The Formula For Better Hires at Your Restaurant

The Formula For Better Hires at Your Restaurant

Hiring can suck. In an uber-competitive and growing industry like restaurants, you can feel like your back is against the wall. 

Desperation creeps in as you attempt to find a warm body to fill those empty spots on your schedule. Then desperation turns into panic and you do the one thing that signals the decline of your culture, you feel as though you are forced to compromise your hiring standard. 

This is commonly known as "The Panic Hire" and it is safe to say that every restaurant manager or owner has done it before. Ultimately, you are going to pay a cost for allowing this to happen. You don’t see it at first. In fact, when you hire that person you feel relieved. Finally, someone showed up for an interview and they were breathing!

You talk to yourself (pretty much just convincing yourself) that “it’ll be okay”, “they just need some (a lot) of training." Denial is your friend in times like these.

Here’s the first rule to better hiring: Stop lying to yourself. 

Reality check time. Are there restaurants in your market that have some amazing staff? Do you have at least one A player on your team? If yes, then there is some real talent in your market, so it’s probably just your formula for hiring needs to be changed.

Your hiring formula (or recipe) may have worked for you over the last few years (or decades). Look around and you’ll see that times are changing and those that fail to update their formula to hire will soon be left with the less desirable employees. Cream does rise to the top and those with the best talent gravitate towards the restaurant brands with a solid reputation.

Read More

4 Ways to Prevent Restaurant Burnout

4 Ways to Prevent Restaurant Burnout

We know restaurant owners, chefs, and managers, more often than not, wear too many hats, leading to upwards of 60 to 80+ hours of work per week.

No matter how much improvement we’ve collectively made in recent times to keep operations manageable, flexible, and “fun,” there still seems to be the long hours, the working on holidays and weekends, and the minimal margins. Let's not forget about the labor restraints, the rising operating costs, and the demand of the overall market to deliver quality food, drink, and experiences; all at often the lowest price point possible.

 It takes sacrifice and required systemized thinking, creativity, social skills, stress management, and a lot of passion to win in this industry— which leads to an enormous amount of personal pressure.  

Read More

5 Reasons Why You're Hiring the Wrong People And What To Do About It

5 Reasons Why You're Hiring the Wrong People And What To Do About It

Have you ever spent weeks sifting through resumes (online or offline), spent hours sitting in interviews listening to the same copy and paste responses from everyone, only to hire a handful and they just turn out to be mediocre employees? Or maybe you’ve spent all of this time, money, and energy training someone only to have them leave you for another job?

According to the National Restaurant Association, the turnover rate for the restaurant sector was 72.9 percent in 2016 which was higher than it was in 2015. The biggest reason for that is most people see restaurant jobs as transitional positions. However, that doesn’t mean you can’t snag some amazing people on your team.

Here are five reasons why you’re hiring the wrong people and what we can do to start hiring the people you need for your business to be a success:

Read More

6 Steps Towards Solving the Chef Shortage Problem

6 Steps Towards Solving the Chef Shortage Problem

It’s no secret.

I think we’ve all heard by now that there’s a “shortage of qualified cooks and chefs” across North America, the U.K. and Australia specifically. If you’re not experiencing it first hand as an operator or chef, you’ve surely read one of the numerous articles on why it’s happened.

How big is the problem? It’s got to the point now where we’re seeing operators offer financial incentives to the general public who refer a chef to them.  We've got to be realistic and address these issues now before it’s too late!

Before we go yelling about ‘millennials’ again, we can’t blame them wholeheartedly for this one. Owning a restaurant has become easier since the economy recovered and establishments are opening at a rate that the pool of qualified cooks just can’t keep up with.

When we then pair that with the ‘history of harassment’ within the kitchen, the ‘low wages,’ and the ‘long hours’— what we have is a bursted bubble. These problems are not the fault of millennials, many of these issues started before they were even born!

