You’re not imagining it — the recruitment squeeze in country areas has not improved. It’s not just us in hospitality. Health services, schools, farms, and even football clubs all chase the same small talent pool. We can’t fix it overnight, but there are clever, practical ways to make recruitment easier.
Let’s start with housing, which is a deal-breaker for many applicants. What’s possible with garages, or turning upstairs offices into bedrooms? Some operators lease two bedroom units for staff, with rent taken from pay or reduced in exchange for a longer commitment. Talk to the local caravan park. A seasonal discount for vans in the quieter months now gives them a reliable place for new hires to land. Every council has unused property or vacant facilities, so it’s worth inquiring.
And if a traveller can only stay three months, make those months count. We used to roll our eyes at short stays — now they’re a blessing. That means speeding up your systems and training. Create a series of laminated ‘newbie cards’, a one-pager with daily routines, shift goals and ‘how we do it here’ notes. Every backpacker gets one with their apron. They feel part of the team on day one, not day 10.
The job is only half the experience, the welcome matters just as much. Travellers often arrive in a town where they know no one, so simple things like a staff meal, help finding housing, and being included in the social side of the business can make a difference.
Visas can be tricky, so check the current rules. There’s no point planning around 88 days of farm work if they’re on a student visa. Ask early and double-check through the online VEVO system. Many want a steady job and a good reference — they’re worth investing in. Create clear roles that work on a three-month cycle: less menu knowledge, faster training and more output. Treat them like seasonal pros, not trainees.
Local staff are still worth chasing, even if they’ve never worked in hospo. Short paid trials, basic quizzes and simple on-the-job coaching work better than long manuals. If you’ve got a confident second-year apprentice or long-timer, make them the mentor. And if you’re short on time, lean on video. Even filming your POS steps on a phone can be speed coaching for new staff.
Try running a ‘parents-only shift’ for a couple of days per week from 9:30am to 2:00pm when kids are at school. Train local parents over two weeks and rotate them for lunch shifts and functions: no nights, no weekends, no problem. You’ve now created the ‘mum force’. Try it with the ‘pop force’ and ‘granny force’ for seniors.
Staff sharing also works. if another venue two towns over needs two days a week filled, you may have someone happy to do both. Split travel, share training notes, and keep each other in the loop. It’s a rural co-op in action. One country cafe owner told me about their local staff support group with other businesses, meeting every six weeks at the local clubs to share wins, swap stories and find out about useful resources. The business development people at your local council can be an excellent resource for this — it starts with frustration and turns into results.
Rural hospitality has always been built on community, creativity and a strong cup of tea when things get tough. You’re not alone. Every small win: a great three-month hire, a shared solution, a parent who says yes to a weekly shift is a step in the right direction.
Ken Burgin
