 .0 % 2 0 .7 % Second or subsequent

interviews 3 5 .1 % Final interview or offer stage 1 Further career advancement 2 Higher remuneration (including salary, bonus and benefits) 3 Better work-life balance 4 Dissatisfaction with company, role or employer 5 Better location 7 5.9 % 6 9.6 % 5 2 .7 % 51 . 8 % 1.8% Never 6 3 6.6 % Source: http://www.doksinet Over the next 12 months, Hospitality Employers predict their staff levels to. Increase full-time staff 3 6. 4% Increase part-time staff 1. Measurable results What are the top 5 factors Hospitality Employers review before offering a salary increase? 2. Professional conduct 3. Company loyalty 4. Taking on extra tasks 5. Time since last payrise 24 . 2 % Increase casual staff 2 9.7 % Remain the same What factors do Retail Employers expect to impact salary levels in the next 12 months? 3 3 .9 % Decrease 3 .6 % Individual, team or company performance 5 9.1% Other 0.6 % Minimum Wage / Award changes 4 5.9 % Domestic economic conditions

21.2% Do Hospitality Employers offer salary packages or fringe benefits to their employees? Inflation Competition 1 7. 5% Global economic conditions 5. 8 % 6 8 .9 % No 19 % 31 . 2 % Don’t expect any factors to impact Yes 5. 8 % 4 4 .9 % Word of mouth 3 5. 2 % Where do Hospitality Employers advertise their vacancies? Company website 77% Online job boards 2 . 4% Other 2 6.7 % Advertise internally 4 3% Social media 14 .6 % 4.2% Employee referral program Recruitment agencies 7 Source: http://www.doksinet Hot air ballooning near Black Mountain, Canberra ACT FRONTLINE 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 NSW market in the last 12 months? Being such a transient town it is getting harder to keep staff from job-hopping around Canberra. Over the last twelve months we have witnessed the candidate market in Canberra tighten further with many new venues opening. The

Kingston foreshore continues to expand, along with the revitalisation of Braddon and some amazing additions to the City Centre. The light rail project that began earlier in the year has made Northbourne Avenue change drastically and no doubt we will see some exciting redevelopment in the retail and hospitality space along the corridor over the coming years. We have seen a growth of unskilled workers moving into What are some challenges that you are experiencing in Canberra? new opportunities in the market. Canberra has always had a shortage of qualified skilled labour. the skilled labour our clients are after due to the skill Canberra which is making it harder for new Hospitality businesses to keep high standards without outlaying large investments on staff training and upskilling. What is the best way to manage these challenges as a recruiter? We need to constantly be in touch with candidates to know when they are thinking of a change or are open to We are also having to

search far abroad of ACT to find shortage in Canberra and Southern NSW. 8 Source: http://www.doksinet Is there anything that has had a positive impact on the Canberra market in the past 12 months? What is the most important thing that candidates can do to secure a new position? There has been a strong growth in new business in Canberra over the last 12 months. This is creating more jobs and also more choice for consumers. This can be seen as a positive in the employment market but can also have the opposite affect on finding the right staff for all the new businesses that are opening. Candidates need to make sure they are keeping their profile or CV up to date on social media. A trend we are seeing is that more and more employers are looking at candidates profiles on social media and this can sometimes give a false representation of the candidate. We are reminding candidates to always research the business they are interviewing with as this shows initiative and how serious you

are about your interview. Always be honest with your employer regarding your employment history, as well as having genuine references available is a great start. What trends have you seen in the hospitality industry in the last 12 months? There has been a move away from candidates looking for Visa sponsorship as the laws and rules are constantly changing. Businesses are also structuring their venues to be able to use less skilled staff to still have the same results. This can be seen across the board with most venues offering QSR style food. How do you think the market will change in the next 12 months? I think we will start to see some Canberra operators closing due to over supply. More technology is entering businesses, which is helping with stock control and also accuracy with meals and dietary requirements. This will have two affects on the market. 1. There will be more candidates looking for work What is the most important thing that clients can do to secure quality talent?

2. The remaining businesses will need to make sure that they have the best service and products on offer to secure their market share. There is always a tough balance for clients when it comes to looking after staff and having a high retention rate. The biggest thing we see candidates moving on from is over promising and under delivering. Candidates work hard and put a lot of trust in their employer to do the same. Businesses will need to be constantly adapting to changes and trends in the market place. This will keep their business fresh and show consumers they listen to what people are asking for. We will see more social media advertising coming at us as this is the new platform for business and advertising. Being proactive with social media and structuring your business to able to take advantage of market trends will be hugely important. { We constantly hear of candidates that are finding it too hard to keep up the 50 to 60 hour weeks that some operators have, so offering simple

things like having set rosters and fair hours of work will help. Making sure that staff have 2 consecutive days off is such a simple 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 PUT A LOT OF TRUST IN THEIR E M P L OY E R T O D O T H E S A M E . 64 Northbourne Ave Canberra ACT 2600 P: +61 2 6230 1170 canberra@frontlinehospitality.comau 9 Source: http://www.doksinet Story Bridge crossing the Brisbane River QLD FRONTLINE H O S P I TA L I T Y BRISB A NE P I A M A N WA R I NG AG E NC Y OW N E R W of top talent for employers within very short time hat has changed in the Brisbane market in 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 for Brisbane! Poised as one of Australia’s fastest growing leisure destinations, we saw a year of strong business confidence with clients investing, growing and expanding into our market. We had nine new hotels 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 years, Queen’s Wharf, Howard Smith Wharves and the proposed Brisbane Line. the position were qualified for the position. What we envision looking ahead with the large scale projects is our industry will face a crisis within the next two years, it is estimated about 9,000 jobs will be need to be filled by 2020. What is the best way to manage these challenges as a recruiter? At Frontline Hospitality we’ve had to adapt to the What are some challenges that you are experiencing in Brisbane?

insurgence in opportunity and we are pro-active rather With the rapid growth this year, it certainly is becoming harder for our recruitment consultants to source choice quickly and efficiently. When the market has more than reactive. We are ensuring our database is up to date with candidates ready to move for opportunities opportunities than qualified applicants, clients really 10 Source: http://www.doksinet process. Right now even before the boom, highly What is the most important thing that candidates can do to secure a new position? hours. Given the conditions of the current job market, Is there anything that has had a positive impact on your market in the past 12 months? be both a blessing and a curse. Take the stress out of do need to move efficiently through the recruitment sought after applicants are off the market within 24 candidates will be faced with endless choice which will 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 Brisbane. The W Hotel opening in Brisbane as the first 5 How do you think the market will change in the next 12 months? lot of excitement! The forecast ahead for our market is just too exciting for What trends have you seen in the hospitality industry in the last 12 months? two years is going to certainly create high demand for which has changed the dining landscape within star hotel to open in the last 20 years has also created a our Industry. The rapid growth we will see in the next 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 menu items for their Insta-worthiness. Social media What impact do you think

these changes will have on your market and what is the best way to deal with them? venues and menus than ever before. We have seen a This market will propel clients to be more stringent ordering with UberEats being a game changer, become a little more creative in their job offerings to by 2% this year, not only increasing sales but also conscious of the changing landscape and have already has become very influential and very cost effective for operators. Savvy operators are purposely creating is giving consumers access to information on more real shift towards technology advances from online in their recruitment process and they will have to suspected to have increased revenue in restaurant set themselves apart from the rest. Our team are very 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 agency will ensure you will only meet with clients that EXCITING TIME FOR BRISBANE! meet you needs. { What is the most important thing that clients can do to secure quality talent? If you are an employer looking for top talent within CO N TAC T this strong growth period, we recommend that you 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 you abreast of the market and future top talent before brisbane@frontlinehospitality.comau P: +61 7 3010 9522 become your brand ambassador and continually keep your competition. 11

