6 Step Hiring Process if You Need Restaurant Staff

Aug 29, 2021 7:17 PM

Hiring great employees is vital to the success of your restaurant.

Your restaurant is your baby. You know how much you have sacrificed to make your dream a reality, and you don’t want to entrust it to just anyone. But how do you find the best employees?

Here are 6 steps to hiring restaurant staff:

  1. Identify your needs
  2. Paid advertising for positions
  3. What to look out for in an interview
  4. Simplify your training
  5. Reach out to your community
  6. Track performance and feedback

Why does it matter who you hire to staff your restaurant?

As productive as you are, you can’t do everything yourself. You can’t be everywhere at once, and you only have two hands. Eventually you are going to need a day or two off of your own to relax and recharge.

But you don’t want to leave all of your hard work in the hands of just anyone. You want to be sure that your staff understands your vision and expectations. You want to be sure that you can trust them with your investment. Otherwise, you will never be able to truly relax when you aren’t there.

What should you consider when hiring staff for your restaurant?

There are so many steps to hiring your staff. In fact, one could write an entire book to answer this question, but in the interest of saving time, we have distilled this process down to six main points.


1. Identify your needs

Where do you start? Start out by identifying your needs. Do you need an entire staff or a few new people to round out your team? Do you need a new manager or a new dishwasher? The requirements vary wildly depending on what position you want to fill.
Then determine the role and responsibilities of each position you are hiring for. The more clearly you define these roles and your needs, the easier it will be to fill them and to train your new employees.

Then determine the role and responsibilities of each position you are hiring for. The more clearly you define these roles and your needs, the easier it will be to fill them and to train your new employees.

2. Paid advertising for positions

Word of mouth and a “Help Wanted” sign can be great ways to start advertising that you have available positions, and there are even free local job boards online. But have you ever considered using paid advertising to find just the right candidate?

Investing a little extra money to find the right candidates might be just what you need, especially when you are hiring for more important positions like chefs or managers. This way you can pick from a larger pool of more highly qualified talent.


3. What to look out for in an interview

There are a lot of questions you can ask when interviewing a prospective employee, but there are overall themes to consider to be sure you are bringing in the right person. These are basic questions to ask yourself, as well as the person you are interviewing.

  • Do they understand the job they are interviewing for?
  • Did they take the time to learn about the company?
  • Do they have the necessary skills?
  • Are they flexible?
  • Are they open to learning new things?
  • Do they fit with your company and culture?

4. Simplify your training

Remember in the first step when you identified your needs and mapped out exactly what is expected of each role in your restaurant? Well, this is the time when you will be glad you put in the effort. It will help you simplify your training process because you know exactly what needs to be done.

Something else to consider, rather than hiring a new employee, you can streamline operations by outsourcing certain things, like delivery. Rather than recruiting and training drivers you rely on a third-party who has done the legwork for you. This also means you will save on things like insurance for drivers and their vehicles.

5. Reach out to your community

Your restaurant doesn’t operate in a vacuum, and restaurant owners are a friendly bunch. You likely have an entire network of other restaurant owners that you can use to help with this process. From advice on defining available roles to qualities to look for and maybe even a qualified candidate, drawing on an experienced network of restaurateurs can be invaluable.

6. Track performance and feedback

Now that you have the best staff possible, a streamlined training process, and they are knee-deep in production, don’t forget to monitor progress.

It’s not that you are looking for a “gotcha.” It is simply that it is a lot easier to correct course early on than once something has become a problem. Not only should you check in often and monitor data, but you should also get feedback from customers as well as other employees to make sure you are getting a clear picture of an employee’s performance.

And don’t just track progress for the sake of finding errors. Look for reasons to reward them as well. When your restaurant staff does something well, praise them! Recognize individuals in front of the entire staff. Employees are more likely to want to do well when they know they are appreciated.

How can we help you when you need staff for your restaurant?

ChatFood can help you simplify operations in your restaurant. It is an all-in-one platform that helps you receive orders and run your business, but that’s not all we offer.

While we can’t come in and cook the food ourselves, ChatFood offers ways to support you during this process.  First of all, we partner with Deliverect to help you seamlessly integrate their third-party delivery drivers.

Second, ChatFood offers you a ready-made network of restaurant owners who also use ChatFood. You can join our group, The Restaurant Revolution, on Facebook. When you network with other restaurant owners, you can share experiences and learn from each other. And our ChatFood representatives are in there as well to help.

What’s Next?

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