Hiring the right staff can make or break your restaurant’s success. In 2024, with the industry evolving at a breakneck pace, it’s crucial to have a solid hiring strategy in place to attract, select, and retain top talent.
This ultimate guide to hiring restaurant staff will arm you with the tools and knowledge you need to build a winning team. From crafting compelling job descriptions to conducting effective interviews and identifying key skills, we’ll cover everything you need to know to navigate the hiring process with confidence.
So, let’s dive in and explore how you can build a restaurant team that will take your business to new heights in 2024 and beyond.
Hiring Restaurant Staff Process: Proven Restaurant Hiring Best Practices for 2024
Over the past year, the restaurant industry has faced significant challenges in hiring and retaining staff. As the economy recovers from the pandemic, competition for talented employees has intensified, making it crucial for restaurant owners and managers to adopt proven hiring best practices.
In the competitive restaurant industry, having an effective hiring process is crucial for finding and retaining top restaurant employees. By implementing strategic hiring practices, restaurant owners can attract qualified candidates who align with their company culture and contribute to the success of their business.
To attract and retain top talent in the restaurant industry, it’s crucial to develop a comprehensive hiring strategy. This includes crafting compelling job postings, conducting thorough interviews, and creating an onboarding process that sets new hires up for success.
Create a clear job description
A well-crafted job description is the foundation of a successful hiring process. In 2023, many restaurants revamped their job descriptions to better align with the changing expectations of job seekers.
When writing job descriptions and posting job listings, it’s important to highlight your restaurant’s culture and unique selling points. This will help attract job seekers who are genuinely interested in your restaurant and more likely to become long-term, satisfied employees.
Outline the role’s responsibilities, required skills, and experience
Be specific about the duties and qualifications needed for each position. This helps attract qualified candidates, who are a good fit for the role and reduces the time spent on unqualified applicants.
Highlight your restaurant’s unique company culture and values
Job seekers increasingly prioritize working for companies that align with their personal values. Showcase what makes your restaurant special, such as your commitment to sustainability, community involvement, or employee development programs.
Specify work hours, pay, and benefits
Transparency about compensation and benefits is essential in today’s job market. Clearly state the expected work hours, wages, and any perks or benefits you offer, such as health insurance, paid time off, or employee discounts.
Conduct thorough interviews
Interviewing is a critical step in identifying the best candidates for your restaurant. In 2023, many businesses adopted structured interview processes to ensure consistency and fairness.
During the interview process, pay attention to candidates’ body language and soft skills, as these can be indicators of how well they’ll fit into your restaurant’s culture and interact with customers. Consider using a realistic job preview to give potential hires a clear understanding of what the position entails.
Prepare a list of behavioral and situational questions
Create a standardized set of questions that assess a candidate’s past behavior and how they would handle specific scenarios related to the job. This helps predict their future performance and fit within your team.
Assess candidates’ skills, experience, and personality fit
Evaluate a candidate’s technical skills and relevant experience, but also consider their soft skills and personality traits. Look for individuals who demonstrate strong communication, teamwork, and problem-solving abilities.
Include a practical test or trial shift
Many restaurants have found success in incorporating practical assessments or trial shifts into their hiring process. This allows you to observe a candidate’s skills in action and see how they interact with your existing staff and customers.
Check references and conduct background checks
Before making a final hiring decision to hire restaurant staff, it’s essential to verify a candidate’s background and employment history. This step has become increasingly important in 2023 as restaurants prioritize creating safe and trustworthy environments for their staff and patrons.
Thorough reference checks can help reduce employee turnover by ensuring you’re hiring candidates who have a track record of reliability and good performance in previous restaurant jobs.
Young Job Seekers Feel Resumes Hold Them Back:
31% of workers under 25 who had changed jobs in the past 12 months strongly felt they had been filtered out due to resume-based hiring methods.
Verify candidates’ employment history and performance
Contact previous employers to confirm a candidate’s job titles, dates of employment, and overall performance. This helps validate the information provided by hiring candidates on their resume and gives insight into their work ethic and reliability.
