What do Kitchen Porter candidates prioritise when evaluating a job ad?

Kitchen porter candidates prioritise practical factors above all else when evaluating a job ad. The hourly rate is typically the first filter — KPs compare pay across available roles and gravitate toward higher-paying options. After pay, they assess whether the hours are sufficient and consistent enough to rely on, whether the shift pattern fits around their other commitments such as childcare, second jobs, or education, and whether the kitchen will treat them with basic dignity. Candidates who have worked in kitchens where porters are treated as invisible labour or spoken to dismissively are particularly attentive to any signals about how the team actually operates. Your ad needs to address each of these priorities clearly and specifically.

Common misunderstanding: Kitchen porters primarily care about the type of cuisine or the restaurant's reputation when choosing where to work.

KP candidates are making practical decisions about their livelihood, not choosing a dining experience. Whether your restaurant serves fine dining or pub food matters far less than the hourly rate, the reliability of hours, and whether the head chef treats the porter as a human being. Focus your ad on working conditions rather than culinary prestige.

Common misunderstanding: Kitchen porters do not read job ads carefully because the role is straightforward.

Experienced kitchen porters read ads very carefully, specifically looking for red flags. Vague language about pay, no mention of breaks, or phrases like "must thrive under pressure" signal a kitchen that is understaffed or poorly managed. KP candidates have learned to decode these signals from past experience and will avoid ads that raise concerns.

How do I address the main concerns Kitchen Porter candidates have about a new position?

Address KP concerns by being specific about the things that go wrong in bad kitchens. Candidates worry about unreliable hours, being the only porter on shifts that need two, equipment that does not work properly, and managers who treat the porter role as disposable. State your hourly rate as a clear figure, confirm whether hours are contracted or zero-hours, describe the shift pattern with actual times, and explain how many porters work each service. If your dishwashers are maintained and your kitchen is properly stocked with cleaning supplies, say so — these details signal a well-run operation. Address the treatment question directly by explaining how KPs fit into the team dynamic, whether they eat with the chefs at staff meal, and what happens when service gets overwhelming.

Common misunderstanding: Kitchen porter candidates are mainly concerned about whether they will enjoy the work.

KP candidates understand the work is physically hard and repetitive. Their concerns are not about enjoyment but about whether the conditions are tolerable: will the workload be manageable, will equipment function, will they get proper breaks, and will they be treated respectfully? Addressing these practical realities matters far more than trying to make the role sound exciting.

Common misunderstanding: Mentioning challenges in the ad will put kitchen porter candidates off applying.

Experienced KPs already know the job is demanding. What concerns them is not the existence of challenges but whether the kitchen has done anything to make those challenges manageable. Mentioning that you run two porters on busy nights or that equipment is properly maintained actually reassures candidates that you understand the role and have invested in supporting it.

What assumptions do Kitchen Porter candidates typically make about job opportunities?

Kitchen porter candidates typically assume that any ad without a stated hourly rate is hiding below-average pay. They assume that "competitive salary" or "depending on experience" means the rate is low and will need to be negotiated upward. They read "fast-paced environment" as code for understaffed and "must be a team player" as meaning they will be expected to cover duties beyond their role without additional pay. These assumptions come from real experience — many KPs have taken jobs where vague ad language masked poor conditions. Your ad needs to counter these default assumptions with specifics: a clear hourly figure, honest information about staffing levels, and a straightforward description of what the role actually involves day to day.

Common misunderstanding: Kitchen porter candidates approach every new opportunity with fresh optimism and no preconceptions.

Most KP candidates carry experiences from previous roles, and many of those experiences were negative. They approach new ads with healthy scepticism, looking for evidence that this kitchen will be different. Specific details and honest language build credibility; generic promises and corporate phrasing reinforce their doubts.

Common misunderstanding: Using aspirational language about growth and career development appeals to kitchen porter candidates.

While some KPs are interested in progressing into chef roles, most are evaluating the job on its immediate terms. Aspirational language about "career pathways" and "development opportunities" rings hollow when the ad does not mention the hourly rate or shift pattern. Address the practical priorities first, and mention progression as an additional benefit rather than a substitute for clear information about the day-to-day reality.