10 Essential Tips on Hiring A Great Restaurant Team
- chefdcsa
- Jun 12, 2019
- 5 min read
72%. That's the estimated annual team turnover rate for restaurants in South Africa. That makes for an extremely unstable industry costing the sector millions. To change this scenario, a number of issues will need to be tackled in a far more multi faceted article, so not today.
Today I'm offering 10 tips to proactively start creating your perfect, stable team!
1. Understand What You Are Looking For
It happens all the time. An add gets posted where a restaurant needs a "Chef". So, naturally Chefs reply, only to find out that the job profile fits that of a kitchen manager or an ad for a manager turns out to be a micromanaged waitron. Think carefully about what it is that you will be requiring a person to do, then match that with the appropriate title & remuneration package. Don't make the mistake of trying to play with titles to save a buck. It only comes back to bite you later on. To read up on various job titles & descriptions CLICK HERE.
2. Structure A Proper Advert
Seldom does one see a professional job ad. Mostly they look a little like this one:
Grillers/Chefs/Cooks
"We are looking for a suitable candidate to join our dynamic team.
We are a company that is in growth and appreciate candidates with the hunger to grow,learn and move forward.
Must have restaurant kitchen experience.
Must have or arrange own transportation
Advantage if you stay in or around parow,belville,goodwood.
Only shortlisted candidates will be contacted.
Aply only if you meet the requirements.
Send your cv for consideration. DO NOT WHATSAPP or PHONE.
Reference checks will be done"
Yes, this is an actual ad on gumtree right now. So if one can make it past the grammar & spelling, the title is completely confused & the 2 most important details are missing. Remuneration & Company Name.
Now I can hear the outcry and sighs happening. Hear me out. How can we as professionals, looking to source professionals, the crème, expect great prospective employees to apply when we aren't willing to provide our names or the package on offer? There is an entire group of people out there that have a little self respect, and those are the ones you want to tap into to help you create that awesome team. That same group though, would not offer this ad a second glance. Have the balls to put a professional offer out there & the professionals will respond in kind.
3. Do not hire friends & Family
Like Ever! It always becomes problematic down the line and its not going to be pretty at family get togethers after you had to fire Tannie Susans kid. There is also a sense of safety in the mindsets of friends and family where they subconsciously feel the job is safe so the extra effort is not needed. Don't make the mistake of weighing yourself down.
4. Make a List
Once you have decided you need an extra pair of hands, sit down and make a list of all the attributes you want the candidate to possess. Think honest or driven, maybe young or mature. Aim for around 6 traits, REALISTIC TRAITS. Then stick to it! Do not hire someone who does not match the list to save time! Short cuts will cost you, again, later.
5. Stop trying to hire Nuns.
This is the restaurant industry. It's rough & it creates rough people. Beautiful people, but rough. Some of the most professional restaurant ilk have questionable pasts, tattoos in intimate locations and an angry parent syndrome. What's that? They say they have never been fired? Everyone in the industry has been fired sometime. Hiring a straight A's kinda lad with a fortune 500 type of parental profile will end in a major let down. Embrace the roughened edges & often you end up with loyal, driven professionals willing to go down with the ship if that's what's asked of them.
6. Social Stalking
This is where you play the role of private investigator..or maybe its of an FBI profiler.. nonetheless, stalk away. Find all of a candidates profiles and browse. You don't want to see constant drunkenness & substance abuse as if its all they live for. You want to see them having some sort of social life but in a way that conveys self respect. The best ones in the industry will have elements of their career shared with pride. Family love pics? Yes please. Pets? Awesome. Goals discussed? Sounds like a keeper.
7. Cook & Eat with the Head Chef
You cannot have a typical interview with who will possibly be the most valued member of your team. Now I'm not saying give him special treatment, not at all. There is method to this madness. Every Chef who has done a few cook offs has his safety dish. One or two dishes he trusts and uses for every cook off. Asking him about his family and hobbies? Really? No. Just invite the guy or girl to your house or the restaurant when its quiet. Make it relaxed, cook a meal together, discuss ingredients, flavours, methods and experience. By the end of the night you will know exactly what sort of Chef he is.
Extra note: All a mystery box proves is that we were lucky that time round....
8. Create a 4 day Hiring Process for Waiters.
Day 1: Initial interview. At the interview you should have your questions written down as well as the list from no.4. A copy of the menu is handed over and notice of the test at the start of day 4.
Day 2: Trial starts. Yes, a Paid Trial. Don't be a douche. Being a douche will turn away the ones with self respect leaving you with the dregs.
Day 3: Second and final trial day. The good ones, the ninjas, will start showing signs of being able to do the job on their own already. Remind them of the test at the start of day four.
Day 4: Hit them with the test before they even have a chance to put their bags down. The test is not some generic downloaded nonsense. Nope. You took the time to come up with 20 questions, nicely spaced out over two pages topped with the company letterhead. All menu related. The answers must be on the menu. If They get less then 80% they out. Simple. This is where the awesome individuals will separate themselves from the chancers.
9. Cook offs are for Cooks
That's right. The cook offs you have always been giving to your HCs, keep for your line cooks, demi chefs, CDPs etc. Yes they are not going to lead the kitchen, but they must be able to create a dish that at least resembles something decent.
10. Learn From Your Mistakes
Pretty self explanatory. But amazingly, you will be surprised how many restaurants keep making the same mistakes over and over again. Learn what works for your business, for you. Do not repeat (or rehire) your past slip ups. Leave the past where it belongs, build anew, & remember, you are hiring Human beings, Not cannon fodder.
That's it for my 10 tips. I hope this helps get someone thinking a little out of the box. A little change is needed in this industry we love. (Don't lie, we know you love it too. ) If you think I've missed a point, drop a comment or catch me on one of the social platforms. I enjoy some good engagement, so lets start the conversation!
Cheers for now
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