Ensure candidates meet legal requirements for working in a restaurant
Depending on your location and the restaurant workers’ specific role, there may be legal requirements for working in a restaurant, such as age restrictions, food safety certifications, or background checks. Make sure your candidates meet these criteria before extending a job offer.
Protect your business and customers by conducting necessary checks
In addition to verifying employment history, consider conducting criminal background checks and drug screenings, especially for positions that involve handling money or serving alcohol. This helps create a safer environment for your staff and customers.
According to a survey by Toast, 71% of us hire restaurant employees who have experience in the industry. Conducting thorough background checks and verifying employment history can help ensure that your new hires are reliable and trustworthy.
As we move into 2024, restaurant owners and managers who adopt these proven hiring best practices will be well-positioned to attract and retain top talent. By creating clear job descriptions, conducting thorough interviews, and verifying candidates’ backgrounds, you can build a strong and reliable team that will help your restaurant thrive in the coming year.
Talent Hunt:
75% of businesses attempt to hire the 'perfect' candidate who meets all role criteria, slowing down their searches.
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Best Recruitment Strategies For Hiring Restaurant Employees
Time to Diversify!
Only 25% of employers are considering widening their recruitment to hire from a more diverse group.
Leverage employee referrals
Implementing employee referral programs can be an effective way to find quality applicants. Current staff members often have connections in the hospitality industry and can help promote job openings to skilled workers who might be a good fit for your restaurant.
To encourage employee participation in the referral and onboarding process further, consider offering referral bonuses. These incentives can be monetary or non-monetary, such as gift cards, extra time off, or special privileges. By recognizing and rewarding employees who bring in successful new hires, you’ll create a culture that values teamwork and encourages everyone to contribute to the restaurant’s success.
Best practices for employee referral programs
Clearly communicate the referral program to all staff members
Set clear guidelines for eligibility and the referral process
Provide a simple way for employees to submit referrals, such as an online form or dedicated email address
Follow up with referred candidates promptly to show your appreciation and maintain momentum
Partner with local culinary schools and training programs
Culinary schools and training programs are excellent sources for finding passionate, skilled candidates who are eager to start their careers in the restaurant industry. Building relationships with local culinary schools can help you tap into a pool of talented line cooks and other food preparation specialists who are eager to start their careers in the restaurant business.
One effective way to engage with these potential hires is by offering internships or apprenticeships. These programs provide students with valuable hands-on experience while allowing you to assess their skills and fit with your restaurant’s culture. Additionally, attending job fairs post job openings, and networking events hosted by culinary schools can help you connect with talented individuals and showcase your restaurant as an attractive employer.
Utilize targeted online job boards and social media
In today’s digital age, leveraging online platforms is crucial for reaching a wide range of potential candidates. Posting job openings on industry-specific platforms like Culinary Agents or Poached Jobs can help you target professionals who are actively seeking restaurant employment.
Social media is another powerful tool for attracting talent and showcasing your restaurant’s unique culture. Utilize industry-specific job boards to reach candidates actively seeking restaurant employment. These platforms can help you connect with experienced shift managers, servers, and other hourly workers suited to your restaurant’s needs.
Posting job openings on industry-specific job boards like Good Food Jobs can help you reach a more diverse pool of qualified candidates who are specifically interested in restaurant and hospitality careers.
As the restaurant industry continues to evolve and adapt to changing consumer preferences and economic conditions, effective recruitment strategies will remain critical for success. By leveraging employee referrals, partnering with other local businesses and culinary schools, and utilizing targeted online platforms, restaurants can attract top talent and build strong, cohesive teams that deliver exceptional guest experiences.
Essential Restaurant Employee Selection Tips
Focus on hiring a strong head chef and general manager
The head chef and general manager are two of the most critical roles in any restaurant. As Jenn Nguyen, owner of the popular Saigon Sandwich in San Francisco, emphasizes, “Your head chef and GM are the backbone of your restaurant. They set the standards for quality, service, and team culture. Invest time in finding the right fit for these positions.”
