Most operators would agree that finding a reliable workforce has been a challenge for the restaurant industry the last few years. With challenges brought on by Covid and demanding customer expectations, operators have struggled to stay fully staffed.
As an owner, you don’t have the time to search for new candidates when you are busy battling supply chain shortages and and finding ways to navigate inflation. Trust me, you arent the only one struggling to find help.
With the holiday rush quickly approaching, there is no better time to start looking at expanding your staff.
The hiring process can be difficult. But if the process is too difficult, it can drive applicants in the direction of a competitor.
Don’t make the hiring process a game of 20 questions. Have an authentic conversation with your candidates. Get to know them and their career goals. Find out what they are looking to get out of the position and why they applied for the job in the first place. Yes, it’s still an interview but it doesn’t have to feel like an awkward first date.
It’s About Hunger
Hiring staff should be about more than just filling a job role. It should be about bringing someone on your team that will fit in with your company culture. It’s not necessarily about experience, it should be more about someone who is hungry to work.
Communicate Company Culture
What are some of your shared values, goals, and company practices? These are some of the things you should communicate to candidates during their interview. Company culture is one of the top deciding factors into a candidate applying for a job. When a candidate is able to identify or relate to a company that aligns with their values and goals, they are more likely to apply for the job and stay for a longer period.
Put some effort into your hiring process. You want to attract and retain staff, not drive them away. Showcase your commitment to employee happiness and use the interview process to make a good impression.
