Published Jul 14, 2025
Key Recruitment Trends in F&B and Hospitality for 2025
The hospitality and food and beverage (F&B) sectors are dynamic, constantly evolving, and heavily reliant on a skilled workforce. This is especially so in the UAE and wider GCC as a booming and dynamic industry.
In 2025, several key recruitment trends are shaping the landscape, presenting both challenges and opportunities for employers and job seekers alike.
The intensifying war for talent in F&B and hospitality
The demand for skilled professionals in F&B and hospitality continues to outpace supply, particularly for mid-to-senior level roles and specialised positions. This scarcity is intensifying competition among employers vying for candidates with expertise in digital operations, customer experience, and more.
The rapid expansion of new hospitality concepts and giga-projects in the GCC region is further fueling this talent competition. Notably, large-scale projects like Neom in Saudi Arabia initially attracted top talent with inflated compensation packages. However, project delays have now flooded the market with highly qualified individuals who often have unrealistic salary expectations or out-of-touch job titles, creating a complex hiring environment.
In this region, longevity in a role is often a luxury rather than a standard expectation. The constant influx of new openings and exciting opportunities means talent moves frequently. Therefore, a two-year tenure should be viewed as excellent, not merely adequate.
Companies in the GCC often prioritise candidates with local experience, especially for senior culinary and marketing roles. This preference stems from the nuanced taste preferences across different GCC countries (e.g., Saudis often dislike raw food in fine dining, while Kuwaitis prefer strong, bold flavours) and the intricate cultural dynamics that new marketing professionals may struggle to grasp.
Technology’s role in modern recruitment
Digital platforms, AI-powered screening, and data-driven talent analytics are revolutionising how recruiters identify and engage with candidates. Virtual interviews, online assessments, and strong employer branding via social media are now standard practices.
While technology offers efficiency, there’s a risk of losing the crucial human element in this inherently human-centric industry. Many companies, in their pursuit of being “tech-savvy,” adopt a “one-size-fits-all” approach. However, the methods for engaging junior talent via technology should differ significantly from those used for senior professionals.
Evolving candidate expectations in hospitality
Today’s candidates are seeking more than just a salary. They are looking for clear career progression, flexible work arrangements, and a strong organisational culture. Employee well-being, diversity, and inclusion are now key factors shaping recruitment messaging and employer value propositions.
Companies across the GCC are all competing for the top 1% of talent, who often have near-identical profiles and come from the same prestigious brands. To attract these highly sought-after individuals, companies must become more creative in their approach. A mere 10% increase on their current package is often insufficient to entice them away from stable, well-compensated positions in desirable locations like Dubai. Some companies have even implemented extreme measures to retain staff, such as LPM’s four-day work week for junior employees.
Candidates are easily deterred by “bumps” in the recruitment process, including multiple rescheduled interviews, unstructured onboarding, delayed offer letters, or long waiting periods between interviews. There’s a palpable hesitation among candidates to take risks on new projects, and a disorganised or “messy” hiring process can quickly put them off.
Many companies fall into the trap of believing that a high volume of applicants allows them to be overly selective without needing to “sell themselves.” However, the truth is that the truly exceptional talent they seek are rarely actively applying for roles. Instead, they are being headhunted from positions where they are already happy, stable, and well-compensated.
To attract and secure these candidates, employers in the hospitality and food and beverage industry must demonstrate appreciation, respect, and enthusiasm throughout the entire recruitment journey.