When hiring for these key roles, prioritize candidates with proven leadership experience and problem-solving skills. Look for individuals who align with your restaurant’s vision and values. As renowned chef Thomas Keller advises, “Hire people who share your passion and commitment to excellence. They’ll be the driving force behind your restaurant’s success.”
Look for candidates with a passion for hospitality
In the fast-paced, high-pressure world of restaurants, having staff members who genuinely enjoy serving others can make all the difference. Seek out and attract qualified candidates who demonstrate a positive attitude and strong work ethic.
Danny Meyer, founder of Union Square Hospitality Group, stresses the importance of hiring for hospitality: “We look for people with a natural warmth and an innate desire to make others feel cared for. Skills can be taught, but you can’t teach someone to be kind and compassionate.”
Assess potential hires’ ability to work well under pressure and handle challenging situations with grace. As chef and restaurateur Marcus Samuelsson notes, “The best restaurant staff are unflappable problem-solvers. They stay cool and focused, even during the busiest shifts.”
Evaluate candidates’ teamwork and communication skills
Restaurant success relies heavily on effective collaboration among staff members. During the hiring process, look for candidates who listen well and communicate clearly.
Chef and TV personality Gordon Ramsay emphasizes the importance of teamwork: “In a restaurant, you’re only as good as your team. Look for people who are willing to jump in and help wherever needed, and who communicate openly and honestly with their colleagues.”
Assess potential hires’ ability to give and receive feedback constructively. As Niki Nakayama, chef-owner of n/naka in Los Angeles, explains, “In a high-functioning restaurant team, everyone is committed to continuous improvement. Seek out candidates who are open to learning and growing, and who can both offer and accept constructive criticism.”
While every role in a restaurant is important, many industry experts agree that the head chef and general manager are the most critical positions. As Danny Meyer puts it, “Your head chef and GM are the heart and soul of your restaurant. They set the tone for everything from the quality of the food to the warmth of the service. Invest in finding the right leaders, and your restaurant will thrive.”
Essential Skills for Restaurant Staff in 2024
Skills-First Approach Boosts Success Rate:
Businesses with a skills-first approach are up to 60% more likely to fill their hiring needs.
Adaptability and resilience
The restaurant industry is constantly evolving, with new trends, technologies, and challenges emerging every year. To succeed in this dynamic environment, restaurant staff must be highly adaptable and resilient. They should be able to think on their feet, handle unexpected situations, and maintain a positive attitude even under pressure.
When hiring, look for candidates who have a proven track record of thriving in fast-paced, high-stress environments. Ask about specific instances where they had to adapt to change or overcome a difficult challenge. Candidates who can provide concrete examples of their resilience and adaptability are more likely to succeed in the demanding world of restaurants.
Skills Assessments:
Skills-first assessment is 2.5 times more predictive of future performance than work background.
Assessing adaptability and resilience in interviews
During the interview process, consider asking situational questions that reveal a candidate’s ability to adapt and persevere. For example:
“Tell me about a time when you had to deal with a difficult customer. How did you handle the situation, and what was the outcome?”
“Describe a situation where you had to learn a new skill or process quickly. How did you approach the learning process, and what was the result?”
Pay attention to how candidates respond to these questions. Do they focus on the problem or the solution? Do they take responsibility for their actions, or do they blame others? The best candidates will demonstrate a proactive, solution-oriented mindset and a willingness to learn from their experiences.
Skills Assessments:
Skills-first assessment is 5 times more predictive of future performance than educational background.
Technology proficiency
As restaurants increasingly rely on digital tools to streamline operations and enhance the customer experience, technology proficiency has become a critical skill for restaurant staff. From point-of-sale (POS) systems and online ordering platforms to reservation software and inventory management tools, restaurant employees must be comfortable using a variety of digital tools.
When hiring, prioritize candidates who have experience using the specific technologies your restaurant employs. If they are unfamiliar with your tools, assess their ability to learn new technologies quickly and efficiently. Look for candidates who are curious about technology and eager to expand their skill set.
