5 Restaurant Hiring Mistakes You Should NEVER Make

Alyssa Fernandez

1 August 2017    |   

A restaurant’s X factor is the people running it. With that, it’s important to make sure that you’re not making any mistakes when hiring for your restaurant. You might be plating up great food every day, but it won’t lead to rave reviews online if your staff aren’t up to par. To help you out in creating the perfect team for your restaurant, we’ve listed down the top 5 hiring mistakes you should avoid at all costs when recruiting new staff. Not Having a Clear-Cut Job Description You may think filling out job descriptions for your restaurant is a piece of cake, but it’s not. Neglecting to be clear-cut during this process will bite you back in the end. When starting the hiring process, you should dedicate a lot of time in creating your staff’s job descriptions. Make sure you be as precise as possible when listing out your personnel’s tasks. “It’s not just ‘here’s a job, you’re a server and you sell food,’” David Scott Peters of TheRestaurantExpert.com said in this video. According to him, the job description of a restaurant server or waiter should look something like this: He or she is expected to greet customers within two minutes He or she should introduce himself or herself then take an appetizer order They should be back within two minutes to take your customer’s order Within five minutes, the order should be in the POS with 100% accuracy And so on, and so forth The job description should not just identify what the job is. It should indicate how to do the job, how well the job should be done, and by when the job should be done. Not Using Referrals So you’ve made comprehensive job descriptions and posted it on your company website, on social media, or at recruitment sites. But solely relying on these channels can only go so far in ensuring that your restaurant has high-quality staff. According to this article from ERE Media, those hired using employee referrals are more likely to stay on board beyond two years than those hired from job boards or career sites. Having an excellent employee referral program within your restaurant pays dividends to both management and staff. According to this article from the National Restaurant Association, team members are highly motivated when there is a referral system in place. Starbucks recruiting manager Tom Tice adds that “the real value is that they’re getting good people to work aside.” Referrals are not just limited to existing employees. The same NRA article also advocates for “second-interview referrals.” Encourage existing candidates to bring in someone they know on their second interview to fill in other open positions. Chances are, they’ll bring someone good to impress you. Hiring Those Who Don’t Fit In With the Culture It goes without saying that a restaurant should run a tight ship. Peak hours mean cooks churning out dish after dish like clockwork, waiters rushing from kitchen to table every so often, and hosts patiently accommodating those waiting to be served. It could be an extremely stressful environment that leads to a lot of personal squabbles at the heat of the moment. This is exactly why your restaurant staff should have excellent rapport bound by common culture. For celebrity chef-restaurateur and the host of Vice TV’s Fresh Off the Boat Eddie Huang, what he wants in his restaurant are people with a sense of humor. “It translates into great customer service,” he says. “It also helps contribute to the vibe of the restaurant. TheRestaurantExpert.com’s David Scott Peters’ video from earlier also talks about how important culture is in a restaurant. For him, he’d hire someone for culture over experience. Peters added that it’s easy for him to teach someone how to count out a bar drawer. But he can’t get employees “to show up and smile every day.” “If you are not a fit for my culture, you’re going to be a cancer in my business,” he says. Not Doing Interviews the Right Way It’s easy to hire the wrong person when you think of the interview process as just a formality. It goes without saying that there is more to a candidate than just what they look like on paper. It is during the interview phase you’ll be able to find out if they’re compatible with the job description and the culture you are building in your restaurant. All you need to do is do it right. Typsy has an article with tips on hiring and keeping restaurant staff. Inside it is a list of questions that you can use for your next interview. Some of the questions we highly recommend are: What do you think is most important when dealing with customers? How do you cope with stressful situations? What would you do if you got 30 minutes of downtime? What kind of work environment do you shine in? What’s your own favourite restaurant? What do you like about the industry? What is something you didn’t like about your last job? What are your expectations of this position? To further help you nail the interview process, the NRA also has an article with tips on the right way to interview the candidate. Neglecting to Call References and Doing Background Checks You might have to hire from all walks of life: from culinary school graduates to part-time high-school students. You need to know for sure that they can be trusted with your business. Calling upon references and doing background checks is one sure-fire way to give you that peace of mind when hiring your restaurant’s staff. Opentable recommends that you ask each candidate to provide three professional references when they apply. Make sure that at least two of three people named get back at you before moving forward with the application process. For those who are going to handle money on a daily basis, such as servers and managers, a quick background check is crucial to find out their credibility based on their previous work history and other factors. Having the right people on your staff is the key ingredient for every successful restaurant. And being careless on the hiring stage will guarantee a difficult time for you in the long run. Make sure to avoid these mistakes and set your A-team’s rota the right way to ensure your restaurant is a well-oiled machine any time of the day.

