4 March 2010
Things to Consider When Hiring Staff
Posted by Crystal under: News .
Hiring staff is one of the most difficult tasks for the restaurant owner/operator. Turnover in the restaurant industry is notoriously high, and the process of hiring, keeping and motivating staff takes a tremendous amount of effort and time investment. The ultimate goal in the hiring process is to reduce your turnover while increasing the productivity. Here are some tips on how to do it:
Advertising. Advertise in regular media outlets, such as in the classified section of the local newspapers or in the online classifieds. Contact the local employment office and see if they have a job service section, so that you can add your job offer to their computer database. Visit local colleges and universities that usually have bulletin boards where you can post your job opening. For more important positions, such as chefs and cooks, recruit at local culinary colleges. Of course, place an ad in the window of your own restaurant.
Flexibility. When interviewing potential hires, look for dedicated, professional and loyal employees. Employment at the restaurant often requires long hours, working at odd hours, such as in the evenings, holidays or weekends, so it is important to hire people who are open to flexibility. Hires should have a thorough understanding of the service industry, disciplined attitude, and open-mindedness.
Willingness to Learn. Each potential employee should be evaluated for his/her potential to grow within the organization. When hiring people, look for people who take initiative, who have ability to solve problems and keep customers happy. Hire people that are willing to learn, willing to work independently without constantly resorting to “asking the manager”.
Background Check. Thorough staff screening procedures are critical to effective hiring process. Restaurants pay low wages, and people who work for the low wages usually take menial positions like dishwashers, bussers, runners, etc. Some people applying for such jobs might have criminal records, drug or alcohol problems. It is important to run background checks and keep your eyes open. Make sure your hires have clear criminal and driving records. For more important positions, such as Head Chef or Manager, make sure you check their references to ensure that your potential chef or manager has a proven track record and an understanding of all stations in the kitchen.
On-Job Training. Provide adequate training to make sure your staff provides high quality customer service. Hold weekly meetings for all levels of staff, from your key people, like chefs or managers, to dishwashers. Create measurable systems to track employee performance, make sure your employees are clear as to what your standards are.
Incentives. To retain good, hard working employees, consider paying somewhat higher wages than competitors and provide health benefits. Treat your staff like a family; for example, remember to celebrate staff birthdays by serving food and cakes. Get creative with incentives: offer a bottle of wine or a free meal to a person with the highest performance. Provide other small gestures like gift certificates.
Warnings. Keep in mind that many potential hires might not care much about their jobs because they do not see their employment in a restaurant as long term: some of those people do it because they are in college, some want free food, and others were not able to get a job anywhere else. If an employee lacks motivation and has low work ethic, the situation can result in a big liability for your restaurant. If, on the contrary, you are able to hire and retain the right staff, you will gain a significant advantage over the competition. Hiring the best people who will do a good job for you will also be critical to the reputation of your establishment.
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