Source: http://www.doksinet FRONTLINE H O S P I TA L I T Y 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 the last 12 months? This can make the decision process slow and if their The biggest change I have observed is the with our agency, we do the due diligence with the client research is not done effectively can lead to short term roles and continually rejoining the job market. Working 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 What is the best way to

manage these challenges as a recruiter? ongoing activity in Melbourne through entertainment and the arts, to highly attended sporting events, this spells very exciting times for Melbourne. As a recruiter we follow our processes to assist the client What are some challenges that you are experiencing in Melbourne? appointing and retaining great staff, through a thorough 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 Source: http://www.doksinet The candidate also needs to commit to a role, once a values and previous success, any additional incentives best efforts forward to succeed in the role for both path. and bonuses to make the offer a great long term career decision has been made to see it through and put

their employer and employee. How do you think the market will change in the next 12 months? CLIENTS NEED TO ENSURE THEY H AV E A S T R O N G T E A M C U LT U R E WITHIN THEIR BUSINESS OR 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 C A N D I DAT E S This market has continued to show growth, versatility and variety in all aspects of the hospitality industry over the past 5 years, and does not look like slowing down. The opportunities will continue to present themselves and this 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 A N E W R O L E , I S T O D O YO U R RESEARCH Is there anything that has had a positive impact on your market in the past 12 months? 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 What impact do you think these changes will

have on your market and what is the best way to deal with them? build their success. Melbourne is seen as the Food, Entertainment and Sporting capital of Australia and this attracts the best businesses and outlets to our region and the best staff. The biggest threat over the next 12 to 18 months will be What trends have you seen in the hospitality industry in the last 12 months? the shortage of chefs at all levels within the industry, the The trends standing out in the Melbourne market are candidates for overseas and the clients going through changes of the visa applications for chefs has added new restrictions, which has made it even more difficult for the 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. What is the most important thing that clients can do to secure quality talent? 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 St Kilda VIC 3182 What is the most important thing that candidates can do to secure a new position? P: 1300 120 461 melbourne@frontlinehospitality.comau 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 Source: http://www.doksinet Twilight over Queenstown,NZ FRONTLINE H O S P I TA

L I T Y 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 in the last 12 months? Visa applications getting denied. • Visa applications taking longer than they use to, causing stress for both candidates and clients alike. Visa restrictions have been tightened with visa 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 lengthy for the employer. What is the best way to manage these challenges as a recruiter? As a recruiter, you need to make sure you are forging close relationships with candidates, and gaining referrals for other candidates. What are some challenges that you are experiencing in New Zealand? 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, including onsite accommodation and meals. Employee benefits are very important to retain staff and gain quality candidate interest • Finding skilled candidates in this candidate short market. 14 Source: http://www.doksinet 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. What is the most important thing that clients can do to secure quality

talent? 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.conz Night view of the Sky Tower, Auckland NZ 15 Source: http://www.doksinet Nobby’s Lighthouse, Newcastle NSW FRONTLINE H O S P I TA L I T Y N OR T H C OAST NSW J

U L I A L O NG AG E NC Y OW N E R W With the further expansion of the industry within the territory, the skill shortage is becoming even more apparent. Salary expectations have also increased so businesses are needing to ensure that they are making an informed decision when hiring for key positions. hat has changed in the North Coast NSW market in the last 12 months? North Coast NSW has continued to expand and gentrify. More Sydney hoteliers are expanding into the 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 their businesses. The draw card for candidates is of course the cheaper cost of living as house pricing and rents continue to skyrocket in the larger cities. What is the best way to manage these challenges as a recruiter? As a recruiter for North Coast NSW, I rely on our National 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 and locations as they continue to adapt and gentrify to the growing population and customer expectation. What are some challenges that you are experiencing in North Coast NSW? The hospitality industry as a whole is at present facing an image problem – the industry is known for long hours, weekend work, high stress and high expectations – we need to attract the best talent in the market and keep them motivated within our industry by being adaptable and offer attainable opportunity for progression. I also really probe candidates for what drives them. Understanding a candidate’s key drivers and passions for their future will also allow me to find the right employer for them long term. 16 Source: http://www.doksinet Is there anything that has had a positive impact on your market in the past 12 months? Research the industry and be well informed with the change in trends and

customer expectation. Understand that a clear communication style with business owners and higher management is the best way to work on your progression plan and achieving long term goals within a business. The increase of cost of living and over crowding of the larger cities continues to be reported within the media leading a huge surge of movement to smaller cities and regional areas. The dream of owning property for young families and singles is becoming increasingly less achievable and therefore skilled, standout candidates are moving up the coast and increasing the skill set and offering throughout the hospitality industry in the area. How do you think the market will change in the next 12 months? The market is in a great position with most employers seeing an increase in business. The growth amongst the industry will continue to create further need for skilled candidates. Consumer confidence is high which not only creates an upturn in business for the hospitality industry but

also increases candidate’s confidence to entertain new job opportunities. What trends have you seen in the hospitality industry in the last 12 months? With the industry’s expansion and the population movement, customers expectations continue to develop also. Dining options within pubs and clubs are moving to a more gastro-pub style offering than general pub fare requiring a higher skilled chef to manage menu creation and brigade management and training. As the industry moves from an owner-operator style management structure to a group style management with publicans and hoteliers increasing their footprint and ownership to multiple venues, management candidates are required to have a larger understanding of the financial workings of a business. KPI bonuses and accountability are becoming part of most negotiations for higher positions and a great opportunity to create long term buy-in from strong, experienced and skilled candidates. What impact do you think these changes will have

on your market and what is the best way to deal with them? The expansion of the industry will continue and therefore the need to attract skilled staff to your business has become even more important. We partner closely with employers and are not only working on urgent fill roles but also have our client’s businesses in mind for when we meet candidates that suit their brand and culture. We continue to educate national candidates on the real wins of moving to more regional areas - the opportunity to be an influential part of the territory’s gentrification along with the a cheaper cost of living and more affordable housing has created a real buzz within our agency and the territory. We can only expect that the expansion continues and we look forward to assisting our clients with their recruitment needs during this very exciting time. { What is the most important thing that clients can do to secure quality talent? In order for businesses to attract the best talent within the market,

salary is not the only driver for candidates. Flexible working arrangements, opportunity of 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 are more interested in targeting a business/ preferred employer than sending out multiple applications without prior research therefore job advertisement applications are dwindling. It is often challenging to find the talent that you require to boost your business to new heights through the conventional channels of job boards and now we must look at referral based applications and passive candidates that are not applying to positions but are happy to hear regarding new opportunity. CO N TAC T Frontline Hospitality North Coast NSW

