Hiring Staff for Your Restaurant
The planning of your restaurant is in the works. In order for it to fully function, you’ll need to hire qualified individuals to work alongside you. The hiring process isn’t always short and should be gone over with a wide-toothed comb to ensure that you’re picking the right staff members. Ultimately, it won’t just be about creating a team—you’ll be creating a work family where everyone is constantly working together and providing excellent service for your customers. Here’s how you strategize your hiring process, from Zanduco Restaurant Equipment & Supplies.
- Make a List of Who You’ll Need
Your staff will be the backbone of your restaurant, constantly providing excellent service for your customers. These people will be working both at the front and back of the house. There is an array of positions to offer, including but not limited to:
- Management team (manager, assistant manager, accountant, etc.)
- Cooks (executive chef, sous chef, line cook, etc.)
- Delivery team
- Create Job Postings
Once you’ve figured out exactly how many staff members your business needs, you’ll then need to plan an employee recruitment strategy. Sit down with your hiring manager (unless you are the hiring manager) and create your job postings on an online classifies website. You can also post them on your own website or invite applicants to come by and drop off their resume and cover letter. Some things to include in the job specification for each posting are as followed:
- The position title
- A little bit about your establishment, including history and general rules
- The location where the job is being offered
- Whether the job is part-time, full-time, flexible, etc.
- A list of responsibilities that need to be carried out
- Hourly pay rate
- Benefits (discounts, employee outings, tuition assistance, etc.)
- Deadline to apply
Depending on the position, you may need to ask your applicants to provide the following:
- Experience/education and a list of skills they have obtained
- License/certification (Smart Serve, Food Handling, etc.)
- Valid driver’s license (delivery)
- Consent to a background check
- Proof of age and/or residence
- Language proficiency
- Ability to lift a certain weight
- Schedule Interviews
When you have a sufficient amount of applications that fit your job descriptions, you can begin to call the applicants and schedule an interview with them. Some establishments may ask to bring a print copy of their resume. When you sit down with your potential staff member, it’s good to go through the job description once more as a reconfirmation of their commitment to the role. Some questions and comments you may want to present are as followed:
- Tell me about yourself.
- Have you worked at a restaurant/commercial establishment before?
- How do you feel about occasionally working overtime?
- What makes you right for this position?
- Tell me about a time where you executed teamwork.
- When would you be available to start?
- Are you able to be on your feet for several hours at a time?
- This is a fast-paced environment. How do you plan to handle stress?
- Can you interact with customers in a professional and friendly manner?
Keep most of your questions open-ended and cater the questions and comments to fit the role that the applicant wants to fill.
- Review the Candidates
After the interviews have concluded, sit down with your management team to review the applicants. Not only should they meet the job requirements, but they should have overall ambition and motivation to work with your business. Should you feel it necessary, you may hold some follow-up interviews. Don’t feel distraught if you need to extend your job posting dates because not everyone is going to be qualified for your positions.
- Making Decisions and Hiring
After careful discussion with your management team, select the most ideal applicants for each position and give them a call. As a courtesy, you should also call or email the individuals who didn’t make the cut, and thank them for applying. However, before calling you should have an idea of when you want to begin training your new team. Some next steps would include:
- Figure out the day they can start (some people might already have a job and need to give notice.)
- Coordinate training
- Give staff their uniforms, name tags, etc.
Things to Remember
- There are ways to avoid a high turnover rate: making the environment fun, giving a balance during work and outside of work, and opportunities to move up in your business. However, the biggest assurance will be establishing respect towards your staff members.
- You may want to be open-minded to hiring seasonal employees. Everyone needs a little extra help sometimes and having a few extra members around during a busy season makes all the difference.
- It’s no surprise that the restaurant industry is stressful, but exuding positivity and ambition will keep your staff motivated. Leading by example is vital for your role as the owner.
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