With reliable and skilled employees, a restaurant will run like a well-oiled machine. However, flaky staff and discord among staff members can damage efficiency and have ripple effects on the experience of diners.
When running a restaurant, finding qualified employees is an ongoing struggle. Below, we’ll discuss how to hire restaurant staff while avoiding the typical pitfalls and strain on company resources.
From advice on filtering candidates to helpful restaurant recruiting tools that take the load off your plate, this guide offers what you need to search for quality restaurant staff. Let’s get started!
Table of Contents
- Why does quality staff matter for a restaurant?
- Ways to find quality restaurant staff
- How to hire restaurant staff
- Alternative hiring solutions
Why Quality Restaurant Staff is Vital
Some restaurants make the mistake of viewing staff as expendable. This thinking leads to poor hiring decisions that hurt productivity and increase costs for the business.
According to the National Restaurant Association, 90% of restaurants have fewer than 50 employees. This means that the vast majority of restaurants rely on a relatively small group of people to ensure operations run smoothly. From line cooks to bartenders to servers, each member of the team has the power to influence the dining experience of guests. Because of this, reliable, dedicated staff is an absolute must-have for a successful restaurant.
When hiring quality restaurant staff, you add members that benefit the team, allowing coworkers to feel supported by each other. Team cohesion translates into a guest’s experience.
Head chefs, line cooks, waiters and all staff members must work in conjunction to deliver an optimal guest experience. Even one new hire that does not align with the restaurant’s core, is underqualified, or is apathetic about the role can throw off the team dynamic and decrease productivity.
High performing employees are also a benefit to a restaurant’s revenue. With an increasing number of individuals turning to online reviews before dining out, online ratings impact your restaurant’s traffic. According to OpenTable, 60% of restaurant visitors consult ratings from other diners.
Research from Harvard Business School reveals that restaurants that experienced a one-star increase in Yelp ratings saw revenue rise by 5-9%. With the food and service being two of the most common focal points of online reviews, quality restaurant staff can lead guests to write positive online comments. The boost in reviews is great for the restaurant image and your bottom line.
Four Ways to Find Quality Restaurant Staff
When potential applicants consider your restaurant, they’ll likely head to the website to do some research. Your “About Us” page should make clear the mission and core values of the company. Consider adding employee reviews and quotes to the careers section of your website. You can also create a frequently asked questions page within the “Careers” tab for interested candidates.
Make sure the job openings on your website are easy to find and that you highlight the benefits of working at your restaurant. Upscale steakhouse chain Ruth’s Chris uses its “Why Work at Ruth’s” section to emphasize the benefits of a staff position, including professional development opportunities.
While posting job opportunities on your website is a good starting point, it will only attract candidates that are actively seeking positions at your restaurant. To find more qualified employees, widen the net with job postings in other locations.
Job boards are another place to turn when hiring restaurant staff. The appeal of these online platforms is the ability to connect with many individuals actively seeking the role you are offering. To use a job board:
- Sign up for an account and select your monthly plan.
- Post job openings with detailed descriptions.
- Sift through candidates to find the right fit.
One drawback of job boards is the administrative cost of vetting candidates. The hiring manager will have to set aside time to sort through the under-qualified applicants that apply.
The additional cost of utilizing the platform is also a factor. Some job boards charge per listing while others charge a flat monthly fee, so renewing a listing can add up.
Another aspect of job boards to keep in mind is the slow turnaround time. If you need a shift filled quickly, a job board is not the ideal solution. After sorting through candidates and conducting interviews, hiring can take weeks or even months.
Did you know that current employees can act as restaurant recruiting tools? When searching for qualified candidates, ask employees to refer individuals that they think would be a good fit. Unlike job boards, there are no monthly fees associated with referrals.
In addition to short term cost-saving benefits, candidates that apply via referrals are statistically shown to stay in the role longer than employees from career websites. Higher retention rates lead to savings in the long term for restaurants.
Referrals are also likely to produce high-quality applicants. One survey of employers found that 88% list referrals as the top source for above-average candidates.
Despite all that referrals offer, they are a limited resource. Not all employees know someone fit for open roles. And those that are willing to refer typically have a limited amount of potential employees in their network. In light of this, depending on referrals alone to fill new roles is not an option.
Staffing challenges demand an innovative solution that addresses your needs in a timely manner. The problem with many restaurant recruiting tools is that they can’t provide an on-demand solution to staffing issues.
A platform like Qwick offers qualified professionals that can fill restaurant positions when you need them most. This tool is a saving grace when you are short-staffed. To utilize the app, you simply post a shift. It then appears on the app where pre-vetted candidates can accept the shift.
With Qwick, open restaurant shifts are filled by skilled professionals in as little as 30 seconds! Plus, the interviewing and vetting process is not your responsibility. These contracted professionals undergo an in-depth screening to ensure they are qualified before they can accept any roles. Plus, there’s no fee to hire these Professionals full time.
How to Attract and Hire Impressive Restaurant Staff
It’s clear that high-quality restaurant employees are a boon to the team around them and the restaurant as a whole. But how can you attract these professionals to fill your open positions?