Level 11, 70 Pitt St Sydney NSW 2000 P: +61 2 8016 5490 northcoastnsw@frontlinehospitality.comau What is the most important thing that candidates can do to secure a new position? We now also have an agency recruiting for the Gold Coast & Byron Bay! Contact Julia Long to discuss all of your recruitment needs. As a candidate looking for your next position, ensure that you have a clear understanding of your progression plan and the style of business that you are interested in. 17 Source: http://www.doksinet Elizabeth Quay Bridge, Perth WA FRONTLINE H O S P I TA L I T Y 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 last 12 months? What are some challenges that you are 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 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 reopening of the iconic Melbourne Hotel in the Perth CBD. 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 Source: http://www.doksinet What is the best way to manage these challenges as a recruiter? Ensure your cover letter is written for the job you intend on

applying for adding points about how you can bring value to their business. We endeavour to match the correct candidates with How do you think the market will change in the next 12 months? the business to ensure they fit the required skill set and culture fit. We are lucky to be the first port of call for Interstate Hospitality candidates looking for a new Although the economy is starting to improve, we will position in WA. We always meet with them face-to-face probably not see an immediate benefit to the hospitality to explore their background along with their wants and industry for a year or so as people start to get back on needs to be able to match them with the perfect job. 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 WITH A DROP IN C U S T OM E R S P E N DI NG OV E R T H E PA S T F E W YEARS, BUSINESSES ARE F IG H T I NG H A R D FO R C U S T OM E R S to

Tourism WA to back their two-year plan to attract and retain international visitors to all parts of the state. We also have several new exciting hotel developments with Ritz-Carlton due to open a $500m flagship 204 room hotel at Elizabeth Quay in 2019 along with Doubletree opening a 206 room hotel in Northbridge and QT opening a 184 room hotel in 2018. What trends have you seen in the hospitality industry in the last 12 months? What impact do you think these changes will have on your market and what is the best way to deal with them? With a drop in customer spending over the past few years, businesses are fighting hard for customers with increased marketing and special price sensitive offers along with venues offering a distinct point of difference, We see business continuing to be tough for operators whether it be a small bar specialising in tequila or a restaurant offering a unique style of cuisine. so it’s vitally important to be attracting talented staff to What is the most

important thing that clients can do to secure quality talent? accommodation. Quality staff like to be working in quality retain customers through quality service, cuisine and 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 What is the most important thing that candidates can do to secure a new position? 38/44 Kings Park Rd West Perth WA 6005 P: +61 8 6263 4433 perth@frontlinehospitality.comau Reliability along with a solid job history, ensure your 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

Source: http://www.doksinet Fireworks at the Geelong Waterfront, VIC FRONTLINE H O S P I TA L I T Y 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 market in the last 12 months? What are some challenges that you are experiencing in Regional Victoria? The continuous expansion of regional epicentres Changes to the Australian Government’s 457 Visa and Sponsorship programs have brought a lot of change to the Regional Victorian workforce; with mandatory labour market testing, and tighter restrictions on both candidate and employer changing recruitment behaviour across the board. With regional metropolis’ on the rise, getting quality candidates to regional and remote areas is putting pressure on employers to come to the party on salary, training, and that ever elusive such as Geelong, Ballarat, and Tasmania, has seen consistent growth in the Hospitality Industry across Victoria, with the quality and strength of the

region’s offering on the rise. This has seen an influx of service driven businesses; and as business booms, so does competition - driving positive growth and development across the sector from cafés to hotel chains. With competition for top talent fierce, and market skewed to work like balance. the advantage of candidates who now have a world of What is the best way to manage these challenges as a recruiter? choice outside of Metropolitan Melbourne - the talent 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 tough challenge for any business owner or recruiter, come into play and the market continues to evolve. 20 Source: http://www.doksinet best opportunity. Having an understanding of what you but a real opportunity exists for business owners to 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. How do you think the market will change in the next 12 months? Is there anything that has had a positive impact 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 have on your market and what is the best way to deal with them? Tasmania’s finest. What trends have you seen in the hospitality industry in the last 12 months? 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 changed - with higher expectations from both sides, fierce competition and some serious results as we the top role, and top candidates. Technology is making securing the best of the best. We expect the change in candidates having opportunity and their

fingertips, continuing in the new financial year - so as recruiters, behaviour of employer and candidate alike have also best, so expect this twelve months to produce some and more pressure than ever to succeed in securing continue to assist some of the regions prime venues in a massive impact on the recruitment market, with candidate behaviour over the last twelve months to be 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. { What is the most important thing that clients can do to secure quality talent? 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 CO N TAC T their own reputation in the industry. In saying that - a 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 What is the most important thing that candidates can do to secure a new position? P: 1300 120 461 St Kilda VIC 3182 melbourne@frontlinehospitality.comau 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 Source: http://www.doksinet Rundle Mall, Adelaide SA FRONTLINE H O S P I TA L I T Y 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 partners look beyond their local candidate pool and hat has changed in the South Australian 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 operating successfully now for the past three years and experienced another year of growth with our partners. Our Industry across Australia has predicted unprecedented growth, and with rapid growth comes 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 U N P R E C E N T E D G R OW T H What are some challenges that you are experiencing in South Australia? Due to such a competitive, buoyant market one of the key challenges we experienced this year is helping our 22 Source: http://www.doksinet What is the best

way to manage these challenges as a recruiter? QUA L I F I E D C A N DI DAT E S A R E I N H IG H D E M A N D A N D T H E Y H AV E C H OIC E U N L I K E E V E R B E FO R E . In this market we are going to experience a large skill and candidate shortage like never before, we are feeling it slightly now but are going to really feel the pinch over the next two years. 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 is the most important thing that clients can do to secure quality talent? What impact do you think these changes will have on your market, and what is the best way to 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 In this market, thinking holistically, offer a competitive high demand

and statistics show on the market for less than two days. salary package, as well as clear career pathways and It’s important to remember that the rest of Australia development and seek how you can partner with them to speak to them about their own personal professional is experiencing a severe candidate shortage and ensure longevity. { that while our market in South Australia is somewhat protected, this will not last forever. What is the most important thing that candidates can do to secure a new position? Partner with a recruitment agency that can help you sort through the noise in the market. Their are going CO N TAC T to be many opportunities available to you and it can become very overwhelming. Frontline Hospitality SA & NT Christie Corporate Building Suite 9, When you partner with a consultant we get to know 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.comau reasons why you are on the market. 23 Source: http://www.doksinet Running at Dawes Point, Sydney NSW FRONTLINE H O S P I TA L I T Y SY DNE Y S T E P H E N MCGU I R E AG E NC Y OW N E R W What is the best way to manage these challenges as a recruiter? hat has changed in the Sydney market in the last 12 months? One of the main issues to hit the Sydney and Australia Hospitality market in the last 12 months has been the changes to the 457 visa scheme and the effects on an already tight candidate pool. This has had an adverse effect on many businesses being able to operate efficiently and has held many back from expansion plans. To manage these challenges, we all need to focus our energies on our relationships and networks, as the job boards of yesterday no longer hold the key to finding the best in the market. Many

