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Employment Case Study: The Bath Priory Hotel

Profile Photo By: British Hospitality Association
April 20, 2011

Employment Case Study: The Bath Priory Hotel

Big group of young jumping people.

General Manager of the Bath Priory and Gidleigh Park , Sue Williams, is keen to secure the future of the industry with an injection of talent form Generation Y. Tackling the issue of a lack of skills at the right level being brought through the ranks Sue in conversation with some of here peers developed the idea for an industry led training program,? this will take place in ten of the most high profile establishments in the UK *

Sue comments “One of the key issues that affects us all is the ongoing shortage of skills,” she explained. “As a result we have put together a scheme that will provide a top notch training opportunity for some of the industry’s best candidates.”

The program has been named Ten out of Ten, development? through application, it is hoped that this will become a name synonymous with developing the very finest managers in the industry.? To match the quality of the properties taking part the scheme is looking for candidates that demonstrate strong vocational skills, which go hand in hand with delivering good old fashioned hospitality. People with a ready smile, drive and personality, a sense of urgency, good humour and a great work ethic.

Candidates will rotate around a set of 5 of the ten properties and cover the key skill areas, restaurant, kitchen , housekeeping, sales and marketing, maintenance and reception and reservations, this will be supplemented with days given over to elements such as health and safety, people management? and food hygiene.

Whilst? this program is very much targeted at today?s young people and has been designed to appeal to them the basics of the industry are as pertinent today as they were 50 years ago, the key is in making them attractive to this generation. Ten out of Ten set up with Facebook and Twitter even before the website launched embracing social media is crucial, to capture this age group it is essential to talk to them through the mediums they use. The strategy worked, with a good influx of applicants for the first program starting in September 2011. These have now been whittled down to the final 20 and the selection of the ten successful candidates is imminent following a highly interactive interview day that involved every one of the participating properties.

Launching this initiative has ensured that the acquired wisdom of the individual hoteliers has been harnessed to great effect, it is a real opportunity for the industry to define the sort of person they want to see working within their establishments and equally giving theright people the chance to shine.

Creative solutions to skill shortages are a definite way forward for the industry, people should not be afraid of trying new initiatives and offering up their own experience as an incentive to the next generation .

Additional information about the programme can be obtained from either:
Sue? Williams at 01225 331922 or
Anita Bower, human resources director, Chewton Glen at 01425 282200 or

Le Manoir aux Quat’Saisons, Great Milton, Oxfordshire
Lucknam Park, Colerne, Wiltshire
Mallory Court, Chipping Campden, Gloucestershire
The Vineyard at Stockcross, Newbury, Berkshire
Chewton Glen, New Milton, Hampshire
Calcot Manor, Tetbury, Gloucestershire
The Fat Duck, Bray, Berkshire
The Bath Priory, Bath, Somerset
Gidleigh Park, Chagford, Devon
Atlantic Hotel, Jersey

Source: BHA

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