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We’ve all been there, sifting through piles of resumes, hoping to strike gold.
You post job listings, conduct countless interviews, and yet, somehow, you still end up with a revolving door of employees who just don’t quite fit the bill.
So, how do you find the right people?
In the guide, we’ll break down how to hire quality restaurant staff into five manageable steps.
We’ll also share insider tips on retaining your top talent.
So, get ready to take notes, because by the end of this guide, you’ll have all the tools needed to build a 5-star team.
Proper preparation can make or break your recruitment process. So, let’s understand how to effectively prepare for hiring restaurant staff.
We’ve all heard, “Culture eats strategy for breakfast.”
It’s true in the restaurant world too. Your culture and values set your establishment apart.
Start by pinpointing what makes your restaurant tick.
Is it exceptional customer service? Culinary innovation? Sustainability?
Write these down. Your mission statement should capture the essence of why you exist.
Next, creating a unique employer brand: Your employer brand is how potential hires perceive you. It’s the “vibe” your restaurant gives off.
To create it, consider your restaurant’s personality. What would it be like if it were a person? This persona should shine through in your job ads, social media, and interactions with potential hires.
Need help figuring out your restaurant’s culture, values, and USPs?
Time to take stock of your team. Who do you have, and who do you need?
Look at your current roster. Who’s killing it? Where are you falling short? Identify these gaps.
Next, determine the positions and skills you need. This varies depending on your restaurant type, but generally falls into three categories:
Servers, hosts, bartenders – they’re the face of your restaurant. Look for people skills, multitasking abilities, and a knack for hospitality.
Your kitchen crew. Chefs, line cooks, dishwashers. Here, you want culinary skills, efficiency, and the ability to work under pressure.
These folks keep everything running smoothly. Restaurant managers, shift leaders, etc need leadership skills, problem-solving abilities, and a cool head under pressure.
Money talks, especially when it comes to hiring.
Your labor cost should typically be around 30-35% of your total revenue.
To calculate it, add up all your labor expenses including wages, incentives, taxes, training costs, etc.
For a detailed explanation, check out our guide on how to calculate labor costs.
Next, set ideal wages. Research industry standards in your area.
A good rule of thumb is to aim for the 75th percentile of the wage range for each position.
This formula can help:
Ideal Wage = (25th percentile wage + 75th percentile wage) / 2
Also, factor in benefits such as health insurance, paid time off, meal discounts, or professional development opportunities.
Once sorted with staffing budget, you can further check out our blog on how much to spend on marketing for your restaurant?
Time is money in the restaurant biz. Thus, it’s important to set realistic deadlines for each hiring stage.
Here’s a rough timeline:
Align your hiring process with your business needs.
If you’re opening a new location, you’ll need to staff quickly. On the other hand, if you’re just filling a few positions, you can take more time.
Consider your busy seasons as well. Planning to hire restaurant staff for summer? Start in early spring. Holiday rush? Begin your search in late summer or early fall.
Finding top-notch staff for your restaurant isn’t just about posting a job ad. It’s about casting a wide net and reeling in the best catch.
Let’s dive into some proven strategies to attract quality candidates.
Create detailed job descriptions once you’ve determined the roles and skills you need for successful restaurant staff hiring.
Use tools like Indeed’s Job Description Template or AI platforms to craft compelling descriptions.
Include specific responsibilities, required skills, and a taste of your restaurant’s culture as determined in Step 1.
Gone are the days when a “Help Wanted” sign in the window did the trick.
Today, you need to be everywhere your potential hires are looking.
Use job boards like Indeed and Glassdoor. Indeed boasts over 250 million unique visitors monthly, while Glassdoor offers insights into company cultures.
But don’t stop there. ZipRecruiter uses AI to match candidates with jobs, and Craigslist still holds its own for local hires.
You can also make use of industry-specific platforms such as Culinary Agents and Poached, making posting and applying a breeze.
