How to record a kitchen porter video job ad

Step 1: Open with the Opportunity

Start your video by answering the questions every kitchen porter candidate is asking: "What does this job actually pay? What are the hours? And will I be treated with basic respect?" Kitchen porter recruitment is straightforward — candidates need work, and they're evaluating opportunities on practical factors. Your job is to be clear about what you're offering.

This matters because KP candidates have options. It's often wrongly assumed that kitchen porters will take whatever's available. In reality, good KPs — the reliable ones who show up consistently and do the job well — can choose where to work. Restaurants, hotels, pubs, cafés, care homes, and contract catering all need porters. Competition for reliable people is real, and candidates will go where the deal is best.

The fundamental questions KP candidates ask are practical: What's the hourly rate? How many hours can I get? What shifts are available? Will I be treated decently? They're not looking for career narratives or mission statements — they want clear information about what the job offers. Provide that clearly, and you'll attract candidates who want what you're offering.

Your goal is to make them think: "This is a decent job I'd take."

Use this 3-part approach:

1. Lead with the practical facts

KP candidates want to know the basics immediately. Don't make them wait or hunt for information.

State the pay clearly and upfront. Hourly rate, no ambiguity. If there's service charge, tips, or other additions, explain what they realistically add. KP roles often compete on pay — if yours is above average for the area, lead with that.

Be specific about hours. Full-time or part-time? How many hours per week? What's the realistic expectation — is it consistent hours, or variable depending on business? Many KPs are managing budgets carefully; they need to know what they'll earn.

Explain shift patterns. What times are shifts? Morning, evening, split? Are they consistent week to week, or rotating? Many KPs have other commitments — childcare, second jobs, education — and shift timing matters for their ability to manage their lives.

Address any flexibility upfront. Some KPs specifically want flexibility — choosing shifts, varying hours. Others want consistency and reliability. Be clear about which your role offers.

2. Understand what matters to kitchen porters

KP candidates have specific priorities. Understanding these helps you speak to what they actually care about.

Pay is usually the first filter. KPs compare hourly rates across available jobs and tend to choose higher-paying options, all else being equal. Be honest about where your pay sits in the local market. If it's competitive, say so. If it's not, focus on other advantages.

Hours and scheduling matter for life management. Is this enough hours to live on, or is it a supplementary job? Are shifts predictable so they can plan around them? Is there flexibility for specific needs — school runs, other jobs, appointments? These practical questions often determine whether a job works for someone.

Respect and treatment affect daily experience profoundly. Kitchen porters are often treated as invisible — the bottom of the hierarchy, spoken to dismissively, blamed for problems, excluded from team dynamics. Kitchens that treat KPs with basic respect and as genuine team members are genuinely better places to work. If your kitchen is like that, say so explicitly — it's a real differentiator.

Physical demands and working conditions matter. The job is physically hard — standing, lifting, repetitive work, often in wet or hot conditions. Candidates need to know what to expect. But beyond the inherent demands, some kitchens are better than others on equipment (working dishwashers, adequate supplies), organisation (realistic workload, not being set up to fail), and basic facilities (proper breaks, somewhere to sit down during slow periods).

Job security and consistency matter for stability. Is this a permanent role or casual? Are hours guaranteed or zero-hours? Is the business stable? KPs often value reliability — knowing the job will be there and the hours will be consistent — over marginal pay differences.

3. Differentiate from other options

KPs have alternatives — other restaurants, other hospitality jobs, non-hospitality work that might be less physically demanding. You're competing with all of these.

Differentiation at KP level is usually about practical factors: pay, hours, treatment, and working conditions. If you pay above market, lead with that. If you offer better hours or more flexibility than typical, highlight that. If your kitchen treats KPs with genuine respect as team members rather than invisible labour, that's valuable differentiation.

Be honest about what you offer. KP jobs are often similar in what they involve — the differentiation is in the conditions under which you do it. Is your kitchen well-organised? Is the workload realistic? Is equipment maintained? Do you have enough supplies? These practical factors affect KPs' daily experience and are worth mentioning if they're genuinely good.

Consider what makes KPs leave. If previous porters left for higher pay elsewhere, you have a pay problem. If they left because the workload was impossible, you have a staffing problem. If they left because they were treated poorly, you have a culture problem. Understanding why people leave reveals what matters in recruitment.

Tips if you're unsure what to say

Talk to your current KPs (if you have them). What made them take this job? What would make them leave? What do they tell friends who ask about working here?

Think about what you're offering compared to the alternatives KPs might consider. What's your honest case for why they should choose your job over the café next door or the hotel down the road?

Consider whether your KP offering is actually competitive. If you're struggling to recruit, is the pay too low? Are the hours unattractive? Are working conditions poor? Sometimes the honest answer is that the offering needs to improve.