As an industry, let’s stop complaining, let’s stop feeding excuses, and let’s collectively come up with winning solutions. These solutions may not be for every concept and size of kitchen, they may not drive results overnight (it will take time), but it’s a start and we have to start somewhere.

Read More

Building a Start-Up Restaurant Brand

shutterstock_430097278.jpg

The risk involved with a startup restaurant can be steep. How steep depends on the source of the report, as Upserve suggests, with a reported failure rate ranging from 17 to 30 percent.

No matter the study, and no matter the percentage, restaurants fail.

The reasons for failure run the gamut from poor hiring to lack of inventory controls. While those things can bring down even the most successful of establishments, the lack of a cohesive concept and brand serve as the culprit in many startup failures.

Don’t be a statistic.

Decisions, Decisions

An idea for a concept must be thought about in every aspect of the business and foundational planning upfront helps make the rest of the process of opening a new concept easier. Learn from the big concepts and consider things like mission statements and coming up with a target consumer.

What exactly is your goal other than making some money selling delicious food or beverages? What is your affiliation with the community going to look like? Who are the faces you want representing you? What exactly IS your target demographic?

There is much to consider and if the opening process is brand new to you, consultation with an industry professional is highly recommended. The details that need to be fleshed out are truly that important.

Spreading the Word

Budgeting for marketing materials and building excitement around the startup is an important part of the process when starting up a restaurant brand. Having a great product is just not enough.

Fortunately, the ability to generate a buzz and get the community excited about the opening of your establishment can start happening well before the doors open. Embracing the power of social media on various platforms can help position the company for a truly grand opening. The targeted approach of using hashtags and geolocations can build community excitement as construction takes place or when menu is being developed. Offering a sneak-peek into the planning phases will give your potential guests a glimpse of what to expect.

Care must be taken with the rest of the details, because when excitement is built and the doors open, guest will expect the best. Soft opens only give you a little wiggle room, so ensure everything is set before go time.

shutterstock_220766782.jpg

Assembling the Team

Higher level decisions need to be made before staff is hired and in place. The last thing you want to do is hire a staff and then make game-time decisions to completely alter what they were hired for.

Decide what kind of company culture you would like to establish and be prepared to consistently lead by example. Figure out who your target market is and hire accordingly – who do you want to be the face of your establishment? Who can you work alongside and trust to carry out your plan until every guest leaves happy?

Don’t wait until the last minute to hire before opening. Despite the multitude of loose ends that will rule your life, you must make time to hire properly. Take the time to lay out expectations and write a quality recruitment want-ad, then filter the responses and find the worthy needles in the haystack of resumes you’ll receive. Take the interview process seriously and budget quality time for that process, as these people can make or break your concept.

Arm yourself with quality training materials, and be sure they are complete, with all expectations laid out clearly for employees to agree to, and then refer to as necessary. These materials can range from a printed paper packet, straight out of Microsoft Word, to an interactive, online on-boarding program. I all depends on your budget! No matter the delivery method, be sure employees understand what you and the restaurant are all about. Be prepared to live whatever is in the training materials, because it only takes an instance of giving the green light to something that is against company policy, for the rest of the policies to unravel.

Consistency is key, and when mixed messages surface, your team will do what they wish.  

Vision vs. Execution

There will be adjustments along the way, so be prepared for that. Staffing may not be what you thought you needed. Menu items may turn out to be a flop. Closing procedures may need to be adjusted. These changes are okay, so be sure to be transparent with the staff about them.

Troubleshoot with the team about things like workflow, kitchen layout, and menu development if they have suggestions or concerns. Implementing suggestions from the team will increase their vested interest and make you all stronger. Curtail bad habits immediately by teaching in the moment, documenting issues that need to be relayed to the entire staff. Communication is key.

Front-loading the opening process with planning for every aspect of the operation is the only way to open a new concept. Plan, review, revise, and revise again. Have others try to poke holes in the business plan and concept, and the result will be increased confidence when training and eventually opening a new concept.

By Brian Murphy, Industry Expert