Introduction
Hiring the right staff is crucial for the success of any restaurant. The quality of your employees can directly impact the dining experience of your customers and the overall efficiency of your operations. To improve your restaurant hiring practices, it's essential to understand the preferences and behaviors of restaurant employees. In this blog post, we'll explore key findings from research conducted by this, a leading point-of-sale system for restaurants, and provide actionable insights to help you optimize your hiring process.
Key findings on restaurant hiring and job searches
The key findings on restaurant hiring and job searches, based on It's research, reveal important insights into how restaurant employees discover job opportunities, their motivations, and the challenges they face in the industry. Here are the key findings:
Job Discovery Channels: Most new employees discover their latest restaurant jobs through friends (55%) or social media (50%). This highlights the importance of social connections and networking in the industry.
Experience in the Industry: A significant majority (71%) of restaurant employees have worked at a restaurant prior to their current job. This indicates that there is a pool of experienced talent available for hiring in the industry.
Motivations: The primary motivation for most restaurant employees (46%) is to make money and support their lifestyle. This is followed by 18% of employees who are motivated by career development and growth within the restaurant industry.
Challenges: Despite the abundance of experience in the industry, turnover remains a problem, as 30% of restaurant employees are at risk of leaving the industry in the next 2 years. The top pain points cited by employees include poor hourly pay (47%), not being recognized for hard work (44%), and bad managers (37%).
Job Search Ease: Two-thirds of restaurant employees who switched jobs in the past year said it was extremely easy or easy to find their latest job. This indicates that there are opportunities available for employees seeking new positions.
How to find restaurant workers
1. Attend Job Fairs and Culinary Events:
Attending job fairs and culinary events can be a strategic approach for restaurants looking to recruit top talent. These events provide a platform to connect with aspiring professionals in the hospitality industry who are actively seeking opportunities. Setting up a booth at local job fairs allows restaurant owners and managers to showcase their brand, culture, and available positions to a targeted audience. Culinary events, such as food festivals or cooking competitions, attract individuals passionate about the culinary arts, making them ideal venues for recruiting chefs, cooks, and other kitchen staff. By participating in these events, restaurants can engage directly with potential candidates, discuss job opportunities, and even conduct initial screenings or interviews on the spot. Additionally, job fairs and culinary events provide valuable networking opportunities, allowing restaurants to establish relationships with culinary schools, training programs, and other industry professionals. Collaborating with these organizations can lead to future partnerships, internships, or referrals, further expanding the restaurant's talent pool. Overall, attending job fairs and culinary events can be a proactive and effective strategy for finding and attracting qualified candidates to join your restaurant team.
2. Collaborate with Culinary Schools and Training Programs:
Collaborating with culinary schools and training programs can be a strategic approach for restaurants to identify and recruit talented individuals. These institutions are often hubs for aspiring chefs, cooks, and hospitality professionals looking to gain practical experience. By establishing relationships with culinary schools, restaurants can tap into a pool of enthusiastic and motivated students or graduates who are eager to start their careers. Offering internships, apprenticeships, or externships can provide these individuals with valuable hands-on experience while allowing restaurants to assess their skills and potential fit within the team. Additionally, collaborating with culinary schools can help restaurants stay updated on industry trends, techniques, and best practices, ensuring that they remain competitive in the ever-evolving culinary landscape. Overall, partnering with culinary schools and training programs can be a mutually beneficial arrangement, providing restaurants with access to fresh talent while offering students and graduates valuable opportunities to kickstart their culinary careers.
3. Utilize Online Job Boards and Platforms:
Utilizing online job boards and platforms is a convenient and effective way for restaurants to reach a wide audience of potential candidates. These platforms allow restaurants to post job listings, specify job requirements, and receive applications from interested individuals. Additionally, many online job boards and platforms offer features such as candidate matching and resume screening, which can help restaurants identify qualified candidates more efficiently. By leveraging these tools, restaurants can streamline their hiring process and attract candidates who are actively seeking opportunities in the industry.