employers are also spending resources on the implementation of internal training and development programs and with a focus on lowering turnover and employee retention. What are some challenges that you are experiencing in Sydney? We, like many others, are facing challenges in candidate attraction and retention as are our clients. Although at this time we have higher unemployment, there is a lack 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. M A N Y M O R E A R E L E AV I N G T H E H O S P I TA L I T Y I N D U S T R Y T H A N ARE ENTERING. 24 Source: http://www.doksinet Is there anything that has had a positive impact on your market in the past 12 months? What is the most important thing that candidates can do to secure a new position? There have been many positives in the industry in the last year. The Sydney market has seen a large

amount of new hotel builds, the Barangaroo precinct and the redevelopment of the main foodie hub in Parramatta have all added to a very buoyant and growth oriented hospitality market. This is being coupled with many sites being 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. Be professional and think of the future, not just the moment. There are many fantastic opportunities that are missed by pre-conceptions and not doing ones homework. The candidate needs to interview the employer just as much as the other way, so be prepared to ask questions. How do you think the market will change in the next 12 months? The year ahead looks exciting! There are many projects and large international players entering the market and this THERE ARE MANY PROJECTS AND LARGE I N T E R NAT IO NA L P L AY E R S E N T E R I NG THE MARKET AND THIS S H OU L D P R OV I D E A 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 MO R E C H OIC E FO R T H E C A N DI DAT E should provide a healthy competitive market offering more choice for the candidate, whilst also providing some well needed jobs in the market. What impact do you think these changes in the next 12 months will have on your market and what is the best way to deal with them? I think that these factors are going to add to an already healthy market. We have been and will continue to work with our partners to help them develop processes that will 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 industry in the last 12 months? 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 this to clients, there is also a financial downside, which is becoming apparent. CO N TAC T Frontline Hospitality Sydney Level 11, 70 Pitt St What is the most important thing that clients can do to secure quality talent? Sydney NSW 2000 P: +61 2 8016 5490 Be respectful, pay them what they are worth and offer a 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. sydney@frontlinehospitality.comau 25 Source: http://www.doksinet 201 8 –201 9 SALARY COMPARISON TABLES N S W & AC T

AUS T R A L I A REGIONAL NSW ($ ’ 0 0 0) METRO NSW ($ ’ 0 0 0) ACT ($ ’ 0 0 0) $90k - $180k $110k - $200k $90k - $180k R E G I S T E R E D C LU B General Manager Gaming Executive Human Resources Manager Gaming Manager Operations Manager Duty Manager Bistro Manager Functions Manager F&B Supervisor Chef - Executive Chef - Head Chef - Sous Chef - de Partie Chef - Demi Cook/Chef $80k - $30k $75k - $130k $75k - $85k $70k - $90k $60k - $80k $60k - $70k $55k - $70k $55k $80k - $120k $70k - $90k $55k - $65k $55k - $60k $53k $90k - $200k $80k - $140k $80k - $100k $90k - $110k $70k - $90k $60k - $80k $65k - $85k $55k - $60k $90k - $140k $75k - $110k $65k - $75k $55k - $65k $53k $80k - $130k $75k - $130k $75k - $85k $70k - $90k $60k - $80k $60k - $65k $55k - $70k $62k - $68k $90k - $130k $75k - $100k $65k - $70k $55k - $60k $52k - $54k $50k $50k $45k - $54k $65k - $75k $65k - $80k $65k - $75k PUB 2IC / Operations Manager

Assistant Manager Event Coordinator Functions Manager Duty Manager Supervisor Chef - Executive Group Chef - Head Chef - Sous Chef - de Partie Chef - Demi Chef - Commis $60k - $70k $55k - $65k $55k - $65k $55k - $60k $50k - $55k $80k - $120k $70k - $95k $55k - $65k $55k - $60k $53k $60k - $75k $60k - $70k $60k - $75k $58k - $65k $55k - $60k $100k - $150k $80k - $110k $65k - $75k $55k - $65k $53k $60k - $65k $55k - $60k $55k - $65k $55k - $65k $50k - $55k $120k - $150k $75k - $100k $65k - $70k $55k - $60k $53k - 55k $50k $50k $52k - $54k $70k - $80k $70k - $95k $75k - $110k QSR / CAFÉ Area Manager Manager Assistant Manager Shift Supervisor Barista $55k - $68k $50k - $62k $50k - $60k $50k - $60k 26 $55k - $75k $52k - $65k $55k - $60k $55k - $60k $55k - $65k $55k - $60k $50k - $55k $45k - $50k Source: http://www.doksinet 201 8 –201 9 SALARY COMPARISON TABLES CO N T I N U E D N S W & AC T AUS T R A L I A REGIONAL

NSW ($ ’ 0 0 0) METRO NSW ($ ’ 0 0 0) ACT ($ ’ 0 0 0) $75k - $90k $80k - $100k $75k - $90k $55k - $65k $60k - $70k $55k - $70k R E S TAU R A N T General Manager Manager $65k - $80k Assistant Manager $55k - $65k Bar Manager Supervisor Chef - Executive $50k - $60k $57k - $65k $68k - $75k Chef - de Partie $53k - $58k Chef - Commis $55k - $65k $100k - $140k $70k - $85k Chef - Pastry $60k - $75k $80k - $110k Chef - Head Chef - Sous $75k - $90k $52k - $65k $50k - $54k $70k - $90k $60k - $70k $52k - $57k $95k - $130k $85k - $110k $75k - $100k $58k - $63k $56k - $63k $60k - $80k $52k - $55k $65k - $75k $65k - $75k $52k - $55k R E S TAU R A N T (C H E F S H AT) Manager $75k - $95k $80k - $110k $75k - $110k $65k - $80k $70k - $80k $65k - $90k Assistant Manager $60k - $65k Reservations Manager $50k - $60k Sommelier Shift Supervisor Chef - Head Chef - Sous Chef - de Partie Chef - Pastry Chef - Commis Shift Supervisor $50k - $60k $75k

