May 6, 2022
I know so many restaurants are still trying to deal with the Great Resignation, and restaurants are a tough challenge. This episode is a very simple approach to hiring. But first, let me share some realities:
- volume is a huge problem - low cashflow makes it hard to hire anyone more, when you are already running low on Labor Costs.
- the work needs to get done — no way around the fact that food, food prep, and serving a fantastic plate has no short cuts.
- inflation is real, and people are feeling it.
So with those three realities, let me address your hiring conundrum.
- Have a job description
- Have a job advertisement that promotes the job and shares the “why” of the job, and the “why” of your business.
- Don’t rush the
process.
- Interview (we used to have two ppl interveiw— one of the other of us would have the BS meter turned on)
- Call references. Learn where the candidate REALLy is in their career, and ask what they need to grow further. What I mean is this is a whole person, you want to make sure they are going to be ready for this new role, and that it’s not above or below their skills.
4. Offer the job in a phone call and in an email. By this I mean add some formality to the process.
5. Make sure you have a training process in place. (First month version and up to 6 months of training…or continuous, help them feel engaged)
6. Last but def not least have productive reviews.
CONCLUSION: This is not a silver bullet, I know it’s not easy to find people. The industry is having a huge shift. Be willing and able to make that shift and create a healthy environment. And if this stuff still doesn’t resonate, call me or email me. This is what I do.