8 Tips for Hiring Restaurant Employees

Hiring staff for a restaurant, whatever type of restaurant we are talking about, is one of the most critical decisions for ensuring your business’s success—it can make or break it. Every role, from chefs and dishwashers to servers and hosts, is vital in providing excellent service. If any position is not performed adequately, the business will not operate as smoothly as it should.

Selecting the right employees is a crucial step in opening a restaurant, and it is a process that will be repeated multiple times. That is why it is essential to be prepared and learn from any failures along the way.

In this article, I begin with a gloomy tone as we explore the challenges of hiring staff for a restaurant. However, the mood shifts to a more uplifting one as I provide valuable tips to help you succeed in finding the right restaurant employees. In the final section, I will introduce websites that offer additional support in recruiting and hiring restaurant staff.

Challenges of Hiring Staff for a Restaurant

1. High Turnover Rates

Employee turnover is when an employee leaves and seeks another job. The hospitality industry consistently experiences one of the highest turnover rates across all sectors. For example, a recent survey conducted by the  Bureau of Labor Statistics revealed that in July 2024, the U.S. hospitality industry had a 5.6% turnover rate, one of the highest in the country. Why is this the case not only in the U.S. but globally? This is not only because employees choose to change careers, return to school, or work temporarily during transitional periods in their lives but also due to dissatisfaction with the industry. Employees often encounter issues such as low wages, limited career opportunities, a toxic or poor work environment, feeling undervalued, long working hours, and unclear job expectations.

2. Wrong Candidate Expectations

Firstly, misaligned candidate expectations often stem from misleading job descriptions. An employee may be misled due to insufficient information provided by the employer. Communication between the two parties is ineffective, leading the employee to believe that the job is their dream position, only to later discover, for example, that the training process is inadequate, the schedule lacks flexibility, or the wage is lower than they anticipated. Incorrect candidate expectations are, in fact, a significant cause of the high turnover rate.

3. Local Hiring Competition

Competition between restaurants is inevitable in a society where the hospitality industry is highly developed and widespread. This competition is for the same pool of job candidates, as managers seek qualified, talented employees. If there are only a few in the area, restaurants will actively try to attract them to their side.

4. Seasonal Needs

Staffing needs can vary from season to season, especially in tourist areas. Managers who fail to recruit and hire employees before peak periods may be short-staffed. Therefore, hiring in advance is crucial, ideally bringing on experienced staff, possibly those who worked for you in the previous season.

5. Lack of Recruiting Experience 

Managers lacking experience and a well-thought-out hiring strategy will struggle to identify the best talent, leading to poor hiring decisions and increased turnover rates. They may overlook qualified candidates, misjudge their suitability for the role, or conversely, be misled into hiring unsuitable individuals. Therefore, managers need to invest time in developing effective hiring strategies. This includes creating clear job descriptions, implementing structured interview processes, and utilizing job trials to assess candidates’ real skills.

How to Successfully Hire Staff for Restaurant

Now that we understand the potential obstacles employers may face during the hiring process let us explore the solutions to help you successfully recruit the restaurant team you are looking for.

1. Define Your Hiring Strategy 

Defining your hiring strategy is the most crucial step in the recruitment process. An effective plan includes clarifying roles, determining staffing needs, and building a strong employer brand.

When clarifying roles, ensure each position has a detailed job description outlining the responsibilities, required skills, and qualifications. Flexibility is vital when assessing staffing needs, allowing you to adapt to changes in demand. For instance, during peak hours, it is crucial to have additional staff to ensure smooth operations, maintain a calm environment, and provide excellent service. A strong employer brand is vital for attracting skilled talent. Develop a positive image by showcasing your company’s culture, mission, and values on your website and social media platforms.

2. Partner with Local Culinary Schools and Training Programs 

Restaurant managers juggle multiple responsibilities and, as they are not professional recruiters, often require support in hiring. Culinary schools and training programs provide an excellent source of passionate and skilled candidates. Offering internships not only allows managers to observe and assess these candidates’ abilities and cultural fit within the restaurant but also provides valuable hands-on experience for the interns.

