Restaurants feel the pain of a tight labor market

Restaurants feel the pain of a tight labor market.

With low unemployment rates and a continuously expanding industry, restaurants have been feeling the pressure in hiring employees and keeping locations properly staffed. Higher wages have strained labor budgets and workers have been gaining leverage on multiple fronts. Long standing “no-poaching clauses” are being done away with, giving employees the opportunity to move between franchises to find better pay and opportunity.

With all the potential complications and cascading failures that can arise from staffing issues, there are ways to mitigate risk and navigate a challenging market. Specifically, effective and efficient hiring becomes paramount: hire the right people that will provide the greatest return on your investment. To accomplish this, your business needs to bring in the best and brightest in your market, the top performers that will be passionate, ramp up quickly and contribute the most to your culture and sales. To attract these employees, you need to be a place that people want to work, a company that has a lot to offer on multiple, sometimes intangible dimensions. You know that millennial demographic, the one that will make up 75% of the workforce by 2025? They want to work for companies that have a “purpose”, have a sense of social responsibility, and offer benefits that align with their values.

Now the bad news: being an attractive company culture and reputation, having competitive pay rates, the right benefits package, and all the other important factors to be an employer of choice, is not enough. You are still facing a lot of competition in the hiring market! The best employees have a lot of choices open to them and you can bet that they will be weighing all their options.

Finding the Right Candidates

With all of the available jobs in the market, employers need to get creative in locating the top talent. While employees looking for a new job have lots of options, there are many more potential candidates who are not actively looking for new opportunities. Tap into your network by trying some of the following:

  • Create an Internal Referral Program:  Have your top employees refer their friends- This is usually one of the best ways to find like talent.
  • Be proactive:   When you meet talent when you are out and about in your community, strike up a conversation with them about their career wants and desires.
  • Check References:   Reference checking on candidates often leads to being introduced to other talented candidates who might fill roles in your organization as well.
  • Use a reputable recruiter:    A high quality executive recruiter will be able to do things you can’t or won’t do to find people, namely cold calls into competitors.   At P&A we find most of our clients want people who are “not looking” for a job, vs. those that are constantly surfing the job boards.

Opening Up Your Hiring Parameters 

Many companies are re-assessing their job requirements in this tight labor market.   With a stable work history, they may be more willing to take someone with less experience, that meets the “attitude test” about which many prominent authors have addressed. Many candidates are willing to move up or down market in order to achieve better growth opportunities. Can a fast-food manager, with the proper training, thrive in a more upscale environment? Can a full-service manager transition to quick-casual operations with ease? Yes and yes.

Moreover, think about the fundamental tasks of the job you are looking to fill. Many responsibilities and daily activities translate across industries. For example, a client of ours (a large brand name restaurant chain) has decided to consider Retail Managers with strong customer service experience and  accomplishments.

Speed of Hire

 They say timing is everything, and once you have found viable candidates the ability to move fast in your hiring process will give you an advantage over your competition! Having an efficient and effective plan in place will keep you from hiring out of desperation or losing out on quality candidates because another company came to a decision quicker. Some easy steps you can implement quickly include:

  • Commit to responding quickly, have clear expectations about short turnaround time and prompt responsiveness to e-mails and applications- no more than 48 hours!
  • Work with recruiters as your first line screening, in lieu of a phone interview or first step; a trusted relationship with your recruiter should give you the confidence to accept their submissions and referrals as people you will want to interview
  • Simplify the interview process, defining what steps are truly essential: has that assessment really helped you hire better? Can your recruiter proactively provide you with reference checks so that you don’t need to wait before you extend an offer down the road?
  • Work with the operations team and interviewers to guarantee efficiency: make interviews a priority, stack multiple interviews on the same day so the candidate can meet with multiple decision makers in one trip
  • Provide quick and constructive feedback to the candidate and recruiter immediately following interviews
  • Final interviews should have an offer following quickly afterwards, even if they are verbal offers with an offer letter to follow- being the first counts big

One final tip, maybe hard to swallow: while knowing a candidate truly WANTS to work for your company has a big impact during the interview process, it is also important to respect that even if you are their first choice, you are not the only choice; speed of hire is an important factor regardless.

 

 

 

 

Back

What Clients Say About Patrice & Associates

  • Amy is genuine, honest and has a passion for what she does.

    Amy contacted me in a time where I was unhappy where I was but wasn’t doing anything to change it. She was very informative and if she didn’t have the information at hand, she got it. She revamped an old resume making it more about achievements than responsibilities. She coached me on interview tactics before multiple interviews and was there to talk about them afterwards. Every conversation we had felt more like a friendship than business. She is genuine, honest and has a passion for what she does. She also helped boost my confidence through the entire interview progress. Whatever she is doing, she must be doing it right because I got the job! Thanks Amy for a life changing experience.
    Sincerely,
    Shawn Ware
    Amy is genuine, honest and has a passion for what she does.
  • I really appreciate Tim for all his handwork and consistency.

    He saw a lot of potential in me which allowed me to apply for a higher position than I had first intended. Although the process wasn't easy he was still very honest and trustworthy. I am very grateful to have received his guidance. I really appreciate Tim for all his handwork and consistency.
  • I want to thank Tim...

    ...for all the time he spent helping me acquire my new career. He has helped by assisting me with redesigning my resume and keeping in contact with me throughout the entire process.  His actions showed that he really cared and wanted the best for me. Thanks again, Dominic Almanza I want to thank Tim
  • I would 100% recommend Ross

    I cannot begin to thank Ross and Karen enough! without the two of them I wouldn't have even known about the position! The interview process was quick, easy and simple. After only a short week I was in a position I knew I was going to love forever and it was all thanks to them! Ross has been so good about following up with me even after being hired, asking how my experience has been, what hours I'm working etc. and to top it all off Ross even sent me a gift card thanking me for working with him. I would 100% recommend Ross to anyone looking for a career in the industry!
    Cheers,
    Bayley Ferreira
    I would 100% recommend Ross
  • I had the pleasure of working with Doug Lockwood

    Doug was extremely professional and was very easy to work with. He was quick to respond, made himself available anytime I had a question, and was always checking in through the entire process. He coached me through the interview process by sending over necessary documents to read over on my own time, giving pointers on the phone, and talking through details. You can tell Doug cares for each person he works with. Even after getting the job, he is still checking in to see how things are going and making sure all is going well. I would recommend Doug to anyone when looking to start their career or looking for a career change. He was a great resource to have when needed.
    Thanks,
    Tony
    I had the pleasure of working with Doug Lockwood