- $90k $65k - $70k $58k - $63k $58k - $65k $58k - $65k $50k - $60k $70k - $75k $60k - $65k $55k - $65k $65k - $70k $60k - $70k $50k - $58k $85k - $110k $80k - $110k $60k - $65k $55k - $65k $70k - $80k $70k - $85k $55k - $60k $55k - $65k $70k - $75k $65k - $75k $54k - $58k $50k - $58k VENUE / BAR General Manager/Licensee $70k - $85k $75k - $85k $65k - $80k $55k - $65k $60k - $70k $65 - $73k Operations Manager $60k - $70k Duty Manager $50k - $60k Assistant Manager Functions Manager BDM $50k - $60k $50k - $60k 27 $65k - $75k $55k - $60k $60k - $65k $60k - $70k $70k - $90k $55k - $68k $55k - $70k $60k - $75k Source: http://www.doksinet 201 8 –201 9 SALARY COMPARISON TABLES CO N T I N U E D N S W & AC T AUS T R A L I A REGIONAL NSW ($ ’ 0 0 0) METRO NSW ($ ’ 0 0 0) ACT ($ ’ 0 0 0) General Manager $80k - $150k $80k - $150k $80k - $150k F&B Manager $65k - $80k $70k - $100k $75k - $105k HOTEL HR Manager Revenue Manager

Conference & Events Sales Executive Front Office Manager Assistant Manager Event Manager Guest Services Manager Bar Manager Shift Supervisor Duty Manager F&B Supervisor Chef - Executive Chef - de Cuisine Chef - Executive Sous Chef - Head Chef - Sous Chef - de Partie Chef - Pastry Chef - Breakfast Breakfast Commis $75k - $90k $65k - $85k $65k - $80k $60k - $68k $58k - $65k $55k - $65k $55k - $60k $55k - $60k $50k - $55k $50k - $55k $50k - $54k $80k - $110k $75k - $95k $70k - $90k $70k - $90k $58k - $68k $55k - $60k $55k - $60k $55k $50k - $55k $80k - $110k $80k - $130k $75k - $120k $65k - $75k $60k - $65k $70k - $90k $60k - $65k $60k - $70k $53k - $60k $55k - $60k $50k - $58k $95k - $125k $75k - $95k $75k - $90k $75k - $90k $65k - $70k $58k - $65k $60k - $70k $55k - 60k $53k - 58k $80k - $100k N/A $65k - $90k $65k - $75k $60k - $65k $60 - $65k $55k - $60k $60k - $65k $50k - $57k $55k - $62k $50k - $60k $90k - $120k $75k - $100k $75k -

$85k $75k - $100k $65k - $70k $55k - $60k $65k - $75k $50k - $55k $50k - $54k Chef - Commis $50k - $54k $53k - 58k $50k - $54k Chef - Apprentice $42k - $45k $45k - 48k $32k - $38k Chef - Demi $50k - $54k 28 $53k - 58k $50k - $55k Source: http://www.doksinet 201 8 –201 9 SALARY COMPARISON TABLES CO N T I N U E D N S W & AC T AUS T R A L I A REGIONAL NSW ($ ’ 0 0 0) METRO NSW ($ ’ 0 0 0) ACT ($ ’ 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 Event Manager Event Coordinator F&B Supervisor Chef - Executive Chef - Head Chef - Sous Chef - Pastry Chef - de Partie $65k - $75k $55k - $65k $50k - $63k $50k - $60k $80k - $120k $70k - $90k $55k - $65k $55k - $65k $70k - $80k $60k - $75k $60k - $70k $55k - $65k $90k - $140k $75k - $110k $$65k - $75k $60k - $75k $70k - $90k $60k - $75k $55k - $70k $52k - $57k $90k - $140k $75k - $110k $65k - $75k $60k - $75k $55k - $60k $55k - $65k $55k - $65k

$120k+Min $160k+Min $120k+Min EXECUTIVE ROLES CEO Registered Club Financial Controller Group Revenue Manager/Hotels Group Operations Manager/Pub Group BDM Hotels Group Operations Manger /QSR Operations Manager/Area Group Venue Manager Group Sales and Marketing Director CEO Restaurant Group Marketing Manager $110k+Min $95k+Min $90k+Min $110k+Min $100k+Min $100k+Min $85k+Min $100k+Min $85k+Min $90k+Min $85k+Min $80k+Min $80k+Min $110k+ Mn $80k+Min $100k+Min $80k+Min $100k+Min $80k+Min $90k+Min 29 $110k+Min $95k+Min $110k - $150k $70k - $90k $85k+Min $80k - $120k $110k - $150k $80k+Min $80k+Min $70k - $85k Source: http://www.doksinet 201 8 –201 9 SALARY COMPARISON TABLES V IC AUS T R A L I A REGIONAL VIC ($ ’ 0 0 0) METRO VIC ($ ’ 0 0 0) Bistro Manager $60k - $80k $60k - $80k Chef - Executive $80k - $100k $80k - $120k R E G I S T E R E D C LU B F&B Supervisor $55k - $60k Chef - Head $80k - $90k Chef - Sous $60k - $70k

Chef - de Partie $52k - $58k Cook/Chef $48k - $50k $55k - $65k $80k - $100k $60k - $70k $52k - $58k $48k - $50k PUB 2IC / Operations Manager $65k - $75k $65k - $75k Event Coordinator $55k - $60k $55k - $60k Assistant Manager $60k - $65k Functions Manager $60k - $80k Duty Manager $55k - $60k Supervisor $55k - $60k Chef - Executive Group $90k - $120k Chef - Head $80k - $100k Chef - Sous $60k - $70k Chef - de Partie $55k - $65k Chef - Demi $50k - $55k Chef - Commis $50k - $55k $60k - $70k $60k - $80k $55k - $60k $55k - $60k $90k - $120k $80k - $100k $60k - $70k $55k - $65k $50k - $55k $50k - $55k VENUE / BAR General Manager/Licensee $65k - $85k $75k - $120k Assistant Manager $60k - $70k $60k - $70k Operations Manager $65k - $75k Duty Manager $55k - $60k Functions Manager $60k - $65k BDM $70k - $100k 30 $65k - $75k $55k - $65k $65k - $75k $80k - $120k Source: http://www.doksinet 201 8 –201 9 SALARY COMPARISON TABLES CO N T I N U

E D V IC AUS T R A L I A REGIONAL VIC ($ ’ 0 0 0) METRO VIC ($ ’ 0 0 0) Manager $70k - $100k $70k - $100k Assistant Manager $60k - $75k $60k - $75k R E S TAU R A N T Bar Manager $55k - $65k Supervisor $50k - $60k Chef - Executive $100k - $150k Chef - Head $75k - $120k Chef - Sous $65k - $75k Chef - de Partie $55k - $60k Chef - Pastry $55k - $70k Chef - Commis $50k - $55k $55k - $65k $50k - $60k $100k - $150k $75k - $120k $65k - $80k $55k - $60k $55k - $75k $48k - $52k R E S TAU R A N T (C H E F S H AT) Manager $70k - $100k $75k - $100k Sommelier $60k - $80k $60k - $80k Assistant Manager $55k - $70k Reservations Manager $55k - $65k Shift Supervisor $50k - $55k Chef - Head $75k - $100k Chef - Sous $65k - $80k Chef - de Partie $55k - $60k Chef - Pastry $55k - $70k Chef - Commis $50k - $55k Shift Supervisor $50k - $55k $55k - $70k $60k - $70k $50k - $55k $75k - $100k $65k - $80k $55k - $60k $55k - $75k $48k - $52k $50k - $55k