Evaluating technology proficiency
To gauge a candidate’s technology proficiency, consider the following strategies:
Ask about their experience with specific restaurant technologies, such as POS systems or online ordering platforms
Give them a brief tutorial on a tool they are unfamiliar with and assess how quickly they grasp the concepts
Have them complete a short task using one of your restaurant’s digital tools as part of the interview process
Remember that while technology proficiency is important, it can also be taught. If a candidate demonstrates strong potential in other areas, such as adaptability and customer service, investing in technology training may be worthwhile.
Emotional intelligence and empathy
Creating an exceptional dining experience requires more than just technical skills; it also demands a high level of emotional intelligence and empathy. Restaurant staff must be able to understand and respond to guests’ needs, even when those needs are not explicitly stated.
When hiring, look for candidates who demonstrate active listening skills and a genuine interest in others. They should be able to read and respond to nonverbal cues, such as facial expressions and body language, and adjust their approach accordingly.
Identifying emotional intelligence in candidates
To assess a candidate’s emotional intelligence and empathy, consider the following strategies:
Ask about a time when they had to deal with a guest who was upset or dissatisfied. How did they handle the situation, and what was the outcome?
Observe their nonverbal communication during the interview. Do they make eye contact, smile, and show genuine interest in the conversation?
Have them role-play a scenario where they must respond to a guest’s needs or concerns. Assess their ability to listen, empathize, and find a solution
Candidates with strong emotional intelligence and empathy will be better equipped to handle the interpersonal challenges of working in a restaurant, leading to higher guest satisfaction and loyalty.
Teamwork and collaboration
Restaurants rely on the seamless collaboration of multiple team members, from the front of the house to the back of the house. To ensure smooth operations and a positive work environment, it’s essential to hire staff who are strong team players and effective communicators.
Look for candidates who have experience working in collaborative environments and can provide examples of how they have contributed to team success. They should be able to communicate clearly and respectfully with colleagues, even in high-pressure situations.
Assessing teamwork skills
To evaluate a candidate’s teamwork and collaboration skills, consider the following strategies:
Ask about a time when they had to work with a difficult colleague. How did they approach the situation, and what was the outcome?
Have them describe their role in a successful team project. What specific contributions did they make, and how did they support their teammates?
Conduct a group interview or group activity to observe how candidates interact with others and contribute to a team dynamic
Hiring staff with strong teamwork and collaboration skills will help foster a positive, supportive work environment and ensure that your restaurant runs smoothly, even during peak hours.
Passion for the industry
Finally, when hiring restaurant staff, it’s important to look for candidates who have a genuine passion for the industry. Passionate employees are more likely to be engaged, motivated, and committed to providing exceptional service.
Look for candidates who can articulate why they are drawn to the restaurant industry and what they love about working in hospitality. They should be knowledgeable about food and beverage trends and eager to learn more about your restaurant’s specific cuisine and concept.
Identifying passion in candidates
To gauge a candidate’s passion for the industry, consider the following strategies:
Ask what drew them to the restaurant and hospitality industry, and what they find most rewarding about working in hospitality
Have them describe a memorable dining experience they had as a guest and what made it special
Inquire about their favorite cuisine or dish and why it resonates with them
Candidates who demonstrate a genuine enthusiasm for food, service, and the overall dining experience are more likely to be engaged and motivated on the job, leading to higher job satisfaction and lower high turnover rates.
By prioritizing these essential skills when hiring restaurant staff in 2024, you’ll be better equipped to build a team that can adapt to the challenges and opportunities of the future, deliver exceptional service, and contribute to your restaurant’s long-term success.
Understanding the Restaurant Industry: Determine Staffing Needs for Your Restaurant
Right-Sizing Your Team:
The average number of employees in a restaurant is 50 in 9 out of 10 dining establishments.
Analyze your restaurant’s size, concept, and service style
The first step in determining your restaurant’s staffing needs is to evaluate its size, concept, and service style. The number of seats, tables, and sections directly impacts how many servers, bussers, and hosts you’ll need. A larger restaurant with more seating capacity will require a bigger team to ensure smooth operations and guest satisfaction.