Use social media too. LinkedIn, with its 740 million members, is perfect for finding management-level staff.
Facebook’s business account job board reaches a wider audience, while Instagram’s visual nature can showcase your restaurant’s vibe.
Our social media marketing services can help the right eye land on your job post.
HR agencies are best considered for high-level positions. They have access to a pool of pre-screened candidates and can handle the initial vetting process.
However, they come at a cost, typically 15-25% of the hired employee’s first-year salary.
Your current staff knows your culture and can vouch for candidates. Thus, offering incentives, like a $500 bonus for successful hires, can motivate employees to tap into their networks
Culinary schools are breeding grounds for fresh talent. Establishing internship programs with such schools gives you first dibs on promising students.
It’s a win-win. Students get real-world experience, and you get to test-drive potential hires.
Job fairs and career events are also hotspots for eager candidates.
The National Restaurant Association’s annual show in Chicago attracts over 65,000 attendees.
Local events, like the NYC Restaurant Job Expo, can be equally fruitful.
Moreover, you can also offer workshops or guest lectures. Share your expertise on topics like “Mastering the Art of Plating” or “The Business Side of Running a Restaurant”. This not only attracts talent but also builds your brand.
Keep track of impressive applicants who didn’t quite make the cut last time. They might be perfect for future openings.
Nurturing relationships with passive candidates can also pay off big time. These are folks who aren’t actively job hunting but might be open to the right opportunity.
Keep in touch through occasional emails or invites to restaurant events.
Implementing a talent community strategy takes this a step further. Create a mailing list for interested candidates.
Share updates about your restaurant, industry insights, and job openings.
Let’s dive into the screening and interviewing process that is essential for quality restaurant staff hiring:
When resumes start rolling in, implement a systematic approach to reviewing applications.
Tools like Zety and Indeed can scan resumes for keywords and qualifications to filter potential fits.
Tests from talent platforms like TestGorilla evaluate abilities from math proficiency to menu knowledge.
Moreover, implementing an Applicant Tracking System (ATS) like Workable or Breezy HR can streamline your process. These systems organize applications, track candidates, and automate communications.
Speaking of communication, keep candidates in the loop. Regular updates show respect and maintain interest.
Nobody likes being left hanging, right?
Well-planned interviews dive deep into a candidate’s experience, strengths, and potential fit.
For remote interviews, utilize tools like Calendly, Zoom or Skype. Ensure a stable internet connection and a quiet environment. Remote interviews require extra attention to non-verbal cues and clear communication.
Prepare questions that uncover work ethic, problem-solving abilities, and guest service skills. Involve managers and team members by having them conduct portions of the interview.
Pay attention to how applicants treat staff during on-site visits. Simulate real-world scenarios to evaluate critical thinking.
Evaluating candidates goes beyond their resumes.
Implement role-specific tests to assess practical skills.
For example, a cook might be asked to prepare a signature dish, while a server could demonstrate their knowledge of the menu and customer service techniques.
Soft skills and personality traits are also crucial in the hospitality industry. Look for:
Finally, assessing alignment with company values is essential for long-term success. Share your restaurant’s mission and values during the interview. Ask candidates how these resonate with their personal beliefs and work ethic.
For example, ask the candidate about their experiences with reducing waste, if your restaurant supports sustainability.
Understanding how a candidate’s values align with your own can greatly enhance workplace harmony and lead to improved team dynamics.
Our live webinars and 1:1 coaching can help restaurant owners make better hires and improve profit margins by up to 18%.
Paid trial shifts are the ultimate test. They allow you to see candidates in action. How do they handle a busy dinner service? Do they mesh well with your current staff?
Observe candidates in real work environments. Do they take initiative? How do they interact with customers and colleagues? These insights are invaluable.
Gather feedback from your existing staff. They’ll notice things you might overlook. Their input can help you make a more informed decision.
Remember, hiring for restaurant staff is a two-way street. Give candidates a chance to experience your restaurant culture too. The right fit benefits everyone involved.
