Dylan Murray takes us through his personal experiences whilst being in the Culinary Industry. These key skills that young Chefs and industry professionals learn as part of their basic training.
How long have you been in this role?
I started with Drake & Morgan fairly recently in January of this year and came from the same role at Soho House.
Since opening your first establishment in 2008 have you noticed a difference in the number of applicants – how easy has it been to find your staff?
I've seen a huge amount of interest from people wanting to work for Drake & Morgan in the four months I've been in this role. Finding the right staff is always a challenge as the market is very competitive and same demand for good staff amongst our competitors makes retention the key.
What are you looking out for on a CV or in an interview?
Personality and character, two often-overlooked elements in so many people working in the service industry. Being a natural people person and then, of course, the relevant experience, too. I have a general rule of not reading a CV before I meet someone for the first time as first impressions for me are so, so important.
If someone wanted to move between the Drake and Morgan group are they able to do so?
Absolutely! We encourage this in order to grow and develop our staff. It is a big advantage to have this facility and it certainly helps in keeping staff happy and engaged.
Could you explain your development programmes including the ‘Gift of Service’ a bit further – do you think this makes you stand out compared to others like yourselves?
Our development program is simply called “Love to Learn”: it is bespoke to D&M and focuses on the general basics of good service. We have re- defined our steps-of-service and looked at how we can ensure our service delivery is consistent. This program was piloted at the opening of our eighth site, The Refinery at Regent's Place, with great success and is now being rolled out site by site across our portfolio.
Do you think this is important to do so, this way can people get promoted?
We generally believe in promotion from within. Our internal succession planning is so important and giving existing staff the opportunity to grow within the D&M family is invaluable.
If someone doesn’t have a lot of experience when applying for a role but shows a lot of enthusiasm do you take them on and then train them?
Absolutely! Enthusiasm and appetite for the industry are key. Some of the best staff in the industry are people who simply wanted to join and learn the ropes.
What is your training process?
We have an improved induction on day one for all our new starters. They are then inducted into their “home” site by the site Training Champion who discusses their two-week training program. They are assigned a mentor who is responsible for assisting them during their first few weeks. This process is all part of the wider “Love to Learn” program.
What are your ultimate top 5 tips for someone looking to get into the hospitality industry?
Be a great 'people person', have passion for food and drink together with an appetite for customer service, be ready to work hard and best of all be able to simply have fun!
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Dylan Murray, operations director, Drake and Morgan
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