How to hire a restaurant staff
Hiring a restaurant staff involves several key steps to ensure that you find the right candidates for your team. Here's a comprehensive guide on how to hire restaurant staff:
Identify Business Needs: Before you start the hiring process, evaluate your restaurant's specific staffing needs. Determine the number of employees required for each position, including front-of-house and back-of-house roles, based on factors such as peak hours, anticipated customer demand, and the size and concept of your establishment.
Craft Detailed Job Descriptions: Write detailed job descriptions that accurately reflect the responsibilities, qualifications, and expectations for each role. Highlight key requirements, such as relevant experience, skills, and any necessary certifications. Be sure to also include details about your restaurant's culture, values, and unique offerings to attract candidates who align with your vision.
Source Candidates: Use a variety of methods to source candidates, including online job boards, social media, referrals, and networking events. Consider collaborating with culinary schools and training programs to tap into a pool of aspiring professionals.
Screen Resumes and Applications: Review resumes and job applications to identify candidates who meet your job requirements. Look for relevant experience, skills, and qualifications that align with the roles you're hiring for.
Conduct Interviews: Invite promising candidates for in-person interviews or conduct phone interviews to assess their suitability for the role. Prepare comprehensive questions in advance to evaluate their experience, skills, and cultural fit within your restaurant.
Skills Assessments: Depending on the role, consider conducting skills assessments as part of the hiring process to gauge the quality of work. For example, cooks could participate in a live cooking demonstration, bartenders could make cocktails, and servers could work a test shift during a slow period.
Extend Job Offers: Once you've identified the candidate who best fits the requirements, extend a formal job offer. Be sure to clearly outline the terms of employment, including compensation, benefits, and any other relevant details.
Onboarding: After hiring new staff, ensure they have a thorough onboarding process to integrate them into your team. This may include introducing them to the staff, training them on restaurant procedures, and providing them with the tools and resources they need to succeed.
Continuous Improvement: Regularly review your hiring process to identify areas for improvement. Solicit feedback from current employees and candidates to ensure that your process is effective and aligns with your restaurant's goals.
Be thoughtful and practical with your restaurant’s interview process
Being thoughtful and practical with your restaurant's interview process is crucial for finding the right candidates who not only have the necessary skills but also fit well within your team and culture. Here are some key tips to consider:
Prepare Comprehensive Questions: Develop a list of questions that will help you assess the candidate's experience, skills, and fit for the role. Include questions that prompt candidates to provide specific examples from their past work experiences.
Assess Cultural Fit: Use the interview as an opportunity to assess whether the candidate aligns with your restaurant's culture and values. Ask questions that reveal their work ethic, attitude towards teamwork, and customer service philosophy.
Conduct Practical Assessments: Depending on the role, consider conducting practical assessments to gauge the candidate's skills. For example, you could ask cooks to prepare a dish, bartenders to make a cocktail, or servers to role-play a customer interaction.
Provide a Realistic Job Preview: Give candidates a realistic preview of the job and its expectations. Be transparent about the challenges and demands of the role to ensure that candidates have a clear understanding of what to expect.
Be Respectful and Professional: Treat candidates with respect and professionalism throughout the interview process. Make them feel welcome and valued, regardless of the outcome of the interview.
Follow Up Promptly: After the interview, follow up with candidates promptly to let them know the outcome. Provide feedback and constructive criticism if necessary, and keep the lines of communication open.
Importance of decreasing restaurant turnover rate and promoting employee retention amongst your staff
Decreasing restaurant turnover rate and promoting employee retention are essential for the long-term success of your restaurant. Here are some key reasons why:
Cost Savings: High turnover rates can be costly for restaurants due to the expenses associated with recruiting, hiring, and training new employees. By retaining employees, you can reduce these costs and improve your bottom line.
Consistency in Service: Employees who stay with your restaurant longer are more likely to provide consistent, high-quality service to customers. This consistency can lead to increased customer satisfaction and loyalty.