Your restaurant’s concept also plays a crucial role in staffing decisions. A fine dining establishment with a complex menu and high level of service will require more skilled staff and a higher staff-to-guest ratio compared to a casual dining restaurant. Quick-service restaurants, on the other hand, may have a lower staff-to-guest ratio but require team members who can work efficiently in a fast-paced environment.
Restaurant Staff Shortage:
62% of restaurant operators report not having enough employees to meet customer demand, and 79% say they have job openings that are difficult to fill.
Determining the optimal staff-to-guest ratio
To determine the optimal staff-to-guest ratio for your restaurant, consider the following factors:
Service style (fine dining, casual, quick-service)
Menu complexity and preparation time
Average table turnover rate
Desired guest experience and wait times
Industry benchmarks can provide a starting point for your staff-to-guest ratio, but it’s essential to tailor it to your unique concept and goals. Fine dining restaurants typically have a ratio of 1:5 to 1:8, while casual dining restaurants range from 1:8 to 1:12. Quick-service restaurants may have a ratio as high as 1:20 or more.
Factor in peak hours and seasonal fluctuations
Restaurants rarely experience consistent demand throughout the day or year. Identifying your busiest days, times, and seasons is crucial for optimizing your staffing levels. Analyze sales data, reservation patterns, and foot traffic to determine your peak hours and adjust your staffing accordingly.
During peak periods, you may need to increase your staff-to-guest ratio to maintain service quality and guest satisfaction. This may involve bringing in additional servers, bussers, or kitchen staff to handle the increased volume. Conversely, during slower periods, you can reduce staffing levels to minimize labor costs without compromising the guest experience.
Strategies for handling seasonal fluctuations
Seasonal fluctuations can be particularly challenging for restaurants, especially those in tourist-heavy areas or with outdoor seating. To navigate these fluctuations, consider the following strategies:
1. Hire part-time or seasonal staff to supplement your core team during busy seasons
2. Cross-train team members to fill multiple roles, allowing for greater flexibility in scheduling
3. Develop partnerships with local schools or universities to tap into a pool of temporary talent
4. Offer incentives for team members to work during peak periods, such as bonuses or additional time off
By proactively planning for seasonal fluctuations, you can ensure that your restaurant is adequately staffed to meet demand without overextending your team or compromising service quality.
Continuously monitor and optimize your staffing plan
Creating an initial staffing plan is just the beginning. To ensure ongoing success, it’s essential to continuously monitor and optimize your staffing levels based on data, feedback, and performance metrics. Regularly review sales data, guest feedback, and team member performance to identify areas for improvement and make data-driven decisions.
Engage your team members in the optimization process by seeking their input on staffing levels, scheduling, and workflow. They have valuable insights into day-to-day operations and can help identify bottlenecks or inefficiencies that may not be apparent from a management perspective.
Using technology to optimize staffing
Leveraging technology can help streamline the staffing optimization and recruitment process further. Consider implementing the following tools:
Scheduling software to create efficient schedules based on forecasted demand and team member availability
Time and attendance systems to track hours worked and identify trends in overtime or absenteeism
Performance management platforms to monitor individual and team performance metrics and provide targeted feedback and coaching
By combining data-driven insights with team member feedback and technology, you can continuously refine your staffing plan to maximize efficiency, profitability, and guest satisfaction.
Key takeaways for determining restaurant staffing needs
Analyze restaurant size, concept, and service style to determine optimal staff-to-guest ratio
Identify peak hours and seasons to adjust staffing levels accordingly
Hire part-time or seasonal staff and cross-train team members to handle fluctuations
Continuously monitor sales data, guest feedback, and performance metrics to optimize staffing plan
Leverage technology tools to streamline scheduling, attendance tracking, and performance management
By following these strategies and best practices, you can create a robust staffing plan that ensures your restaurant is adequately staffed to deliver exceptional guest experiences while maximizing profitability and team member satisfaction.
