How Do You Recruit Top Talent for Your Restaurant? Even as an employer of choice, maintaining top-level staff is one of the main hurdles that restaurants face. The restaurant industry is well known for low-wages, high-turnovers, and fierce competition from other restaurant establishments in the area. How do you overcome this stigma and find top-talent for your restaurant?
1. Understand the Positions You Need to Fill
You can’t even begin to recruit candidates until you understand your restaurant’s staffing requirements. Outline which positions need to be filled and how many of each. For instance, if you need dishwashers and servers, how many of each do you need.
After you have determined which positions need to be filled and how many, it’s time to outline the roles for each. What are your expectations of the candidate who fills each role? Understanding your restaurant’s expectations and needs will ensure that you are looking for the right type of candidates.
2. Conduct Useful Interviews
You’ve sifted through countless resumes and are now in the interviewing phase. Don’t fly by the seat of your pants. The goal of the interview is to walk away with useful information that helps you compare candidates and make an informed decision. Although past employment history can be useful, it won’t give you the whole picture. Ask questions and present scenarios that help you determine not only whether they are a good employee but a right fit for the position you are interviewing for. For instance, let’s say you are hiring for a hostess position. The ideal candidate needs to enjoy interacting with a variety of people on a daily basis. Present a scenario or ask a question that will give you insight as to whether or not that candidate has that particular quality.
3. Give Candidates Realistic Details of What the Role Entails
An interview is a two-way street. Not only are you vetting whether or not the candidate is the right fit for your restaurant, but the candidate is vetting whether or not your restaurant is the right fit for him or her. Don’t sugar-coat the details of the position. Every job has at least one undesirable duty. Lay it all out there; the good, the bad, and the ugly.
4. Make Hiring Decisions Quickly
One thing about the restaurant industry is that candidates will move on to another establishment pretty quickly if not provided with an answer. Don’t sit on decisions too long or you risk losing your best candidates to your competitors. It is helpful if you are able to give interviewees a timeline. For instance, “I have two more interviews coming up Friday and will make a decision by Monday.” Chances are the interviewee will wait until Monday before seeking out other opportunities.
5. Incorporate on the Job Training
A new employee that isn’t properly trained will quickly become frustrated and end up looking for work elsewhere. Employers who put the time into their employees will find that they have employees who give their best to the restaurant. Have a thorough training process in place that ensures new employees feel confident in executing their new role. This is the first step in setting employees up for success.
6. Find the Best Candidates
One of the most difficult parts of the recruiting process is getting your job posting in front of the right candidates. Asking current employees if they know of anyone who would be a great fit is often a great way to find top-notch candidates. Other avenues to explore, include local technical colleges that have a culinary program and online platforms that specialize in the restaurant industry.
7. Work with a Professional Recruiter
Restaurant owners and managers have a lot on their plate when it comes to running a restaurant. Let’s face it, the hiring process when done correctly takes a great deal of time and effort. If you do not feel confident in your hiring abilities or simply do not have the amount of time needed to commit to the hiring process, working with a professional recruiter may be the answer. Professional recruiters are experts at finding top-notch talent.