QSR / CAFÉ Area Manager $80k - $100k $80k - $100k Assistant Manager $60k - $70k $60k - $70k Manager $55k - $60k Shift Supervisor $55k - $60k Barista $55k - $65k 31 $70k - $85k $55k - $60k $55k - $70k Source: http://www.doksinet 201 8 –201 9 SALARY COMPARISON TABLES CO N T I N U E D V IC AUS T R A L I A REGIONAL VIC ($ ’ 0 0 0) METRO VIC ($ ’ 0 0 0) HR Manager $65k - $80k $65k - $80k Conference & Events Sales Executive $80k - $100k $80k - $120k HOTEL F&B Manager $65k - $80k Front Office Manager $55k - $65k Assistant Manager $60k - $70k Event Manager $65k - $80k Guest Services Manager $55k - $65k Bar Manager $50k - $60k Shift Supervisor $50k - $55k Duty Manager $55k - $60k F&B Supervisor $50k - $55k Chef - Executive $90k - $120k Chef - de Cuisine $80k - $100k Chef - Executive Sous $70k - $80k Chef - Head $70k - $90k Chef - Sous $60k - $70k Chef - de Partie $52k - $58k Chef - Pastry $55k - $65k Chef - Breakfast

$52k - $55k Breakfast Commis $48k - $50k $65k - $80k $60k - $75k $60k - $75k $65k - $85k $65k - $75k $55k - $60k $50k - $55k $60k - $65k $50k - $55k $90k - $150k $80k - $100k $70k - $80k $75k - $100k $65k - $75k $55k - $65k $55k - $65k $52k - $55k $48k - $50k Chef - Commis $50k - $52k $50k - $52k Chef - Apprentice Award Award Chef - Demi $50k - $55k 32 $52k - $55k Source: http://www.doksinet 201 8 –201 9 SALARY COMPARISON TABLES CO N T I N U E D V IC AUS T R A L I A REGIONAL VIC ($ ’ 0 0 0) METRO VIC ($ ’ 0 0 0) Events Sales Executive $80k - $100k $80k - $100k Event Coordinator $55k - $60k $55k - $60k E V E N T S/C AT E R I NG/ F U NC T IO N S Event Manager $65k - $80k F&B Supervisor $55k - $60k Chef - Executive $80k - $120k Chef - Head $75k - $90k Chef - Sous $55k - $75k Chef - Pastry $55k - $70k Chef - de Partie $54k - $60k $65k - $80k $55k - $60k $80k - $120k $75k - $100k $55k - $75k $55k - $70k $54k - $60k EXECUTIVE

ROLES Group Operations Manager/Pub $70k - $80k $70k - $80k Operations Manager/Area $80k - $120k $80k - $120k Group BDM Hotels $80k - $100k Group Venue Manager $90k - $140k Marketing Manager $65k - $85k 33 $80k - $100k $90k - $140k $65k - $85k Source: http://www.doksinet 201 8 –201 9 SALARY COMPARISON TABLES QLD & NT AUS T R A L I A QLD ($ ’ 0 0 0) NT ($ ’ 0 0 0) Bistro Manager $52k - $58k $52k - $58k Chef - Executive $80k - $100k $80k - $100k R E G I S T E R E D C LU B F&B Supervisor $46k - $52k Chef - Head $70k - $75k Chef - Sous $60k - $65k Chef - de Partie $50k - $55k Chef - Demi $47k - $50k Cook/Chef $47k $46k - $52k $70k - $75k $60k - $65k $50k - $55k $47k - $50k $47k PUB 2IC / Operations Manager $65k - $75k $75k + Event Coordinator $50k - $60k $50k - $58k Assistant Manager $60k - $70k Functions Manager $55k - $60k Duty Manager $55k - $60k Supervisor $48k - $55k Chef - Executive Group $100k Chef - Head $70k -

$90k Chef - Sous $65k - $70k Chef - de Partie $50k - $58k Chef - Demi $48k - $52k Chef - Commis $45k - $49k $65k - $70k $60k + $55k $48k - $52k $100k + $70k - $80k $65k - $70k $50k - $58k $48k - $42k $45k - $50k QSR / CAFÉ Area Manager $75k $80k + Assistant Manager $50k - $60k $45k - $55k Manager $55k - $65k Shift Supervisor $48k - $55k Barista $45k - $50k 34 $55k - $60k $45k + $40k - $45k Source: http://www.doksinet 201 8 –201 9 SALARY COMPARISON TABLES CO N T I N U E D QLD & NT AUS T R A L I A QLD ($ ’ 0 0 0) NT ($ ’ 0 0 0) Manager $60k - $70k $60k - $65k Assistant Manager $55k - $60k $55k + R E S TAU R A N T Bar Manager $50k - $55k Supervisor $50k - $55k Chef - Executive $75k - $90k Chef - Head $65k Chef - Sous $55k - $65k Chef - de Partie $52k - $58k Chef - Pastry $65k - $75k Chef - Commis $48k - $52k $50k - $55k $48k - $55k $70k - $80k $70k + $62k - $68k $56k - $60k $65k - $75k $48k - $52k R E S TAU R A N T

(C H E F S H AT) Manager $70k - $85k $60k - $70k Sommelier $70k - $80k $60k + Assistant Manager $55k - $65k Reservations Manager $55k - $65k Shift Supervisor $50k - $55k Chef - Head $75k Chef - Sous $60k - $70k Chef - de Partie $55k - $58k Chef - Pastry $65k - $75k Chef - Commis $48k - $52k Shift Supervisor $50k - $55k $55k - $60k $55k - $65k $50k - $55k $70k + $60k - $70k $48k - $52k $62k - $70k $45k - $48k $50k - $55k VENUE / BAR General Manager/Licensee $70k - $90k $65k - $80k Assistant Manager $55k - $65k $50k - $60k Operations Manager $60k - $70k Duty Manager $50k - $55k Functions Manager $55k - $65k BDM $60k - $65k 35 $70k + $55k $60k + $80k - $90k Source: http://www.doksinet 201 8 –201 9 SALARY COMPARISON TABLES CO N T I N U E D QLD & NT AUS T R A L I A QLD ($ ’ 0 0 0) NT ($ ’ 0 0 0) HR Manager $65k - $90k $65k - $80k Conference & Events Sales Executive $60k - $70k $62k - $70k HOTEL F&B Manager $65k -