You’ve sifted through resumes, conducted interviews, and now it’s time to make the big decision. Choosing the right staff can make or break your restaurant. Let’s dive into the key aspects of this crucial step.
Holistic evaluation means looking at the whole package, not just a resume. It’s about seeing the person behind the paper. How do you do this effectively?
Start by comparing candidates against your job requirements. Did they nail the essential skills? Great! But don’t stop there. Consider their potential for growth and adaptability.
Cultural fit is crucial in a fast-paced restaurant environment. Will they mesh well with your team? Think about their personality and work style. Do they align with your restaurant’s values and vibe?
Don’t forget to review references and background checks. These can provide valuable insights into a candidate’s work ethic and reliability.
According to a study by the Society for Human Resource Management, 87% of employers conduct background checks on job candidates.
Now it’s time to seal the deal. Craft a competitive offer package that reflects the candidate’s value. Research shows that 60% of job seekers consider additional benefits over a pay raise a top factor when accepting a job offer.
Be crystal clear about expectations and benefits. Spell out the role, responsibilities, and what they can expect from your restaurant. Transparency builds trust from day one.
Sometimes, negotiation is necessary. Be open to discussion, but know your limits.
Remember, a fair deal leads to a happy employee.
You’ve made the hire, but your job isn’t done yet. Provide necessary training and resources.
This includes everything from food safety protocols to your restaurant’s unique procedures.
Be thorough – it pays off in the long run.
Consider assigning mentors or buddies to new employees. This can help them integrate faster and feel more comfortable in their new role.
Not every candidate will make the cut. But, how you handle rejection matters.
Provide constructive feedback to unsuccessful candidates. It’s not just kind – it’s smart business.
Maintain positive relationships with these candidates. You never know when you might need to tap into this talent pool again. Plus, they might become customers!
Don’t forget to ask for feedback on your hiring process. Candidates can offer valuable insights to improve your recruitment strategy.
It’s a two-way street, after all.
Running a restaurant effectively is also about overcoming unique hurdles that come with the territory.
Let’s explore some of these challenges and how to tackle them head-on.
The restaurant industry is notorious for its revolving door of staff.
But why?
Low wages often top the list of reasons. Many restaurant workers struggle to make ends meet on minimum wage plus tips.
Moreover, long, irregular hours and lack of benefits don’t help either.
So, what can you do? Start by offering competitive pay and benefits. It might seem costly, but it’s cheaper than constantly training new hires.
Implement retention strategies that go beyond the paycheck. Create a positive work culture where staff feel valued and heard. Offer growth opportunities and clear career paths.
Don’t forget exit interviews. They’re goldmines of information. Ask departing employees for honest feedback. You might uncover issues you never knew existed.
Restaurants often face feast or famine when it comes to staffing. Summer rushes and holiday lulls can wreak havoc on your workforce.
Develop a flexible strategy to handle these fluctuations. Cross-train your core staff so they can handle multiple roles. This gives you more wiggle room during busy times.
Build a reliable pool of part-time and seasonal workers. College students and retirees often make great seasonal hires. They’re looking for flexible work that fits their schedules.
Consider on-demand staffing platforms like Qwick. They connect you with pre-vetted industry professionals for short-term needs.
Keeping up with labor laws is crucial for avoiding costly fines and lawsuits.
Stay updated on industry-specific regulations. Subscribe to newsletters from restaurant associations and labor law firms. They often provide timely updates and explanations.
Implement proper record-keeping practices. Track employee hours, wages, and tips meticulously. Use software designed for restaurants to make this easier.
Provide necessary training on compliance issues. This includes food safety, alcohol service, and sexual harassment prevention. Make it a regular part of your onboarding process.
Finding skilled workers is a common headache for restaurant owners. But there are ways to bridge this gap.
Develop in-house training initiatives. Create a structured program to upskill your existing staff. This not only fills skill gaps but also improves retention.
