Letters
Brits' image is ruining cruise option
cruise-ship recruitment is an area that has really not made much of an impact in Britain in past years. Sadly, exactly what functions are carried out by shipboard employees is often misunderstood by those whose main function it is to place candidates into shore-side positions within the hotel and catering industry.
Such established agencies perform excellently when referring candidates within the industry ashore, but are understandably perplexed by nautical jargon and the complexities of shipboard jobs that go by the same titles as those in hotels but which may operate altogether dissimilar functions.
The cruise industry is expanding at a phenomenal rate, and is currently the fastest-growing sector of the worldwide leisure industry, with an estimated 17 new ships coming off builders' blocks and into service within the next 12 months. There is enormous potential for British recruits to serve aboard multinational ships around the world, necessitating a far better understanding of the cruise business by recruitment agencies.
Unfortunately though, as offensive as it may seem to readers of this journal, British recruits are considered a last resort at crew level. While we have a formidable reputation in administration and management, despite a deplorable record for failing to learn any language other than our native English, the rank-and-file Brit is seen as a lazy boozer who thinks he knows his rights in foreign service, and whose motivation to work on cruise liners is sun, sand and sex rather than the appeal of hard but rewarding work.
Times are changing, however, and if Britain is to retain a presence in the ever-expanding, tax-free world of cruise-ship employ, attitudes need to change too. The fact that not a single British television soap opera is devoid of regular pub scenes does little to dispel the notion, backed so admirably by tattooed lager-lout holidaymakers in Europe and central Florida, that British people live only for the bottle.
As British "expatriates", whether serving aboard cruise liners or in land-based employ, we are effectively ambassadors of our country, whether we like it or not. Thus, if we are to make a positive impact on the world's hotel-keeping stage, we need to show much more personal restraint and a large measure of decorum.
Anyone reading this who has the urge to apply for a shipboard posting needs first to assess fully their ability to serve as a dedicated and hard worker who puts toil first and who sees the beach only as a very occasional bonus, before wasting time and ink penning applications to overseas cruise operators.
If you can't hack the hours without getting sloshed to compensate, stay where you are.
IAIN HAY
Cruise Recruitment International,
Aldershot, Hampshire.
Banqueting must move with times
I beg to differ with Bryn Williams' views (Caterer, 2 October, page 26) on the subject of silver service.
Eating habits have changed, and where conference luncheons or banquets are concerned, people no longer wish to sway from side to side, avoiding inevitable spills, while a plate and four separate items (meat, potato, vegetable, sauce) are served to them.
With hygiene, presentation and speed in mind, we only offer plated service, a style which invariably meets with our clients' approval. With a ratio of one waiting staff to two guests, tables of 10 or 12 people are served simultaneously with good portions of hot food, attractively presented. The highest standards of training and routines are essential, as is the proper back of house equipment.
People are becoming ever more health-conscious, and the trend for fresh, wholesome meals lends itself to this style of service.
CHRISTOPHER THOMPSON
Director,
Millennium Conference Centre, London SW7.
Come to the specialists instead
I read with interest that conference delegates often find hotels noisy, uncomfortable and in need of refurbishment (Caterer, 2 October, page 16). But I am not surprised, and neither should conference organisers be when faced with the complaints of disgruntled delegates.
Why is it, then, that reservations companies continue to send parties to airport hotels which are described in the report by Banks Sadler as "frequently shabby and worn"?
Cut out the complaining and send them to dedicated conference centres, where they can expect higher standards, comfy beds, and staff who will do all they can to make their stay comfortable, leaving them well-rested to concentrate on their business in an environment designed to be distraction-free.
RACHAEL AUSTIN
Group sales manager,
Hayley Conference Centres, Milton Keynes.
Know when and how to fight back
I read with great interest your article on violence at work (Caterer, 25 September, page 74), having worked as a manager of public houses for the past 15 years. I now run a consultancy to the licensed trade, dealing with courses on violence and drugs in pubs.
I would like to bring one point to light for the benefit of Rod Smith, human resources manager for Scottish & Newcastle Retail. Does he really think one week's training in recognising trouble and how to deal with it prepares anyone for a life in the licensed trade?
I remember my young days as a licence holder at the age of 19, having trained in a large catering house where the only bit of aggression you might have seen was a squabble over the last piece of chocolate fudge cake. I was offered my first public house and jumped at the chance, only to find out I had taken on a lot more than I had ever imagined, having to deal with all sorts of shady characters and with every night being like something out of a cowboy film.
It's okay saying you should deflect violence, contain it and call the police, but what do you do when the other party is trying to beat the daylights out of you? You have to be able, at the end of the day, to fight back and protect yourself, but without having at the back of your mind the thought: "I'll end up in jail for this."
The law is getting more and more biased toward the criminal element rather than the citizens it should be protecting. I was badly beaten up calming a situation and, when it went to court, the person who had beat me only got a £50 fine.
At the end of the day, we can only teach people techniques for handling violence, but the final decisions on how they handle it are down to every individual and every situation.
DAVID WRIGHT
DW Associates,
Headley Down, Hampshire.
Those with flair will go elsewhere
It comes as no surprise to me that a 22-year-old chap is looking for employment outside of "our" industry (Caterer, 2 October, page 26).
I have today been totally disgusted, and not for the first time, by the sheer lack of professionalism shown by prospective employees applying for a prestigious and extremely well-paid position at this hotel.
Three out of four interviewees have failed to show up for appointments, even though letters were sent to them stating date and time and I have made follow-up calls to confirm attendance for interview.
I can ill afford the time to be let down by this totally unprofessional, impolite attitude that is letting the hospitality industry down badly.
It makes me wonder if these types of people were responsible for nurturing our 22-year-old.
ANDREW BOYD
Deputy General Manager,
Swallow Hotel, Birmingham.
Too big an issue for point-scoring
I received many favourable comments following publication of my letter (Caterer, 11 September, page 24). My point was to highlight a young man's very unfortunate first experience of our industry, and I felt that it may have helped, in some small way, by lending its weight to this problem.
How shocked I was to find that the directors of Magnus McFee Search & Selection felt this was an appropriate platform from which to promote their not inconsiderable virtues (Caterer, 2 October, page 27).
While not wishing to turn your letters page into a forum for personal bickering, I feel justified in clarifying a crucial point: Towngate Personnel was not responsible for placing Steven into such conditions, as stated in my letter, yet missed by Mr Baker and Mr McNicoll.
Mr Baker and Mr McNicoll offered no content for topical debate, nor interesting factual information, and their letter was clearly a self-promotion exercise. Let's keep this well-read feature clear of such nonsense.
LESTER LOCKYER
Senior recruitment consultant,
Towngate Personnel, Bournemouth.