Example: Hotel Restaurant

We're looking for a kitchen porter to join our hotel restaurant team. We pay £12.50 per hour — above average for the area — plus service charge that adds about £150 per month. That's real money on your paycheck, not vague promises.

We're offering 35-40 hours per week, full-time, permanent position. Shifts are primarily evenings — typically 3pm-11pm — with some lunch shifts for functions. Schedule is set two weeks ahead; we don't mess people around with last-minute changes.

This is a busy hotel kitchen — 70-80 covers at dinner plus room service — so it's not easy work. But we're properly staffed, the equipment works, and the team treats KPs as actual team members. You'll have a proper break during each shift, staff meal included, and we don't expect you to do the impossible.

Step 2: Show Your Venue Personality

Now help candidates picture themselves working in your kitchen. For KPs, this is about practical working conditions: what's the kitchen like, what's the team like, how will they be treated?

Video works here because it shows the reality. Your tone, the space behind you, how you talk about the role — all communicate something authentic. KP candidates have often experienced kitchens that oversold themselves; honesty builds trust.

Your goal is to help them picture what working here actually involves.

Use this 3-part approach:

1. Describe the working environment

Give candidates a practical picture of where they'd be working.

Describe the scale and pace of the operation. A busy restaurant washing up after 200 covers is different from a quiet café with steady, manageable volume. Be honest about how busy you are and what that means for KP workload.

Talk about the physical space. Is there a proper wash-up area, or is the KP squeezed into a corner? Is there industrial equipment (dishwashers, pot wash machines) or is it largely by hand? Is the space reasonable to work in, or cramped and difficult?

Address equipment honestly. Do the dishwashers work reliably? Is there adequate hot water, cleaning supplies, equipment that functions? Equipment problems make a hard job much harder; if yours works properly, that's worth mentioning.

Talk about the workload honestly. Is it realistic for one person, or are you always behind? Do pots and pans pile up faster than anyone could manage, or is the flow manageable? Being understaffed or having unrealistic expectations leads to miserable jobs and high turnover.

2. Share how KPs are treated here

This is often the most important factor for KP candidates who have experienced bad kitchens.

Address respect and treatment directly. Are KPs genuinely part of the team, or invisible labour? Are they spoken to respectfully, or dismissed and shouted at? Are they included in team meals and conversations, or isolated? If your kitchen is genuinely better than typical on this front, say so explicitly.

Explain how KPs fit into the team dynamic. Do chefs interact with KPs as colleagues? Is there mutual respect for what each role contributes? Or is there a rigid hierarchy where KPs are at the bottom and treated accordingly?

Talk about what happens when things get difficult. During busy service when everything piles up, how does the team respond? Does anyone help, or is the KP left to drown? Does management blame or problem-solve? How a kitchen handles pressure says a lot about how it treats people.

3. Introduce who they'll work with

KPs work alongside specific people, and those relationships affect their experience.

Describe the kitchen management. Who supervises the KP? How do they treat the role? Are they reasonable to work with?

Talk about the team composition. How many chefs? How do they relate to the KP? Is it collaborative or dismissive?

Address the KP team if there are multiple. Will they work alone or with other KPs? What's the dynamic? Having colleagues at the same level can make the job much better.

Tips if you're unsure what to say

Ask your current KPs what the working environment is really like. What's good? What's hard? Their honest assessment is more accurate than your assumptions.

Think about how your kitchen actually treats KPs. Are they genuine team members or invisible labour? The honest answer affects what you can credibly say.

Example: Hotel Restaurant

The kitchen is a proper hotel setup — industrial dishwashers for glasses and plates, a separate pot wash area, plenty of space to work. Equipment is maintained; we don't have you fighting with a broken dishwasher or running out of supplies.

The team is 12 chefs on a busy night, plus two KPs. The dynamic is collaborative — chefs will help clear and stack when they can, especially during the rush. The head chef is demanding about her standards but treats everyone with basic respect. KPs eat with the team at staff meal, same food as everyone else.

When it gets busy — and it does get busy — the approach is teamwork, not blame. If you're drowning in pots, someone will step in to help. You're part of the kitchen team, not invisible support.

Step 3: Paint a Picture of the Role

Give candidates a realistic preview of what the KP job actually involves. At this level, candidates want practical information: what they'll do, when, and how physically demanding it is.

Your goal is to help them understand what they're signing up for.

Use this 4-part approach:

1. Describe what a typical shift looks like

Walk candidates through the actual rhythm of the KP role.

Explain the start of shift. When do they arrive? What's the first task — checking equipment, starting on any prep wash-up, getting set up?

Describe the main service period. When do things get busy? What's the flow of dishes and pots? What's the intensity at peak? How long does the busy period last?

