The food service industry has beenaround for a long time without us realizing that the evolution of this type ofbusiness greatly affects everyone over time. The restaurant industry creates arevolutionary impact on industrialization and in the economic system of theworld.

In the past, people plant their ownfood and raised animals for meat. The growth of cities and towns correlateswith the birth of restaurants. When people became educated and learned variousskills to earn a living, it became unavoidable for them to assign the duty ofcooking meals to a person or an enterprise.

The restaurant has boomed becausepeople want to avoid the strenuous task of food preparation all day long. Therewere menus or options to choose from generally served and eaten on the premisesbut they also offer take-out and food delivery services.

The remarkable growth of restaurants,like in Singapore, encouraged many people to invest in this kind of business,thus making food choices much more diverse. The success of hamburger anddoughnut chains and now, even the simple beverage like coffee caused theexpansion of restaurant chains worldwide. The birth of the restaurant affectsthe lifestyle of many people and the civilization’s economic texture. Theincreasingly hectic lifestyle of people working makes cooking at home achallenge causing them to order take outs.

A specific type of restaurant suchas fast food restaurant, also known as quick service restaurant (QSR) has risenin the past decade offering quick, convenient and inexpensive meals. Thiscommercial establishment's main goal was to make money ignoring the proper wayfor nutrition. Some of the foods offered by these commercial establishments areof little nutritional value and often high in fat, sugar, and calories.

But due to the growing wellness andfitness industry, many restaurant chains now started offering healthyalternatives to their customers. This shows that restaurants will surely adaptto changes along with the customers food preferences.

Bacall Conniff and Associatesprovides accounting and financial services to the restaurant industry making itcompetitive in the world economy.



Inany business, going the extra mile is going to produce the best results. At HuxleyBanking and Finance, we seek to do just that.

Oneof our clients is a global investment firm. We have been working with them forseveral years, sourcing placements across specialist roles, particularly withintheir technology division. Last year they asked us to help them with a seriesof placements in a country in which we don’t currently operate - Canada. Theyhad been unsuccessful in their search so far, and wanted to leverage thesuccess we’d already had with them here in the UK.

Welooked at the issues they were facing – not being able to find people of theright calibre or with the right experience within their local area – and set towork on making this a global project. We knew where the sort of talent theywere looking for existed in both Europe and America, so we involved two of ourEuropean offices as well as two of our North American offices alongside the UKoffice. We set about finding three types of candidates: those already based inthe area that we knew had the right skills; citizens of Canada currently based abroadbut who had a desire to move back home; and citizens of other countries who hadthe knowledge and skills required, and who would welcome the opportunity for aninternational relocation.

What made the difference?

“Itwas crucial that we secured the investment in terms of time from our client inthe first instance,” explains Ashley McCuskey, Client Relationship Manager atLondon Banking & Finance. “We worked hard to understand our clients’ strictbrief, but in the initial stages that requires them to spend some time with usgoing through their exact needs.”

Afterthat all the profiles were sent through one contact, in this case, Ashley, whowould then gather specific feedback on each one.

“Itmeant I could make sure that the profiles we were sending consistently alignedwith their strict brief,” she explains. “Every time we received feedback wewould use that to refine our search further.”

Withinthree weeks, our client had offered the first role to one of our candidates.After that it was a case of replicating the process to find the others.

“Itwas a tricky market,” admits Ashley. “It was a candidate-driven market andfinding the right people was certainly not easy, they were few and far between.Those candidates could more or less pick and choose the roles, so we alsoworked with the company to help them differentiate themselves, for instance, byoffering to help with the relocation process.”

Despitetheir current recruitment needs having been met, for both their UK and Canadianoffices, the client still meets with us on a regularly basis. “They saw howwell we worked, and they want to make sure that they are ready – and we wereready - as soon as the next opportunity arises,” states Ashley.

Well-thought out solutions

EmilyOrgan, Client Relationship Manager at London Banking & Finance, isresponsible for meeting the recruitment needs of another financial client, thistime in the UK. In this instance, it wasn’t just the quality of the candidatesthat was important, but finding a large number of candidates within a shortspace of time to meet a surge in requirements. Emily picks up the story:

“We’vehad this client for a number of years, but some of our work with them wasintermittent, spot business. We felt that we needed to get to grips with the biggerpicture, so we arranged meetings with various departments to understand theiroverall structure and high level strategy going forward.

“Inthe wake of the financial crisis, all financial institutions have had to get togrips with the wave of new regulations imposed upon them. We knew that thisfirm was going to have to upskill in certain departments as a result, so we putforward our case for helping them. We were pleased to be chosen as a preferredsupplier for a project last year – basically, two rounds of hiring around 100contracts.

“Theychose us because of our knowledge of their business, but also because we workedlike crazy to get the best candidates for them. I was constantly visiting theiroffices so I knew exactly where they were with the project, what they neededand whether requirements were changing as the project went on. We couldn’t havebeen more involved in the whole process.

“Inaddition, we did everything we could to make their lives easier. For instance,not by just presenting them with the candidate profiles, but by outlining thecase for each candidate in terms of their skills and experience. Highlightingwhich had worked for the institution previously, for instance.

Weended up being the top performing supplier. Not only that, but we had thehighest completion rate of those contracts, and the highest number ofcontractors whose contract was extended. They’ve now appointed us preferredagent.”

Todiscuss this topic further or if you have any questions then please contactAshley McCuskey ( or Emily Organ (