In the restaurant industry, having a good brand and moral reputation is a way to attract dedicated employees!
Make your restaurant not only relevant to customers but to employees and your profit margins will soar.
A report by Running Restaurants.com found that 24 percent of people seeking jobs check out customer reviews. They want to see what people love about the restaurant they are interested in working at and the type of dining guests they’d be taking care of.
I know you want to run a successful, profitable restaurant! Like many other new businesses, the failure rate is exceptionally high. According to several reports, around 60 percent of new restaurants fail within the first year, and nearly 80 percent shut before their fifth year.
To counter that report the industry has had it’s the eighth straight year of growth, you don’t have to be part one of those restaurants that fail. If you start off right and put together branding ideas and strategies you can be part of the growth happening in the industry. There can be huge returns when your brand and staff combine their efforts.
All effective strategies begin and end with your target customers.
Once you’ve identified them, you need to build your restaurant’s brand with them in mind. Even when you are putting your interviewing specifications in place think about the staff you want to employ. Their experience and personalities will need to align and accommodate your target customers’ needs and wants.
Your brand will reflect the types of customers you will draw and your staff has to be in tune and excited about being part of your brand. If you know what you’re looking for in a restaurant employee you can ask questions that can help you in the interviewing process.
The chefs, cooks, waiters, bartenders and hosts are responsible for the reputation of your brand. Finding great employees is not easy, so knowing what type of individual you are looking for when you interview candidates can make the hiring process less stressful and successful.
Start the hiring process early and take your time!
Here are THREE tips for hiring the right employees to match your restaurants brand.
~ First and foremost, don’t hire someone that has a resume more than two 2 pages. Having worked at many places is never a good sign. Any more than three or four jobs in the last 10 years are a red flag, unless of course if there is a life reason that can be verified. If you know the companies they have worked for in the past that can definitely help.
~Find out who they are in their life not just in their work life. Do they have kids or are they planning on having kids soon. Are they family oriented and spend time with parents and grandparents. Do they have close friends they consider family. Are they volunteers for any organizations in the community.
The ability to be well rounded in life seems to affect whether or not a person can be actually effective during their work hours. You want to know that they are qualified for a position, but you also want to know what kind of values they have in everyday life.
~What does their voice sound like on the phone or in person, is it energetic and excited or unenthusiastic and low energy. A sign of low energy is certainly a red flag in the restaurant industry. No sense of urgency and energy are two sure characteristics for not hiring someone. Let’s face it they’re not meant for a high energy and multi-tasking career.
Having a successful restaurant will attract a higher caliber of employees but to achieve that it’s critical to develop a goal-oriented and enjoyable working environment that celebrates the success of the staff and outstanding individual employees.
When I worked at Houlihan’s restaurant and Bar back in the 80’s (my first restaurant job) the management staff picked an employee of the month. It was the first time I experienced what it was like to be recognized for my skills and the positive work ethic I possessed. It didn’t matter what position you held whether you where the dish washer, prep cook or host/greeter you would be chosen for your excellent job performance.
The interview process and training experience at Houlihan’s was the most professional I’ve had in my career. I felt fortunate that they hired me; I had only six months of food handling experience at a deli. I guess they saw something in me that could be a good match for their brand. They have branded themselves as an American casual restaurant & bar with locations operating throughout the country and have been doing it since 1972.
When you have your staff, you have to train them well. Inform them right from the start about your brand’s vibe and teach them how to act in accordance with its values.