Talk about the end of shift. What does close-down involve? Deep cleaning, final wash-up, equipment cleaning? How long does it take? When do they actually leave?

Address how shifts vary. Are all shifts similar, or do some services produce significantly more work? Is weekend significantly busier than weekday?

2. Explain what the job actually involves

Be specific about the work itself.

List the main tasks honestly. Typically: running dishwashers for plates and glasses, hand-washing pots and pans, cleaning equipment, maintaining cleanliness of kitchen areas, potentially basic prep support, receiving and organising deliveries, waste management.

Address the physical reality. Standing for long hours. Working in wet conditions. Lifting heavy pots and trays. Working in heat (near cooking stations) or with hot water. Repetitive physical work. Be honest so candidates know what to expect.

Explain the volume. How many covers does the restaurant do? What does that mean in terms of wash-up volume? How fast do things pile up during service?

Talk about any variety in the role. Is it purely wash-up, or does the role include other tasks — basic prep, cleaning, deliveries? Some variety can make the job more interesting; some KPs prefer straightforward focus.

3. Describe the working conditions

Practical conditions affect quality of life.

Address breaks honestly. Are breaks guaranteed? How long? Can they actually rest, or is it "break" in name only?

Talk about shift scheduling. How far ahead is the schedule published? How often does it change? Is there flexibility for requests?

Mention physical environment factors. Temperature (kitchens are hot), floor conditions (wet, standing for long periods), noise level (dish machines are loud). These are the reality of the job.

4. Be honest about the demands

The KP role is physically demanding. Be upfront about what that means.

Acknowledge the physical nature. It's hard work — standing, lifting, repetitive motion, often in uncomfortable conditions. Candidates need to know this isn't a desk job.

Name the specific challenges. The rush during busy service when everything piles up faster than you can clear it. The heat near the cooking line. The repetitive nature of the work. The late finishes after close-down.

But also be honest about mitigations. If you're properly staffed so the workload is manageable, say so. If equipment works and makes the job easier, say so. If breaks are real and protected, say so.

Tips if you're unsure what to say

Shadow a KP shift if you can. See what the job actually involves hour by hour. The reality often differs from assumptions.

Ask current KPs what candidates need to know. What would have helped them prepare? What surprised them?

Example: Hotel Restaurant

As KP here, you'll typically work 3pm-11pm evening shifts.

The first hour is setup — checking the dishwashers are running properly, organising your area, starting on any prep pots from the afternoon. Service starts at 6pm; from then, plates and glasses start coming back from the restaurant. You're running the dish machine continuously, turning around glassware and china.

During service (6pm-9pm on a busy night), it's constant — plates coming back, glasses cycling through, pots from the line that need hand-washing. The dish machine runs continuously; you're loading, unloading, stacking. It's physically demanding and doesn't stop.

After last orders, around 9:30pm, you transition to deep clean and close-down. Final pots from the chefs, cleaning surfaces and equipment, making sure everything's set for tomorrow's prep team. Close-down takes about an hour; you're typically done by 10:30-11pm.

The physical demands are real. You'll be standing the entire shift, often in warm and wet conditions. You'll lift heavy pots and trays. During the rush, you won't stop moving. It's genuinely hard work.

What makes it manageable here: we run two KPs on busy nights so you're not drowning, the equipment is maintained so it actually works, and you get a proper 30-minute break around 4:30pm before service starts.

Step 4: Be Honest About What You Need

This section tells candidates what you're looking for. For KP roles, requirements are usually simple: can they do the physical work, and will they show up reliably?

Your goal is to help candidates quickly assess whether they can do the job.

Use this 4-part approach:

1. State essential requirements simply

KP roles typically don't require extensive experience. Be clear about actual requirements.

Address experience expectations. Do you require previous KP experience, or will you train? Most KP roles are accessible to people without specific experience — if that's you, say so clearly.

State any must-haves. Right to work in the UK. Ability to do physical work for extended periods. Basic English for safety and communication if needed. Any food safety requirements. Keep the list short and focused on what's genuinely necessary.

Be clear about physical requirements. The job involves standing for 6-8+ hours, lifting heavy items, working in warm/wet conditions. Candidates need to be physically able to do this. It's not discriminatory to be honest about physical demands — it helps candidates self-assess.

2. Describe what you're looking for

Beyond physical capability, what makes someone succeed as a KP?

Reliability is usually the top priority. Showing up for shifts, on time, consistently. For most employers, a reliable KP who's somewhat slower is better than a fast KP who doesn't show up. If reliability matters most to you, say so directly.

Address work ethic. The job requires working steadily for long periods. There's always something to do. Candidates who need constant supervision or lose focus quickly won't do well. If you need self-starters who keep working without being told, say so.