Positive Work Environment: A high turnover rate can negatively impact the morale and overall atmosphere of your restaurant. By promoting employee retention, you can create a positive work environment where employees feel valued and motivated to perform their best.
Employee Development: Retaining employees allows you to invest in their development and growth within your organization. This can lead to a more skilled and knowledgeable workforce, which can benefit your restaurant in the long run.
Reduced Training Time: When you have a stable workforce, you can reduce the amount of time and resources spent on training new employees. This can improve efficiency and productivity in your restaurant.
Better Employee Engagement: Employees who are engaged and committed to your restaurant are more likely to go above and beyond in their roles. This can lead to improved customer service, higher sales, and overall business success.
Varying your hiring approach based on the roles may help attract more quality candidate
Varying your hiring approach based on the roles within your restaurant can help attract more quality candidates who are well-suited for their positions. Here's how you can tailor your approach for different roles:
General Managers and Assistant Managers: For leadership roles like general managers and assistant managers, focus on candidates with strong management skills, industry knowledge, and strategic thinking abilities. Look for candidates who have a track record of driving profitability, generating customer loyalty, and fostering a positive work environment.
Chefs and Line Cooks: When hiring chefs and line cooks, emphasize their culinary expertise, ability to handle various types of cuisine, and experience in meeting volume demands while maintaining high food quality standards. Conduct taste tests or cooking demonstrations to assess their culinary skills.
Bartenders: For bartender positions, look for candidates with strong knowledge of cocktails, spirits, and beer, as well as excellent customer service skills and the ability to multitask efficiently. Consider holding "auditions" where candidates can showcase their mixology skills.
Sommeliers: If your restaurant serves wine, consider hiring a skilled sommelier who has extensive knowledge of different wine varietals, regions, and vintages. Look for candidates who can provide expert recommendations and pairings for your menu.
Servers and Waitstaff: When hiring servers and waitstaff, look for candidates who are courteous, attentive, and professional. Consider asking for specific examples of how candidates have handled challenging customer service situations in the past.
Implementing restaurant employee and team management tools
Implementing restaurant employee and team management tools can streamline operations, improve communication, and increase productivity. Here are some key tools and their benefits:
Employee Scheduling Software: This software helps optimize schedules weekly, daily, and even shift-to-shift, ensuring the right balance of staff to customer traffic. It can also track employee availability, time-off requests, and labor costs.
Payroll Platforms: Payroll platforms built for restaurants can streamline employee salary and wage distributions. They can also provide transparency and visibility into weekly labor costs, tip pooling breakdowns, payroll taxes, and deductions.
Inventory Management Systems: Inventory management systems can help track inventory levels, reduce waste, and optimize ordering processes. They can also provide insights into inventory usage and costs, helping you make informed decisions.
Point of Sale (POS) Systems: POS systems are essential for processing payments and managing sales transactions. They can also track customer orders, manage inventory, and generate reports on sales and revenue.
Communication Tools: Tools like messaging apps or employee portals can improve communication among team members and managers. They can be used to share updates, announcements, and important information quickly and efficiently.
Training and Development Platforms: Platforms that offer online training modules and resources can help onboard new employees and provide ongoing training and development opportunities for existing staff.
Performance Management Systems: These systems can track employee performance, provide feedback, and set goals. They can also help identify high-performing employees and areas for improvement.
Conclusion
In conclusion, implementing effective hiring practices and tools is crucial for the success of your restaurant. By attending job fairs and culinary events, collaborating with culinary schools, and utilizing online job boards, you can attract top talent to join your team. Additionally, being thoughtful and practical in your interview process, promoting employee retention, and varying your hiring approach based on roles can help attract quality candidates who are well-suited for their positions. Furthermore, implementing restaurant employee and team management tools can streamline operations, improve communication, and increase productivity. By investing in your hiring process and tools, you can build a strong team that drives the success of your restaurant.
