Running a successful restaurant is more than just serving up great food in a welcoming atmosphere, it requires a dedicated and skilled team that fits your brand, business goals, and customers’ expectations.
As a restaurateur, the hiring process can be a challenging task – especially in the face of a rapidly changing industry. However, with the right strategies in place, you can assemble a staff that helps your restaurant run smoothly every single day.
Looking for tips on retaining restaurant staff in a shifting business landscape? Click here to read our guide on the topic.
Outline the Role
Before diving into the hiring process, it’s essential to establish a clear and effective recruitment strategy. This begins with a thorough understanding of your restaurant’s staffing needs. Consider factors such as the type of cuisine, peak hours, and anticipated foot traffic. This insight will help you determine the positions you need to fill and the skills and attributes required for each role.
Finding the right candidate(s) for your restaurant starts by knowing what it is you’re looking for in a team member. Start by creating detailed job descriptions that highlight the responsibilities and expectations for each role. Clearly outline the qualifications, skills, and experience necessary. Use language that reflects your restaurant’s culture and values to attract candidates who align with your vision.
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Getting the Word Out
Once you know the type of candidate you want for your restaurant, it’s time to get the word out about open opportunities. To cast a wider net and attract diverse talent, use multiple recruitment channels. While traditional methods like job boards and newspaper ads still have their place, consider utilizing social media platforms, industry-specific outlets, and dedicated recruitment websites like LinkedIn, Glassdoor, or Indeed.
If it fits your brand or vision, consider engaging with local culinary schools and other hospitality programs. This can also be an effective way to informally connect with aspiring professionals in the industry and get the word out about your restaurant.
Finding the Right Fit
Once you begin receiving applications, developing a comprehensive screening process is vital to identify candidates who align with your values and the working environment of your restaurant.
Mastering Interviews
The interview process is a critical opportunity to assess a candidate’s suitability for your restaurant. Prepare a set of well-thought-out questions that not only evaluate their technical skills but also delve into their interpersonal skills, problem-solving abilities, and adaptability. If you have a lot of interest from applicants, consider conducting multiple rounds of interviews to gain a comprehensive understanding of each candidate.
When evaluating potential candidates, prioritize relevant experience and skills. Look for individuals with a proven track record in the restaurant or hospitality industry, as they are likely to be more familiar with the fast-paced nature of the business. However, also be open to candidates who demonstrate transferable skills and a strong willingness to learn and adapt.
For positions that require specific skills, consider incorporating practical assessments into the interview process. This could involve a cooking demonstration for chefs or a customer service simulation for front-of-house staff. Practical assessments provide valuable insights into a candidate’s abilities in a real-world context. This multifaceted approach ensures that you gather a holistic understanding of a candidate’s capabilities and work ethic.
Looking for complementary restaurant real estate resources? Check out these other resources from our blog – on the house!
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Welcoming New Team Members
Once you’ve selected the right candidates, the onboarding process plays a pivotal role in acclimating new staff to your restaurant’s operations and culture.
Develop structured training programs or regimens for each role within your restaurant. These programs should cover not only technical skills but also customer service standards, safety protocols, and any specific procedures unique to your brand. If you have the bandwidth, assign experienced staff members as mentors to help your new hires during their initial days.
On top of the technical details, it’s a good idea to help new staff members build a connection with your existing team. For example, team-building activities, welcome lunches, and discussions about the history of your restaurant can foster enjoyable working relationships – helping you retain staff and build a healthy work environment.
Don’t forget that effective onboarding is an ongoing process. Helping new team members integrate into your restaurant will go beyond their first day. After the hiring process, seek feedback from both new hires and existing staff. Understand their experiences and perspectives to identify areas for improvement in your recruitment and onboarding processes. Continuous feedback loops will enable you to refine your strategies and create an environment that attracts and retains top talent.
Have more questions about restaurant ownership? We can help! Send us an email or give us a ring at 416-618-0054 to get started.