Understanding the Key Roles in a Restaurant
Staffing a restaurant involves more than just hiring servers and cooks. To create a well-functioning team, it’s essential to understand the key roles within a restaurant and the specific skills and qualities required for each position. By carefully considering the responsibilities and requirements of each role, you can build a strong, cohesive team that delivers exceptional service and culinary experiences to your guests.
Front-of-house staff
Front-of-house (FOH) staff are the face of your restaurant, interacting directly with guests and playing a crucial role in shaping their overall experience. These positions include servers, hosts, and bartenders, each with their own set of responsibilities and skill requirements.
Servers
Servers are responsible for taking orders, delivering food and drinks, and ensuring that guests have a pleasant dining experience. They must have strong interpersonal skills, a friendly demeanor, and the ability to work well under pressure. When hiring servers, prioritize candidates with experience in similar restaurant concepts, as they will be better equipped to handle the specific demands of your establishment.
Hosts
Hosts are the first point of contact for guests, setting the tone for their entire dining experience. They are responsible for greeting guests, managing reservations, and seating parties efficiently. Hosts must have excellent communication skills, a welcoming personality, and the ability to remain calm and organized in a fast-paced environment.
Bartenders
Bartenders play a dual role in restaurants, crafting co*cktails and serving drinks while also engaging with guests and contributing to the overall atmosphere. They must have extensive knowledge of beverages, strong mixology skills, and the ability to work efficiently in a high-pressure environment. When hiring bartenders, look for candidates with experience in similar restaurant concepts and a passion for crafting creative, high-quality drinks.
Back-of-house staff
Back-of-house (BOH) staff are the backbone of your restaurant, responsible for preparing high-quality dishes and maintaining an efficient kitchen operation. These positions include chefs, cooks, and dishwashers, each with their own set of skills and qualifications.
Chefs and cooks
Chefs and cooks are the culinary experts who bring your restaurant’s menu to life. They must have the necessary culinary skills, knowledge of food safety and sanitation practices, and the ability to work efficiently in a fast-paced environment. When hiring chefs and cooks, prioritize candidates with formal culinary training or extensive experience in similar restaurant concepts.
Dishwashers
Dishwashers play a vital role in maintaining a clean and sanitary kitchen environment. They are responsible for washing dishes, utensils, and kitchen equipment, as well as assisting with general cleaning tasks. While dishwashing may not require extensive culinary skills, it is essential to hire reliable, hardworking individuals who can keep up with the demands of a busy kitchen.
Management and leadership roles
Effective management and leadership are essential for the success of any restaurant. These roles include general managers, assistant managers, and shift leaders, each with their own set of responsibilities and skill requirements.
General managers
General managers oversee all aspects of restaurant operations, from staffing and training to financial management and guest satisfaction. They must have strong leadership skills, business acumen, and the ability to make sound decisions in a fast-paced environment. When hiring general managers, prioritize candidates with proven management experience in the restaurant industry and a deep understanding of your specific concept.
Assistant managers and shift leaders
Assistant managers and shift leaders support the general manager in overseeing daily operations and ensuring that the restaurant runs smoothly. They must have strong leadership and problem-solving skills, as well as the ability to motivate and guide team members. When hiring for these roles, look for candidates with experience in similar restaurant concepts and a demonstrated ability to lead and mentor others.
By understanding the key roles within a restaurant and the specific skills and qualities required for each position, you can make informed hiring decisions that contribute to the success of your establishment.
Building Your Dream Team
Hiring the right staff is crucial for your restaurant’s success in 2024 and beyond. By focusing on creating clear job descriptions, conducting thorough interviews, and checking references, you’ll attract top talent that aligns with your restaurant’s values and culture.
Leverage employee referrals, partner with culinary schools, and utilize targeted job boards to find skilled candidates who are passionate about hospitality. Prioritize adaptability, technology proficiency, and emotional intelligence when evaluating potential hires.
Analyzing your restaurant’s unique needs and continuously optimizing your staffing plan will ensure you have the right team in place to deliver exceptional guest experiences.
Are you ready to build your dream team and take your restaurant to new heights in 2024? Start implementing these proven strategies and best practices today, and watch your business thrive.
