Top Things to Consider for A Successful Restaurant Recruitment Strategy

For a restaurant to be successful in an incredibly cut-throat space, it has to function like a well-oiled machine. 
This is not possible unless all of the components of the machine are functioning as they should so that it all comes together to create the final output – which is a great dining experience for the customers! 
The backbone of any food and beverage establishment is its staff. So obviously, recruiting for such workforce can bring its fair share of challenges. Recruitment should not be limited to just filling up positions but should instead focus on adding indispensable talent to the team, talent which is there for the long haul. 
In this blog, we will explore a few key aspects that make for a good recruitment strategy for restaurants.

Candidate’s Personality 

It’s no surprise that some of the top talent comes with their fair share of baggage. Sometimes, it’s best to listen to your gut and go with the candidate with a good personality which is warm and welcoming, rather than a snooty candidate who may have worked at the best of places. Ego clashes are inevitable in the restaurant business, so it’s best to hire employees with a good nature, instead of candidates who have multiple degrees. Remember, a lot can be learnt on the job, so candidates’ experience isn’t always the deciding factor of making a hire. 

Your representation as a recruiter

A big reason your employees could be jumping ship could be that you’re not painting a picture of what it could be like to work long term, the prospects, the growth, and the company culture. Showcase yourself as a positive space to work at, and you will attract the best talent. If your recruitment communication is half-hearted, that’s the kind of talent you will attract. 

Your interview questions 

Out with the old, in with the new. Instead of asking the standard questions, present candidates with situations that are common in restaurants to test their aptitude and ability to think on their feet. Take real life instances from emergencies at your very own restaurant and gauge how the candidate chooses to deal with the situation. It will be far more insightful than your standard “where do you see yourself in 5 years” sort of questions. 

Your offerings 

Often overlooked, employee engagement is very important in the restaurant business. As an employer, one must have a clear growth plan in place for each employee to retain the top talent. Give them a reason to be motivated at their jobs and stay on for the long haul. 

Job description

This is considered one of the biggest reasons for employees to don’t apply for jobs or leave their jobs. They do not understand their expectations and are hence unable to perform their duties properly. Take them through a routine day, have a clear and detailed job description, and give the candidate the opportunity to put forth any or all questions he or she may have pertaining to the job. A small training session would be ideal. 

The intentions of the candidate

Understand the intentions and the position of the candidates – What are they expecting from the job? Are they looking for a managerial position? What are the places where they can be a good match? If the intentions of the candidate are to grow in one place, then it makes sense to invest the resources and time in training. If the candidate is simply looking for a summer job, consider if that’s what you need for your restaurant at this moment. 

Short stints and career gaps 

If you see a lot of gaps on a resume, it’s best to be cautious while hiring such candidate. Understand the intentions of the candidate and see if they fit into your plans and structure of businesses. Employee and employer must be on the same page – that is to add value to the business and foster mutual growth.   
Your reach and process 

It’s no secret that the best talent is looking for the best places to work. These candidates are highly motivated and are always on the lookout for the best jobs that can help them grow. So, it only makes sense to have a presence where such candidates would be – the digital space. 
Apps like InstaHire automate the entire recruiting process and connect you to verified, driven candidates seeking jobs in hospitality, so that you can narrow your search. 

The restaurant business is estimated to need 16.3 million employees by 2027. It is one of the fastest growing industries, making it cutthroat in terms of competition. All this should not daunt you – adopt the technology you need to stay ahead of the competition and make excellent hires that are in it for the long haul!