Create a Compelling Job Description
If your goal is top-tier candidates, your restaurant staff job description needs to reflect that. Your job description will be competing with others from restaurants that are also on the hunt for qualified applicants. To stand out:
Establish a common value or goal. Finding an employee that meshes with company culture and mission is crucial. Discuss the company culture and core values to attract individuals who align with these core traits. For instance, a brunch place with a focus on sustainability should mention the commitment to eco-friendly practices.
Highlight your offerings. A good candidate will have options. What makes your restaurant special? In addition to discussing traditional employee benefits like healthcare, touch on unique perks that your restaurant offers. Do you offer a gym membership for employees? Is a public transportation pass a perk of the job?
List professional development opportunities that your restaurant offers to attract candidates that are interested in improving skills. Mention options for upward mobility to attract ambitious applicants. You can also speak about company retreats or bonding activities to highlight what employees can look forward to.
Filter out bad matches. If you set the bar too low, you’ll have to sift through unimpressive applicants that don’t fit the bill. Save yourself time and energy by crafting the job description in specific and clear terms. For instance, mention the number of years of experience needed for the position rather than simply writing “experienced.” Be clear about the job duties so that applicants can decide if this is a role they can handle.
By carefully composing a detailed job description, you narrow down the selection to hire quality restaurant staff and avoid wasting time.
Share the Job Opening
With the job description ready to go, it’s time for distribution. Select an option or combination of the methods mentioned above to broadcast your job.
As you work to attract the cream of the crop, sharing your job with pre-vetted candidates is a wise move. When you post to traditional job boards and social media, anyone can see and apply for the job. This casts a wide net but also increases the time you’ll spend sorting through inadequate applicants.
Some restaurants turn to staffing agencies for help filling roles. These agencies often charge a substantial fee for their services, so keep this in mind when deciding whether to move forward with one. If you do select this option, understand that filling the position may take weeks.
For a modern solution that connects you with qualified staff, try an on-demand hiring service. With this option, you will be able to post your shift to a platform filled with candidates that have already been screened. In other words, only qualified candidates can see and apply for your role. If you opt for an on-demand service, the company will take care of the onboarding process.
If you opt for another method, you’ll need to move to the next phase—interviewing.
Schedule & Hold Interviews
One of the most time-consuming parts of hiring restaurant staff is conducting interviews. Fortunately, there are ways to streamline this process.
Conduct a virtual interview before the in-person meeting. Schedule a 15-20 minute video chat with a candidate. The purpose of this is two-fold. First, it allows you to gain information on the candidate so that you already know a bit about them before the in-person interview. Second, it assesses how serious applicants are about the job. If a candidate does not show for the virtual interview or logs on late without letting you know in advance about a time delay, you know they are not reliable.
Tailor your interview questions. With standard prompts like “tell me about yourself” and “what attracted you to this position?” out of the way in the primary call, the interviewer has room to dive deeper for this next step. Your interview questions should not be one size fits all. Instead, ask specific questions that align with the responsibilities of the role, such as for banquet servers or restaurant servers.
For instance, someone interviewing for a line cook position should be asked how to keep a prep station organized and the meaning of different cooking techniques. A front of house applicant would face more questions about handling difficult customers and menu memorization.
Enlist help from current employees. Interviewing multiple candidates can be draining. Avoid burn out by sharing the responsibility among team members. A sous-chef can assist in interviewing potential new sous-chefs—the same goes for a hostess, bartender or line cook. Each professional brings insights about the job and can ask questions you may not think to bring up. This additional perspective is a valuable asset when hiring restaurant staff.
Beyond the in-person interview, a trial run is a great place to see how the candidate carries out their duties in real-time. Under the guidance of a trusted employee, the candidate can complete a trial shift as the final step before joining the team.
Onboarding & Training
Once the new hire accepts the position, the onboarding process begins.
Due to orientation and training expenses, the employee is a drain on restaurant resources for the first weeks or months on the job, depending on the role. In fact, a loss of revenue ranging from 1-2.5% is common when taking on new employees.
Once the employee learns the ropes and is efficient, they are an asset to the restaurant. It is vital to provide support and encouragement to the employee during the training period to increase retention. An unsupported employee may leave soon after they are hired, which results in a waste of time and funds spent on bringing them up to speed.
Panera Bread heavily invests in the first 90 days of an employee’s journey at the restaurant to decrease turnover. This saves the company in hiring and training costs in the long run.
Find the Stress Free Staffing Solution For Your Restaurant
Sudden resignations. Employees failing to show up for shifts. Busy seasons that demand more staff. All these challenges leave restaurants scrambling to find quality restaurant staff. Luckily, there is a hassle-free way to fill open shifts.
Qwick offers on-demand staffing at the touch of a button. When you list an open shift on Qwick, you don’t have to worry about sifting through lots of candidates and hosting multiple rounds of interviews. Qwick handles it all so you can focus on other business needs.
Signing up and posting shifts is free on Qwick, and our 98% shift fill rate gives restaurants peace of mind. Post a shift and experience the Qwick difference today!