A restaurant’s X factor is the people running it. With that, it’s important to make sure that you’re not making any mistakes when hiring for your restaurant. You might be plating up great food every day, but it won’t lead to rave reviews online if your staff aren’t up to par.

5 Restaurant Hiring Mistakes You Should NEVER Make

To help you out in creating the perfect team for your restaurant, we’ve listed down the top 5 hiring mistakes you should avoid at all costs when recruiting new staff.

1

Not Having a Clear-Cut Job Description

You may think filling out job descriptions for your restaurant is a piece of cake, but it’s not. Neglecting to be clear-cut during this process will bite you back in the end.

When starting the hiring process, you should dedicate a lot of time in creating your staff’s job descriptions.

Make sure you be as precise as possible when listing out your personnel’s tasks. “It’s not just ‘here’s a job, you’re a server and you sell food,’” David Scott Peters of TheRestaurantExpert.com said in this video.

According to him, the job description of a restaurant server or waiter should look something like this:

  • He or she is expected to greet customers within two minutes
  • He or she should introduce himself or herself then take an appetizer order
  • They should be back within two minutes to take your customer’s order
  • Within five minutes, the order should be in the POS with 100% accuracy
  • And so on, and so forth

The job description should not just identify what the job is. It should indicate how to do the job, how well the job should be done, and by when the job should be done.

2

Not Using Referrals

So you’ve made comprehensive job descriptions and posted it on your company website, on social media, or at recruitment sites. But solely relying on these channels can only go so far in ensuring that your restaurant has high-quality staff.

According to this article from ERE Media, those hired using employee referrals are more likely to stay on board beyond two years than those hired from job boards or career sites. Having an excellent employee referral program within your restaurant pays dividends to both management and staff. According to this article from the National Restaurant Association, team members are highly motivated when there is a referral system in place. Starbucks recruiting manager Tom Tice adds that “the real value is that they’re getting good people to work aside.”

Referrals are not just limited to existing employees.

The same NRA article also advocates for “second-interview referrals.” Encourage existing candidates to bring in someone they know on their second interview to fill in other open positions. Chances are, they’ll bring someone good to impress you.

3

Hiring Those Who Don’t Fit In With the Culture

It goes without saying that a restaurant should run a tight ship.

Peak hours mean cooks churning out dish after dish like clockwork, waiters rushing from kitchen to table every so often, and hosts patiently accommodating those waiting to be served. It could be an extremely stressful environment that leads to a lot of personal squabbles at the heat of the moment.

This is exactly why your restaurant staff should have excellent rapport bound by common culture.

For celebrity chef-restaurateur and the host of Vice TV’s Fresh Off the Boat Eddie Huang, what he wants in his restaurant are people with a sense of humor. “It translates into great customer service,” he says. “It also helps contribute to the vibe of the restaurant.

TheRestaurantExpert.com’s David Scott Peters’ video from earlier also talks about how important culture is in a restaurant. For him, he’d hire someone for culture over experience. Peters added that it’s easy for him to teach someone how to count out a bar drawer. But he can’t get employees “to show up and smile every day.”

“If you are not a fit for my culture, you’re going to be a cancer in my business,” he says.

4

Not Doing Interviews the Right Way

It’s easy to hire the wrong person when you think of the interview process as just a formality.

It goes without saying that there is more to a candidate than just what they look like on paper. It is during the interview phase you’ll be able to find out if they’re compatible with the job description and the culture you are building in your restaurant.

All you need to do is do it right.

Typsy has an article with tips on hiring and keeping restaurant staff. Inside it is a list of questions that you can use for your next interview. Some of the questions we highly recommend are:

  • What do you think is most important when dealing with customers?
  • How do you cope with stressful situations?
  • What would you do if you got 30 minutes of downtime?
  • What kind of work environment do you shine in?
  • What’s your own favourite restaurant?
  • What do you like about the industry?
  • What is something you didn’t like about your last job?
  • What are your expectations of this position?

