Ultimate Guide to Hiring Kitchen Staff (2025)

Hiring kitchen staff in 2025 isn’t just about filling positions — it’s about building the heart of your hospitality business. Whether you’re running a five-star restaurant or a fast-paced café in Australia, the ability to hire kitchen staff quickly and reliably is critical to your growth and reputation.

Why Kitchen Hiring Is Tougher Than Ever

Australia’s hospitality industry is still facing a talent crunch post-pandemic. According to Fair Work Australia, chef shortages and high turnover remain top concerns in 2025. Traditional hiring methods — job boards, walk-ins, staff referrals — aren’t enough anymore.

📉 High turnover leads to lost training investment
⏱️ Slow hiring processes drive away good candidates
📃 Visa complexities limit international chef availability

Step 1: Define the Role Beyond the Job Title

Too many employers post vague listings like “Chef needed ASAP.” Get specific. Define:

Kitchen type (bistro, casual, high-volume, hotel)
Role (prep cook, grill chef, sous chef)
Shifts (weekends, night service, split shifts)
Visa sponsorship or international hiring available?

🧠 Pro tip: Add your kitchen culture and workflow — you’re hiring for attitude and fit, not just knife skills.

Step 2: Use the Right Hiring Channels

Posting everywhere = attracting everyone (even unqualified applicants). Instead, use platforms designed for hospitality hiring. Venture Uplift offers:

✅ Verified kitchen staff with skill-based filtering
✅ Visa-ready chefs, managers, and assistants
✅ Free job posting + escrow-secured hiring

🎯 Still using general sites like Seek or Indeed? They work — but expect more irrelevant applications and screening work.

Step 3: Understand Current Salary Expectations

Good chefs are in demand — and they know it. According to ABS wage data, kitchen wages have risen 8% YoY in major cities.

Line Cook (Sydney): $28–$35/hour
Pastry Chef (Melbourne): $60K–$75K/year
Sous Chef (Brisbane): $70K–$90K/year

💡 Offer competitive pay with growth potential. If you can’t offer top wages, offer flexibility or a fast-track to leadership.

Step 4: What Skills Should You Prioritize?

✅ Knife proficiency + consistency
✅ Food safety and allergen awareness
✅ Calmness under pressure
✅ Ability to follow and improve systems

✨ Soft skills matter too: communication, reliability, humility, and team spirit separate good chefs from great ones.

Step 5: Conduct Smart Interviews

Ask scenario-based questions, not generic ones. Try:

“Describe how you handled a fully booked Friday with half the staff.”
“How do you prep for a weekend rush?”
“Tell me about a kitchen conflict and how you resolved it.”

Step 6: Always Offer a Paid Trial Shift

Great resumes can hide poor kitchen behavior. A trial shift shows how someone handles pressure, follows hygiene protocols, and fits with your team. Always pay for this time — it shows respect and builds trust.

Step 7: Move Fast — or Lose the Candidate

✅ Respond to applicants within 48 hours
✅ Schedule interviews within 72 hours
✅ Offer feedback even if not hiring

🧠 Top talent won’t wait — the faster your process, the better your results.

Step 8: Onboard for Long-Term Retention

First impressions stick. Your onboarding should include:

Welcome walkthrough + kitchen tour
Safety & hygiene briefing
Team lunch or intro shift
One mentor/manager assigned to new hire

Step 9: When to Hire International Chefs

If local hiring is slow, consider overseas talent. Australia’s 482 visa program allows qualified chefs and cooks to join your team. Just make sure your business is registered for sponsorship.

(Internal link placeholder: “How to Hire Chefs with Visa Sponsorship”)