3. Make a Good and Realistic Job Description

The job description outlined above deserves special attention, as it plays a crucial role in recruiting staff. It is often the first information potential employees encounter about the restaurant when searching for a job. When it is well written, it answers the question: What does the person in this role do? In addition to the job title, purpose, and specific responsibilities, it is important to include the required education and qualifications, preferred qualifications, and even working conditions.

For example, a Chef’s job description typically includes the following: after the job title and an engaging overview, it lists responsibilities such as leading and mentoring the culinary team, developing and planning menus, and daily specials. It also outlines qualifications such as proven experience as a chef and expertise in menu and recipe development. The education and experience section may require a high school diploma or equivalent and 3-5 years of experience in high-volume kitchens. Working conditions are often detailed, including long hours, early mornings, evenings, weekends, and holidays.

4. Offer Competitive Compensation and Benefits

Generally, wages are one factor influencing a person’s decision to choose one workplace over another in their field of interest. You can attract skilled employees by offering a salary that meets or exceeds industry standards. In addition to competitive pay, consider providing benefits such as paid vacation days, complimentary meals, discounts, and other incentives to enhance your overall compensation package.

5. Conduct interviews 

Interviews are a critical step in identifying the best candidate. It is essential to have at least two managers conduct each interview and to prepare a thoughtful set of questions in advance. Consider including a mix of behavioral and situational questions, such as how the candidate became interested in the hospitality industry, why they left their previous job, how they function within a team, and why they believe they are a good fit for the position. Pay close attention to their body language, which can reveal valuable insights about the candidate’s attitude and confidence. A genuine passion for their work is invaluable, as it sparks creativity, enhances concentration, helps them excel, and reduces stress.

In addition to technical skills like cooking or serving, candidates should also possess essential soft skills such as empathy, resilience, conflict resolution, adaptability, communication, and creativity.

Beyond the traditional interview, consider organizing work interviews or job trials. These allow you to observe the candidate’s skills and assess how they interact with your current staff and customers, providing a more comprehensive view of their fit within the team.

6. Invest in Onboarding and Training

Before expecting your employees to invest in your organization, you should invest in them by enhancing their skills and improving job satisfaction. Start by asking how they wish to grow, then commit time and resources to provide proper training and onboarding. Well-trained employees are better equipped to meet your expectations. A vital element of the training and onboarding process should be socialization, helping employees connect with your organization, and fostering a true sense of belonging.

7. Develop a Positive Work Environment

A positive work environment is crucial not only for employee well-being but also for business success. It thrives on teamwork, respect, inclusion, a calm atmosphere, appreciation, safety, and growth opportunities. This leads to increased productivity, lower turnover rates, better health, and enhanced employee creativity.

8. Ensure Your Staff is Ready to Master Restaurant Technologies

Today, more and more managers are integrating technology into their restaurants, and this is something you must consider when hiring restaurant staff. Ensure that your team is proficient in using tools like online ordering systems, kiosks, and QR table ordering. Also, ensure they can use digital marketing modules to promote your restaurant.

Websites to Hire Restaurant Staff

Thanks to technology, it’s now easier not only to look for a job but also to find employees for your company. In addition to popular platforms like Facebook, Twitter, and LinkedIn, where you can post job announcements, there are specialized websites designed to help you find suitable candidates. Here are five such websites:

1. Indeed is a popular platform where employers can create a free account and post job ads in general search results. However, a paid option is required to promote your job opening for greater visibility.
2. Monster is a global leader in recruitment, extending beyond the hospitality industry. While advertising requires payment, a free trial is available.
3. Culinary Agent is a networking site that distributes the job description you post across its network of partner sites. This service requires payment.
4. ZipRecruiter is a leading online employment marketplace that utilizes AI to match suitable candidates with employers. It offers three plans for employers, including a free trial option.
5. Snagajob partners with various industries, including hospitality. Small businesses can sign up for free.

Conclusion

Hiring the right employees is crucial for your business’s success. Understanding the challenges employers face globally, such as high turnover rates, misaligned candidate expectations, local hiring competition, seasonal staffing needs, and a lack of recruiting experience, highlights the importance of implementing effective strategies to overcome these obstacles. By defining a clear hiring strategy, partnering with local culinary schools, crafting realistic job descriptions, offering competitive compensation, investing in training, and fostering a positive work environment, you can attract and retain talented employees. Ultimately, by selecting the right staff, you thrive and pave your way to success.