Hiring Your First Restaurant Staff Is A Massive Step In Your Startup!

The positions you will need to fill will depend to some extent on the kind of atmosphere you want your restaurant to have. However, most restaurants will need a manager, servers, and chef. In general, the more service needed to run a restaurant, the more experience its employees will be expected to have.

Ensuring that you have the right number of employees to deliver service and full customer satisfaction, and avoiding payroll so large it negatively impacts cash flow, is hard. However, it’s also an essential calculation to achieve real financial success.

You want to be careful with your finances, but you shouldn’t skimp on finding good help. Having proper time for training and having job descriptions clearly defined will help develop and fill each position.

Staff costs are some of the most significant payouts that restaurants financially must balance. Every restaurant is different, and the number of employees you’ll need will vary depending on your service, location, and the type of restaurant concept you have, Step 3 of the Success Plan goes over the different restaurant concepts to choose.

Employee satisfaction matters too! Taking on someone else’s livelihood is a difficult responsibility. Think about it; someone may choose to turn down other opportunities to help make your restaurant idea happen.

When you’re creating a team, it’s not just about making sure that customers walk away happy and everything is done on time. A positive workplace requires enough people, so no one is so overworked that their job becomes a nightmare!

When you’re deciding how many employees you’ll need, it’s often a good idea to overestimate, rather than end up with too few to handle the demand. If it ever becomes necessary, you can always look at temporary and reserve staff to cover potential emergencies.

You want to be careful with your money, but you shouldn’t skimp on finding good help. Well, planned training and clearly defined job descriptions will mandate the degree of experience. In return, knowing when you know who you need to hire and their requirements will help set the pay standard for each position.

 

 

Based on my experience here’s some advice for hiring your startup’s first staff.

 

  1. The Sooner, the Better Even If You Can’t Afford It

Hire someone as soon as you know that you need them and can afford them, even if it’s tight at first. The extra energy that another person can give in brainpower, creativity, and energy levels are worth it. Things that would otherwise take you weeks will be doable in days.

New owners are usually hesitant to hire even when it’s clear they’re overworked. Most end up kicking themselves later once they realize that not getting much was getting done while they delayed.

Sacrificing my pay from experience was more than worth it. When I hired someone, my stress level dropped; it immediately allowed me to be more creative. I was able to handle my daily responsibilities such as ordering, recipe, and menu developing, keeping an organized and clean kitchen. Getting a good night sleep knowing I wouldn’t be under the gun arriving into work in the morning.

Most importantly, it made it easier to take on more business and eventually increase our profits faster than expected.

 

  1. Hire for Potential

One key trait of a successful hiring person is the ability to see the potential, not just evidence of past success. Look for someone who has a keen interest or passion that is like yours. Be sure that the person is good at what he or she has done before even if it’s a variety of different things.

Discovering someone’s potential even if they haven’t found it yet combining it with their skills and passion can do it for them. You may have to turn down applicants with years of experience because you sense another applicant has immense potential even if they lack experience. They could turn out to be the best employee you’ll ever have!

A great guide to finding the strength and skills an applicant has I suggest you use my FREE Assessment resource.

I suggest anyone interested in working in the industry to take it! Learn where you fit in and develop a passion for where you can utilize your potential.

 

3. Have Potential Applicants Demonstrate Skill or Aptitude

Many people know exactly how to answer interview questions! To put bluntly, it’s relatively easy to BS. Research shows that the best way to interview someone is to have him or her complete a task, actions speak louder than words!

For example, if you’re hiring a waitperson, ask them to sell you an item on the menu. If you’re hiring a line cook, ask them to dice and chop a few vegetables to see their knife skills. If your hiring a bartender have them make a few cocktails!

 

  1. Have A Thirty Day Review Period or Trial Period

Not having a review in place means that both employee and owner are unable to express how they feel. Fact is, not all hires work out. And when you’re focused on revenue and teamwork, the last thing you need is a disgruntled and unhappy employee and staff. Knowing that everyone is aware of the review, it makes it more straightforward. It gives everyone an out if things are not going the way they should.

Learn more about interviewing your potential staff in Step 3 of the Success Plan!

Want to start and grow your own successful restaurant? Get the same 7 Step plan I used to start and grow successful restaurant and catering businesses. You can purchase all 7 steps at one time, or purchase each step separately. No matter where you are in your journey, these steps can be helpful.

 

 

Your first hire is a massive step in the life of your restaurant. Do things the right way, and you’ll make sure that your first employee will be there for the long haul and be one of the greatest things to happen to your restaurant in its early days. If you would like more information on how to start a restaurant please check out the site TODAY.