$85k Front Office Manager $65k - $75k Assistant Manager $60k - $65k Event Manager $60k - $70k Guest Services Manager $65k - $75k Bar Manager $50k - $60k Shift Supervisor $45k - $50k Duty Manager $50k - $55k F&B Supervisor $45k - $50k Chef - Executive $80k - $110k Chef - de Cuisine $60k - $80k Chef - Executive Sous $75k - $85k Chef - Head $75k - $85k Chef - Sous $60k - $70k Chef - de Partie $52k - $58k Chef - Pastry $65k - $75k Chef - Breakfast $45k - $55k Breakfast Commis $45k - $55k $60k - $70k $55k - $65k $55k - $70k $60k - $70k $55k - $60k $50k - 60k $45k - 48k $50k - $55k $48k - $52k $80k - $100k $60k - $70k $80k - $90k $75k - $85k $60k - $75k $55k - $60k $50k - $70k $45k - 48k $42k - $48k Chef - Commis $48k - $50k $48k + Chef - Apprentice Award Award Chef - Demi $48k - $52k 36 $48k - $52k Source: http://www.doksinet 201 8 –201 9 SALARY COMPARISON TABLES CO N T I N U E D QLD & NT AUS T R A L I A QLD ($ ’ 0 0 0)

NT ($ ’ 0 0 0) Events Sales Executive $55k - $65k $55k - $65k Event Coordinator $55k $55k + E V E N T S/C AT E R I NG/ F U NC T IO N S Event Manager $55k - $60k F&B Supervisor $50k - $55k Chef - Executive $90k - $110k Chef - Head $65k - $80k Chef - Sous $60k - 70k Chef - Pastry $60k - $65k Chef - de Partie $55k - $60k $55k - $60k $50k - $55k $70k + $60k + $60k+ $65k + $55k - $60k EXECUTIVE ROLES Group Operations Manager/Pub $80k + $80k + Operations Manager/Area $75k - $100k $70k - $100k Group BDM Hotels $70k - $85k Group Venue Manager $90k - $110k Marketing Manager $65k - $75k 37 $75k + $60k - $65k $65k - $100k Source: http://www.doksinet 201 8 –201 9 SALARY COMPARISON TABLES WA & S A AUS T R A L I A WA ($ ’ 0 0 0) SA ($ ’ 0 0 0) General Manager $85k - $110k N/A Operations Manager $75k - $95k N/A R E G I S T E R E D C LU B Human Resources Manager $85k - $95k Duty Manager $55k - $60k Bistro Manager $60k - $70k

Functions Manager $65k - $85k F&B Supervisor $55k - $60k Chef - Executive $90k - $120k Chef - Head $80k - $100k Chef - Sous $60k - $70k Chef - de Partie $55k - $60k Chef - Demi $48k - $55k Cook/Chef $48k - $52k N/A N/A $55k - $60k N/A $50k - $55k $80k - $100k $65k - $75k $58k - $62k $52k - $58k $47k - $50k $45k - $47k PUB 2IC / Operations Manager $65k - $70k $75k + Event Coordinator $55k - $60k $50k - $58k Functions Manager $60k - $65k $60k + Supervisor $50k - $55k $48k - $52k Assistant Manager $60k - $65k Duty Manager $55k - $60k Chef - Executive Group $95k - $120k Chef - Head $75k - $95k Chef - Sous $65k - $80k Chef - de Partie $55k - $60k Chef - Demi $55k - $60k Chef - Commis $50k - $55k $65k - $70k $55k - $60k $100k + $70k - $80k $65k - $70k $50k - $58k $50k - $58k $45k - $49k QSR / CAFÉ Area Manager $80k - $100k $80k + Assistant Manager $55k - $60k $50k - $58k Manager $58k - $70k Shift Supervisor $50k - $60k

Barista $50k - $60k 38 $55k - $70k $45k + $42k - $48k Source: http://www.doksinet 201 8 –201 9 SALARY COMPARISON TABLES WA & S A AUS T R A L I A CO N T I N U E D WA ($ ’ 0 0 0) SA ($ ’ 0 0 0) General Manager $75k - $110k N/A Bar Manager $55k - $65k $55k - $65k R E S TAU R A N T Manager $65k - $85k Assistant Manager $60k - $70k Supervisor $50k - $55k Chef - Executive $85k - $110k Chef - Head $75k - $95k Chef - Sous $65k - $75k Chef - de Partie $55k - $58k Chef - Pastry $70k - $85k Chef - Commis $45k - $48k $65k - $80k $55k - $65k $48k - $55k $70k - $100k $65k + $55k - $65k $50k - $58k $62k - $68k $45k - $48k R E S TAU R A N T (C H E F S H AT) Manager $70k - $85k $60k - $75k Sommelier $75k - $85k $60k + Assistant Manager $55k - $70k Reservations Manager $55k - $65k Shift Supervisor $55k - $65k Chef - Head $75k - $100k Chef - Sous $70k - $80k Chef - de Partie $55k - $58k Chef - Pastry $70k - $85k Chef - Commis $45k -

$48k Shift Supervisor $55k - $65k $55k - $60k $55k - $65k $50k - $55k $70k + $65k - $75k $50k - $60k $62k - $68k $45k - $50k $50k - $55k VENUE / BAR General Manager/Licensee $75k - $95k $65k - $70k Assistant Manager $60k - $65k $58k - $62k Operations Manager $75k - $90k Duty Manager $55k - $60k Functions Manager $65k - $80k BDM $65k - $80k 39 $70k + $55k - $60k $60k + $80k - $90k Source: http://www.doksinet 201 8 –201 9 SALARY COMPARISON TABLES WA & S A AUS T R A L I A CO N T I N U E D WA ($ ’ 0 0 0) SA ($ ’ 0 0 0) General Manager $80-$180k N/A F&B Manager $65k - $95k $65k - $80k HOTEL HR Manager $75k - $95k Conference & Events Sales Executive $65k - $75k Front Office Manager $60k - $70k Assistant Manager $60k - $65k Event Manager $60k - $75k Guest Services Manager $60k - $65k Bar Manager $60k - $75k Shift Supervisor $50k - $55k Duty Manager $55k - $60k F&B Supervisor $50k - $55k Chef - Executive $90k -

$120k Chef - de Cuisine $75k - $100k Chef - Executive Sous $75k - $85k Chef - Head $75k - $100k Chef - Sous $65k - $80k Chef - de Partie $55k - $60k Chef - Pastry $65k - $75k Chef - Breakfast $55k - $60k Breakfast Commis $45k - $50k $65k - $90k $60k - $70k $55k - $65k $55k - $65k $60k - $70k $55k - $65k $55k - $60k $45k -$48k $50k - $55k $50k - $55k $80k - $100k $70k - $90k $70k - $80k $70k - $90k $55k - $65k $52k - $58k $50k - $70k $45k - $50k $42k - $45k Chef - Commis $45k - $48k $45k -$48k Chef - Apprentice $40k - $45k Award Chef - Demi $48k - $55k 40 $48k - $50k Source: http://www.doksinet 201 8 –201 9 SALARY COMPARISON TABLES WA & S A AUS T R A L I A CO N T I N U E D WA ($ ’ 0 0 0) SA ($ ’ 0 0 0) Events Sales Executive $60k - $75k $55k - $65k Event Coordinator $55k - $65k $55k + E V E N T S/C AT E R I NG/ F U NC T IO N S Event Manager $65k - $75k F&B Supervisor $55k - $60k Chef - Executive $90k - $120k Chef -

