Introduction Hospitality is one of the most interesting and challenging industries to work in and offers a wide range of job and career opportunities and an endless variety of places to work in [Daniel Kysilka, 2012, p.362]. However, through recent reports the interest and demand within the industry has declined. Eldred [2010, p.8] suggested that after the reality of "very long, unsociable hours and hard physical labour becomes apparent," Gen Y is quite reluctant to enter or stay in the industry. Whilst many older, head chefs are finding it "too hard" because the nature of the job is moving away from being purely culinary'. This report will investigate the issues of skills shortages, industry expectations, and turnover rates, which are giving the industry such a decline in demand and interest. It will also include a prediction of the short and long-term effects for the industry and related shareholders if the problem is ignored. Skill Shortages Skills shortages in the hospitality industry are common and are creating shortfalls in service and staffing that the country cannot afford. The shortfall of suitably skilled and "experienced supervisory level employees is a significant constraint on growth for many businesses" [Skills Tasmania, 2011, p13]. Without stable leadership, businesses tend to stumble as supervisors show responsibility to ensure that front line operations run efficiently and employees work within organisational guidelines [Daniel Kysilka, 2012, p.375]. In Australia, the front of house staff is mostly found to be under-skilled. Those who possess some experience and technical skills are difficult to employ and in many instances leads to such positions being filled with applicants who cannot find a job elsewhere. Qualified and competent commercial chefs are also difficult to employ. With some restaurants having ongoing vacancies for up to six months and others being forced to temporarily close parts of their businesses as a result. It was also found that it is difficult to employ members of staff with the appropriate skills but who also had a sense of flexibility, willingness and presentation [Skills Tasmania, 2011, p7]. These shortages of skilled staff are indeed a result of the poor pay that employees receive, unattractive working hours, and the perception of limited career development opportunities. Industr