Talk about temperament. It's hard, repetitive work in sometimes stressful conditions. Candidates who can stay steady and not get overwhelmed when things pile up do better. If that matters, mention it.

3. Be clear about flexibility

KP roles are often accessible to a wide range of people. Be clear about where you're flexible.

Address experience requirements honestly. If no experience is needed, say so. This opens the door to candidates who might otherwise not apply.

Talk about schedule flexibility if you have it. Can you accommodate limited availability? Part-time options? Specific days off? Being clear attracts candidates who need flexibility.

Address any other flexibilities. Open to people re-entering the workforce? Open to career changers? Open to people with other commitments who want part-time? State what you're open to.

4. State any deal-breakers

If certain things genuinely won't work, be direct.

Availability requirements. If you need someone who can work specific days (usually weekends in hospitality), state that clearly.

Physical capability. The job is physical; people who can't do the physical work won't succeed. Being honest helps everyone.

Example: Hotel Restaurant

Here's what we need:

Experience: None required. If you've never worked as a KP before, we'll train you. We care about reliability and work ethic, not experience.

Physical capability: The job is physical — standing for 7-8 hour shifts, lifting heavy pots and trays, working in warm conditions. You need to be physically able to do this. It's not a desk job.

What we're looking for: Someone reliable who shows up for their shifts, on time, consistently. Someone who works steadily without needing constant direction. Someone who can stay focused when things get busy and not get overwhelmed.

What we're flexible on: Previous experience. Your situation — we're open to students, career changers, people returning to work, anyone who can do the job reliably.

What won't work: We need weekend availability — Saturday and Sunday are our busiest. If you can't work weekends, this role won't fit.

Step 5: Make the Offer Compelling

Be clear and direct about what you're offering. KP candidates make practical decisions based on practical information.

Your goal is to present a clear, honest package.

Use this 5-part approach:

1. State pay clearly

Hourly rate, front and centre. No ambiguity.

Explain any additions. Service charge, tips, bonuses — what do they realistically add? Give actual numbers.

Help them calculate earnings. State expected hours so they can work out what they'd actually take home.

2. Be specific about hours

State the number of hours clearly. Full-time? Part-time? What's the realistic weekly total?

Explain the shift pattern. What times? What days? How consistent is it?

Address overtime. Is extra work available if they want it? Is overtime paid appropriately?

3. List practical benefits

Staff meals — provided? Every shift? This matters to KPs.

Uniform and equipment — provided, or do they supply their own?

Any other practical benefits — transport help, parking, accommodation if it's a live-in role.

4. Address job security

Is this permanent or temporary? Contracted hours or zero-hours? Is the business stable?

Many KPs value stability. If you're offering genuine job security, say so.

5. Differentiate where you can

What makes your KP job better than alternatives? Better pay? Better conditions? Better treatment? Be honest about your advantages.

Example: Hotel Restaurant

The package:

Pay: £12.50/hour plus service charge (roughly £150/month extra). Realistic take-home: around £2,000-£2,100 per month full-time.

Hours: 35-40 hours per week, permanent contract. Evening shifts primarily (3pm-11pm), with some lunch shifts for functions. Schedule set two weeks in advance.

Benefits: Staff meal every shift — proper food, same as the team eats. Full uniform provided. 20% staff discount in the restaurant.

Why us: Above-average pay for KP in this area, proper staffing so the workload is manageable, and a team that treats KPs as actual colleagues. The work is hard — that's the job — but you'll be treated with respect and set up to succeed.

Step 6: Tell Them How to Apply

Make applying as simple as possible. KP candidates often want to connect quickly and informally.

Your goal is to make the application process quick and accessible.

Use this 4-part approach:

1. Keep it extremely simple

Minimal barriers. A phone call, text, or very short message is enough. Don't require CVs or extensive forms for a KP role.

Make it possible to apply in 30 seconds. KP candidates may not have polished CVs; many prefer to talk rather than write. A phone number they can call is often the simplest approach.

2. Explain what happens

Tell them the process. A quick chat? A trial shift? How long until they hear back?

If there's a trial, explain it. How long? Is it paid? What will they do?

3. Provide a direct contact

A phone number is often best for KP recruitment. It's immediate, personal, and accessible.

Make it easy to reach a real person who can answer questions.

4. Be responsive and fast

KP candidates often take the first decent offer. If you're slow to respond, you lose candidates.

If you can make a quick decision, say so. "We can often arrange a trial within a few days" signals speed.

Example: Hotel Restaurant

If this sounds right, give us a call.

Phone Dave on 07XXX XXXXXX — he's the head chef and handles KP hiring. Quick chat to check it works both ways, then we'll arrange a trial shift.

The trial is one evening service, paid. You'll work alongside our other KP so you can see what it's actually like.

We can usually arrange a trial within a few days. If you're looking to start soon, we move fast.