Head $80k - $100k Chef - Sous $65k - $75k Chef - Pastry $70k - $85k Chef - de Partie $55k - $60k $55k - $60k $52k - $58k $70k + $65k + $60k + $65k + $54k - $60k EXECUTIVE ROLES Financial Controller $85 - $120k N/A Group Operations Manager/Pub $95 - $150k $80k + Group Revenue Manager/Hotels $90 - $120k Group BDM Hotels $75k - $100k Group Operations Manger /QSR $95 - $130k Operations Manager/Area $85k - $110k Group Venue Manager $75k - $110k Group Sales and Marketing Director $90k - $140k CEO Restaurant Group $100k - $140k Marketing Manager $75k - $95k 41 N/A $75k - $90k N/A $75k - $100k $90k - $120k N/A N/A $75k - $95k Source: http://www.doksinet 201 8 –201 9 SALARY COMPARISON TABLES AUC K L A N D & S OU T H I S L A N D NEW ZEALAND AU C K L A N D ($ ’ 0 0 0) STH ISLAND ($ ’ 0 0 0) Group Operations Manager $70k - $120k $70k - $120k Bar Manager $50k - $55k $50k - $55k R E S TAU R A N T General Manager $60k - $80k Assistant

Manager $45k - $55k Chef - Executive $70k - $90k Chef - Head $60k - $70k Chef - Pastry $50k - $55k Chef - Sous $45k - $55k Chef - de Partie $42k - $45k $60k - $80k $45k - $55k $70k - $90k $60k - $70k $50k - $55k $45k - $55k $42k - $45k R E S TAU R A N T (C H E F S H AT) Chef - Head $75k - $90k $75k - $90k Chef - de Partie $48k - $52k $48k - $52k Chef - Sous $55k - $60k Sommelier $50k - $55k $55k - $60k $50k - $55k VENUE / BAR General Manager $60k - $80k $60k - $80k Duty Manager $40k - $48k $40k - $48k Assistant Manager $45k - $55k $45k - $55k HOTEL F&B Manager $55k - $60k $55k - $60k Front Office Manager $45k - $55k $45k - $55k Bar Manager $45k - $50k F&B Supervisor $40k - $45k Chef - de Cuisine $70k - $90k Chef - Sous $50k - $65k Chef - de Partie $45k - $50k 42 $45k - $50k $40k - $45k $70k - $90k $50k - $65k $45k - $50k Source: http://www.doksinet 201 8 –201 9 SALARY COMPARISON TABLES AUC K L A N D & S OU T H I S

L A N D NEW ZEALAND CO N T I N U E D AU C K L A N D ($ ’ 0 0 0) STH ISLAND ($ ’ 0 0 0) General Manager / Licensee $60k - $80k $60k - $80k Duty Manager $40k - $48k $40k - $48k PUB Assistant Manager $45k - $48k Chef - Executive Group $90k - $110k Chef - Head $60k - $65k Chef - Sous $45k - $55k Chef - de Partie $40k -$48k $45k - $48k $90k - $110k $60k - $65k $45k - $55k $40k -$48k QSR / CAFÉ Area Manager $70k - $90k $70k - $90k Assistant Manager $38k - $43k $38k - $43k 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 National Operations Manager $100k - $120k $100k - $120k Group Operations Manager $80k - $110k $80k - $110k Conference & Events Sales Executive $55k- $60k $55k- $60k EXECUTIVE ROLES Group General Manager $80k - $120k Group HR Manager $65k - $75k 43 $80k - $120k $65k - $75k Source: http://www.doksinet 201 8 –201 9 SALARY COMPARISON TABLES CO N T I N U

E D 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 ($ ’ 0 0 0) STH ISLAND ($ ’ 0 0 0) HR Manager $65 - $90k $65 - $90k Conference & Events Sales Executive $60k - $70k $60k - $70k HOTEL F&B Manager $65 - $80k Front Office Manager $55k - $65k Assistant Manager $55k - $65k Event Manager $60k - $70k Guest Services Manager $55k - $65k Bar Manager $55k - $60k Shift Supervisor $45k -$48k Duty Manager $50k - $55k F&B Supervisor $50k - $55k Chef - Executive $80k - $100k Chef - de Cuisine $70k - $90k Chef - Executive Sous $70k - $80k Chef - Head $70k - $90k Chef - Sous $55k - $65k Chef - de Partie $52k - $58k Chef - Pastry $50k - $70k Chef - Breakfast $45k - $50k Breakfast Commis $42k - $45k $65 - $80k $55k - $65k $55k - $65k $60k - $70k $55k - $65k $55k - $60k $45k -$48k $50k - $55k $50k - $55k $80k - $100k $70k - $90k $70k - $80k $70k - $90k $55k - $65k $52k - $58k $50k - $70k $45k - $50k $42k - $45k

Chef - Commis $45k - $48k $45k - $48k Chef - Apprentice Award Award Chef - Demi $48k - $50k 44 $48k - $50k Source: http://www.doksinet 201 8 –201 9 SALARY COMPARISON TABLES CO N T I N U E D AUC K L A N D & S OU T H I S L A N D NEW ZEALAND AU C K L A N D ($ ’ 0 0 0) STH ISLAND ($ ’ 0 0 0) Events Sales Executive $55k - $65k $55k - $65k Event Coordinator $55k + $55k + E V E N T S/C AT E R I NG/ F U NC T IO N S Event Manager $55k - $60k F&B Supervisor $52k - $58k Chef - Executive $70k + Chef - Head $65k + Chef - Sous $60k + Chef - Pastry $65k + Chef - de Partie $54k - $60k $55k - $60k $52k - $58k $70k + $65k + $60k + $65k + $54k - $60k EXECUTIVE ROLES Group Operations Manager/Pub $80k + $80k + Operations Manager/Area $75k - $100k $75k - $100k Group BDM Hotels $75k - $90k Group Venue Manager $90k - $120k Marketing Manager $75k - $95k 45 $75k - $90k $90k - $120k $75k - $95k Source: http://www.doksinet 46 Source:

http://www.doksinet FRON T LI NE R ECRUI TM E N T GROUP. T H E R ECRU I TM E N T PROFESSIONA LS OF CHOICE At Frontline, our team is dedicated to helping employers and candidates connect. With years of experience and a passion for what we do, we work hard to find the right candidate for every role, and vice versa. It all comes down to understanding what people need, and giving them the best options possible. There’s a world of choice out there – we just want to help you make the most of it. { FRONTLINE SNAPSHOT Structure: 5 brands, supported by an agency support team Countries of operation: Australia and New Zealand Number of agencies: 51 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 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. RECRUITMENT CONSTRUCTION HEALTH Providing you the best choice In the beginning, FRG was operated 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! EDUCATION HOSPITALITY RETAIL Providing you the best choice 47 Source: http://www.doksinet 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.frontlinerecruitmentgroupcom/au/hospitality www.frontlinerecruitmentgroupcom/nz/hospitality  linkedin.com/company/ frontline-hospitality-recruitment  facebook.com/ FrontlineHospitalityRecruitment