Collaborate with industry associations for skill development. Many offer workshops and certifications. They’re great resources for keeping your team’s skills sharp and up-to-date.
So, you’ve assembled your dream team. Congratulations!
But how do you retain them?
Fostering open communication isn’t just about suggestion boxes. It’s about creating a culture where your staff feels heard. Regular team meetings can work wonders, in this case.
Recognize good performance. And offer more than just a pat on the back. Consider implementing an “Employee of the Month” program with tangible rewards.
Workleap found that 69% of employees would work harder if they felt their efforts were better recognized.
Ensure that boundaries are created and workloads are managed to prevent burnout. Encourage employees to take their breaks and respect personal time. When they see that their well-being is valued, they are more likely to stay loyal to the organization.
Learn how to create a positive work environment in your restaurant from industry veterans with 40+ years of experience.
When you invest in your employees’ growth, you show them that their future matters to you.
Clear career progression paths are like a well-planned menu – they give direction and purpose.
Consider creating something like a “Chef’s Apprentice” program or a “Management Track” depending on the role.
Also, cross-train and ensure job rotation to keep things fresh. It creates a more versatile team.
Regular performance reviews shouldn’t feel like a trip to the principal’s office. Make them constructive and goal-oriented.
Soliciting and acting on employee feedback is also crucial. Use anonymous surveys to get honest opinions.
Finally, consider team-building activities. For example, organizing monthly outings or team-building exercises can strengthen relationships among staff members and foster a sense of camaraderie.
Work-life balance in the restaurant industry sounds like an oxymoron, right?
Wrong.
Flexible scheduling software can help. Software tools like 7shifts or HotSchedules allow staff to have more control over their schedules.
Consider offering split shifts or compressed workweeks.
Also, offer resources like counseling services or stress management workshops.
Mental health and wellness aren’t just for corporate employees!
Next, implement mandatory break times and limit consecutive workdays. Restaurants with clear anti-burnout policies can see an increase in staff retention rates.
Want to free yourself and your staff from constant burnout? Learn how to create the perfect work-life balance at your restaurant.
Investing in your people isn’t just a nice-to-have – it’s a must-have for restaurant success.
Think about it: happy staff = happy customers = more profits.
It’s a simple equation, but one that many restaurants overlook.
Here’s where Restaurant Growth comes in. With over 40 years of combined experience, we’ve seen it all in the restaurant staffing world. From no-show interviews to kitchen meltdowns, we’ve navigated the choppy waters of hiring for restaurant staff and come out stronger.
Now, we help restaurant owners like you build a thriving team that sticks around. Our coaching and webinars are packed with strategies to boost employee retention, improve customer service, increase your profit margins, and more.
The result? You not only see better margins but also enjoy life more.
How’s this for a perk?
This way you could do more – more than just your restaurant. In all simplicity, you get to take control of your time (and prevent burnout).
Now that’s what we call work-life balance!
So, let us help you invest in the right people and watch your profits soar.
Hiring the best restaurant staff involves creating detailed job descriptions, conducting thorough interviews, and assessing candidates’ skills and experience. Look for individuals with a passion for hospitality, a strong work ethic, and a team-oriented mindset when hiring for restaurant staff.
The cost of hiring restaurant staff varies depending on factors such as location, position, and experience level. Expect to spend between $500 to $5,000 per employee, including advertising, background checks, and training costs.
Measure restaurant staff quality through customer feedback, sales performance, and key metrics like average ticket time and table turnover.
The number of staff a restaurant should have depends on its size, concept, and operating hours. As a general rule, aim for one server per 3-4 tables and one kitchen staff member per 5-7 guests when planning your restaurant staffing needs.
The restaurant staffing formula helps determine the optimal number of employees needed based on factors like seating capacity, average customer stay, and desired service level.
Generally, the formula is:
Number of staff = (Seating capacity × Average customer stay) ÷ (Average workday length × Desired service level).
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