Success in the Restaurant Industry

5 Tips for Restaurant Employers and Job Seekers

 

Employers:

 

Match the skill set and the culture.  If a restaurant’s culture is family oriented, they need a staff member who is personable and who can become part of a close-knit restaurant “family.” At a larger, high-end restaurant candidates tend to be more corporate leaders who can hold the staff below them accountable. Look at a candidate’s past experience and take note of the size and volume of the restaurants where they have worked previously.

Use social media to reach candidates.  LinkedIn, Facebook, Twitter, Instagram — social media is a powerful tool for reaching a large audience. A lot of times the candidates we get are not really actively seeking, so they are not your candidates who will go on Craigslist and look for jobs. Instead, they see a job description on other sites and reach out to learn more.

Find out what they care about.  “One of the top questions I always ask candidates is, what really drives them?” What is it they want that they don’t have now. In interviews, ask what they are passionate about to understand their goals and priorities.

Similarly, ask where they see themselves three or five years down the line. Can they grow within your organization? Will they be happy with the job they are in, or do they want more than what’s being offered? Not only will it help you hire the right person, it will help you keep them on.

Show your appreciation.  On that note, there are steps you can take to retain talent and reduce turnover rates. Restaurants have to show recognition in performance and give employees some incentive.  Overall, bonuses or other simple ways of acknowledging good performance can be powerful tools.

Offer internal opportunities for development.  Providing tools and training on top of a person’s actual job description can be a great way to develop staff members. Some groups offer mentoring programs in which, for example, a GM will shadow a VP of Multi Unit for a week every couple of months. The GM will observe and learn as the VP oversees multiple restaurants in the region to understand what the next phase is within the company.

 

Job Seekers:

 

Get out there!  Build your networking by attending as many industry events as you can. Get active and show your face because there’s nothing like meeting somebody face-to-face to really get to know them.

To find events near you, check out the National Restaurant Association and follow the appropriate organizations on social media. There are events at every price point (some are even free) so start making yourself accessible.

Be savvy — media savvy.  These days, you can set yourself apart as a job seeker by having an active online presence. Create a profile and follow restaurants and relevant organizations on different channels. Also, subscribe to emails and newsletters to learn more and stay up to date. That’s how you become part of a broader network of hospitality professionals and stay in the know about events and opportunities.

Do your homework & be prepared.  It’s critical to be informed about their business — volume, customer base, general information — so you are able to ask questions of them, too. If you have professional pictures of your work, bring them along in a portfolio. If you’re asked to prepare a sample menu, tailor it to what the restaurant is looking for.

Explain your experience clearly.  When a candidate’s resume shows many transitions, it can raise a red flag. But often there are good reasons for those transitions — the restaurants were all part of the same group, for example — that aren’t clear at first glance. Be able to explain yourself and back up your story.

Stay positive.  When someone speaks badly about their previous employer, that’s another red flag. Obviously each situation is different, but if not getting along with management becomes a pattern in a candidate’s experience, the person hiring may be wary of bringing him or her on. Maintaining good relationships is essential in a people-first business.

 

This article was originally written by Patrice Rice and can also be read here on her LinkedIn page.

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What Clients Say About Patrice & Associates

  • Darryl Jackson has been amazing during this whole process!

    He has kept in contact with me from the very beginning! He gave the company I interviewed for a good vision of myself and they are talking highly of me! Without Darryl, I would still be jobless! He has called me on several occasions to check in and show me that he is reaching out to the next people he needs to reach out to! I could not have asked for a better supporter to help me in my job search! His business is going to excel if he continues to work this hard with his clients like he did with me and I honestly cannot thank him enough!
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    Josh Adams
    Darryl Jackson has been amazing during this whole process!
  • Matt gave excellent information that helped me put my best foot forward. 

    I had the pleasure of working with Matt Lopez.  We have been on this journey with a few companies. I always felt well represented and excited about the opportunities I was presented. His timely follow up is one of the many attributes that stood out the most.  It is hard to find professionalism at this level.  He gave consistent feedback, and pep talks before my interviews.  It's quite a process when dealing with second and third interviews, and Matt constantly provided great energy and enthusiasm.  He also made sure I was always prepared in having all the ammunition I needed.  Whether footnotes, information about the brand, or providing key examples to respond during the interviews.  With this pandemic, it's been difficult.  Many companies are hesitant with the direction they are moving.  Even with my vast experience, Matt is my most valuable asset.  I have several Colleagues and I would highly recommend his service without a doubt.

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    James McClain Jr.
    Matt gave excellent information that helped me put my best foot forward
  • Sally Kennedy is prompt, professional, and thorough!

    We found 2 employees using Sally Kennedy's services.  I wanted to let you know, she is amazing to work with!  We have used other services and she was able to find, by far, the best candidates for the positions.  I look forward to working with her and your company in the future!

     

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    Kelley Smith

    Sally Kennedy is prompt, professional, and thorough!
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    Darryl Jackson did a great job providing the resources and the tools I needed to land a great job. He was patient, knowledgeable, and willing to go the extra mile to ensure that I was successful.     Thank You So Much! Jalen Hannah I would recommend Darryl Jackson to any candidate!
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    She was very professional and upbeat! My background was a perfect match for their opening and their remote position, in my field of expertise, is exactly what I was looking for! I could not be happier!
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    Allison Sullivan was fantastic in finding me a wonderful position!