Best Hiring Practices for Your New Restaurant

Best Hiring Practices for Your New Restaurant

Few businesses are as labor-intensive as the restaurant business. A restaurant’s reputation rides on two primary deliverables: great food and great service. You need people to produce both. So how do you ensure you have the best people possible staffing your eatery? You need to start with good hiring practices.

Here are five tips for hiring great employees:

Be slow to hire and quick to fire. Employee turnover is a given in the restaurant industry, but that doesn’t mean you should accept a high turnover rate. Be sure to take your time when making your hires and if someone is not working out, then don’t drag out the firing process. If you do, your reputation and your bottom line will suffer.

Choose superstars. Create a profile for your ideal employee, and then structure your hiring process around finding those people. If you already have some star performers working for you, try to find people with the same attributes as your stars to hire. Avoid anyone who doesn’t fit into the profile you have created for a great employee.

Have a process. You need a hiring process in order to find the best people, and it starts with developing a standardized interview protocol, including how you will follow up after the interview. To find the best candidates, you should interview each potential employee at least twice. Weed out those who don’t perform well during the first round of interviews.

Utilize personality tests and check references. Many restaurant managers utilize computerized personality testing to help identify ideal candidates. This can be a time saver for busy managers in weeding out unsuitable candidates. However, it is not a replacement for a face-to-face interview, which should be done following the test, unless a candidate is wildly unqualified. And don’t let a busy schedule derail you from checking references — this is especially critical for a service business like a restaurant. If a candidate doesn’t pass the reference test, take a pass on them.

Audition for key positions. Key personnel like chefs and managers require a more in-depth interview process.   You should subject these people to a more rigorous interview process and, if possible, real-life auditions so you can assess their skills under fire. This may reveal more about their ability to perform under pressure than any interview could.

Business owners seeking to protect their business interests should seek a qualified, competent advisor for assistance. Contact one of the experienced Florida business attorneys at Jurado & Farshchian, P.L., at (305) 921-0440, or email us at info@jflawfirm.com. We offer free consultations to business owners seeking to find the right attorney to meet their business’ legal needs.

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