You are starting your own restaurant, we get it, you need to worry about where your business is going to take place, which type of food you will be serving, how you want your restaurant to look, which tables and chairs you will be getting, which providers you will be choosing…

Guess what? You forgot who is going to be working by your side to make of your restaurant the real deal you want it to be. That is why I bring some elements you should take into consideration to weed out the talent you do not want.

Culture

Show your potential employees and interviewees what your restaurant will be and is about, share with them the culture and organizational climate you have and are willing to promote, share the information you won’t be able to with an email or with a job posting. Someone with the right attitude and culture but not exactly the skills you are looking for will be of more use to your restaurant than someone with the skills but the wrong attitude, you can learn more about that here.

Culture
Culture

Engagement

You want to look for those candidates that in previous work experiences have shown signs of resiliency and are team driven, but also able to develop a sense of belonging with your organization once given the proper tools, if you find this candidate you will have an employee that is willing to engage in the business as much as you do and will be able to grow along with the company, and you want this kind of employee in the long run. If you take care of your employees, they will take care of your clients.

To infinity and beyond

When looking at a candidate also take a look at their past experiences, why did they change jobs, why are they looking to change jobs right now, what have they given in past employment, what do they think about their past employers, you do not want someone that only shares positive appraisals about their past employers, but you do not want someone that only shares the negative either. Another thing you need to look, and especially in restaurants is their skillset, take the opportunity to have long interviews with them where they can show their serving or their kitchen skills, this will also give them the opportunity to show off the best of them and learn from their mistakes. Learn which of them is more guest driven and which is more sales driven, this will help you make the best hiring and placement decisions.

Retention
Retention

Retention

The key to always have a great staff is being a good leader, having a good place to work and keeping your employees happy. Once you have found the staff and team you want to have in your restaurant you should always schedule activities, group meetings and individual meetings with your employees to make sure they are feeling comfortable, that you are paying them what they deserve and that the incentives you are providing are in fact working. Never underestimate your employee’s discomfort.