To further help you nail the interview process, the NRA also has an article with tips on the right way to interview the candidate.

5

Neglecting to Call References and Doing Background Checks

You might have to hire from all walks of life: from culinary school graduates to part-time high-school students. You need to know for sure that they can be trusted with your business.

Calling upon references and doing background checks is one sure-fire way to give you that peace of mind when hiring your restaurant’s staff. Opentable recommends that you ask each candidate to provide three professional references when they apply. Make sure that at least two of three people named get back at you before moving forward with the application process.

For those who are going to handle money on a daily basis, such as servers and managers, a quick background check is crucial to find out their credibility based on their previous work history and other factors.

Having the right people on your staff is the key ingredient for every successful restaurant. And being careless on the hiring stage will guarantee a difficult time for you in the long run. Make sure to avoid these mistakes and set your A-team’s rota the right way to ensure your restaurant is a well-oiled machine any time of the day.

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Industry Insights US    |   

4 Tips to Maximize Table Turnover and Staff Productivity

The pressure is on to maximize table turnover and your entire staff’s productivity at your restaurant: on one end, you have no empty tables with more customers hanging out outside or by the bar, waiting to be served. On the other, your team is pushed to serve every dish and bus out every plate as soon as possible so that other people can enjoy what you have to offer. Peak times are a double-edged sword for restaurateurs. The quicker your service during peak hours, the higher the revenue you will generate. Here are 3 tips on how restaurateurs can maximize table turnover and increase in staff productivity during peak hours: Train Hosts and Servers to Communicate When hosts and servers communicate effectively, an organized seating and reservation system for your restaurant will be possible. With it, you’ll avoid having tables sitting idly for 5-10 minutes after it’s cleaned. To avoid lost productivity during peak hours, train your hosts to pre-assign tables to those who are in line. Apart from that, you should also train your servers to signal the busser to clear off the tables as soon as the check is collected, and let the hosts know that their table will be ready for the next guest shortly. When communication between hosts and servers is constant and clear, guests who are next in line would be seated almost immediately. Serve Them Immediately National Restaurant Consultants president David Kincheloe says that you’d want to have a table turn three times during a 5-10 P.M. dinner period. The best way to do so is not by rushing your customers to leave, but by ensuring that service is swift during peak hours for a quicker table turnover. Maximize table turnover by making sure that servers arrive at their assigned tables within a minute after customers are seated. Have them serve water and take drink orders immediately. Ask customers if they have dined at the restaurant before. If so, just give them a quick refresher on the menu instead of the full rundown. If there’s a large party seated (usually six people or more), have two or more servers assigned to the table so that you can get orders quicker. Bus Out Like Clockwork Instruct busboys to clear off plates as soon as customers finish their meals, but of course, in a way that won’t seem like you’re rushing them. Don’t wait for your customers to ask for the check. Have servers ask if they want the check already as soon as they are finishing up their dessert. Make sure pre-rolled silverware are on standby. This allows you to reset tables as quickly as possible, and therefore, maximize table turnover. Leverage More Technology for the Restaurant Consider using more tech solutions for your restaurant to not just simply stand out, but also become more efficient. Install seat charting software to track seating plans and reservations. Use a tablet-based menu system (such as Ziosk) and contactless payment solutions so that customers can order and pay even without the servers. And beyond the front-of-house, leveraging on agile, cloud-based workforce management solutions to track attendance and manage shift schedules, among other things. Peak hours should always be a welcome sight for your restaurant business. Following these tips will ensure that you’ll get the most out of your staff and business during these special times of the day.

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About the author

Alyssa Fernandez

Alyssa Paula is a left-handed creative based in Manila. Having a knack for design, branding, and copywriting, she creates tasteful graphics and copy, and develops marketing strategies for Tanda, the world's #1 workforce success platform.

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Industry Insights US

4 Tips to Maximize Table Turnover and Staff Productivity

The pressure is on to maximize table turnover and your entire staff’s productivity at your restaurant: on one end, you have no empty tables with more customers hanging out outside or by the bar, waiting to be served. On the other, your team is pushed to serve every dish and bus out every plate as […]

More Resources

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