5 Commandments of Rockstar Restaurant Recruiters
Today’s recruiters have their work cut out for them. Which is all the more reason why your HR team needs a competitive and creative mindset to meet your organization’s staffing goals. It’s also gotta fit within the budget too. Fast Casual, a restaurant industry news site, summed it up perfectly in a recent article on […]
Today’s recruiters have their work cut out for them. Which is all the more reason why your HR team needs a competitive and creative mindset to meet your organization’s staffing goals. It’s also gotta fit within the budget too. Fast Casual, a restaurant industry news site, summed it up perfectly in a recent article on how to conduct structured interviews.
One of their key takeaways:
Regularly following procedures, steps of service, and recipes affect guest satisfaction, as well as the fidelity and strength of your brand. It is the people you hire, however, that execute your customer experience and build customer loyalty. What if you could follow a recipe to build a perfect team?
We couldn’t have said it better. So what is that perfect recipe? We decided to look at some of the attributes of all-star restaurant recruiters.
1. Accept that technology is your friend
Great recruiters leave no stone unturned. Their plans usually incorporate a series of recruiting channels and sources and they continually work them to attract a new crop of restaurant staff. Using new tools to help your talent search make it easy to tap into an online network of restaurant workers.
Apps like Seasoned allow candidates to fill out a profile, show off their skills and upload certifications (like a TABC license) so employers and recruiters are able to comb through the most accurate information about each applicant. You can even gauge fit by chatting with applicants directly from the app.
Our tip? Develop a mobile-first strategy. It’s likely that the first time your candidates get a look at your brand is online, on the phone, and on the go. Do yourself a favor and test the company’s profiles on mobile – and make sure those profiles leave an impression – a good one.
2. Represent the Brand
To be a killer recruiter, you have to know your company’s vision and culture. This may seem like a no-brainer to most, but without looking at any resources, can you clearly define your organization’s core values, beliefs and expectations?
Beyond online profiles, the recruiter has to be the biggest brand advocate for the organization. You need to operate and emulate the core values of the brand at every stage of the recruiting process. Job seekers new to the restaurant industry or even just new to your company will be able to pick up if there’s a disconnect between what you’re saying and how you’re acting.
With 77% of job seekers using their mobile devices to look you up online, the best recruiters know to keep their channels looking up-to-date and like an awesome place to work.
3. Get Competitive
If you want to be the best, you have to know what your company’s competition is doing. How are they attracting top talent? How do they find them? What’s their culture like? Chances are, they have a clearly defined voice and are able to communicate it effectively. Can you?
Keep in mind, a great employee at a similar restaurant across the street may not be the best fit for yours. There’s a slim chance your company’s values are the same!
Our tip? Be able to explain what sets your company apart from competitors. It’ll show you truly understand the company, this industry, and why it matters to the position at hand.
We can’t stress this enough. A candidate who sits in front of you, dishing the grade-A answers, may not be the ideal candidate. Here’s where that intuition comes into play. Rockstar restaurant recruiters must be able to decipher between those who are good at interviews and those who will actually be a good fit.
Our tip? Remove the intimidation wall and connect with candidates by asking: If you could have any position in this company, open or not, what would that be? If you could create a position here, what would that look like?***
And don’t stop listening just because the interview process is over. Give the applicant the option to reach out to you for check ins or follow ups. The feedback you provide now will open opportunities for improvement for the candidate. Maintain those connections!
***It’s worth noting that rockstar recruiters also know what NOT to ask. If you’re feeling fuzzy on the ‘off-limits’ topics we highly recommend revisiting the EEOC’s definition of discrimination.
5. ALWAYS BE RECRUITING
The restaurant industry is cyclical. High-volume times mean you’re up against some pretty demanding hiring goals. Operators are turning to you to make magic happen, and automating the entire hiring process won’t get you the results you need.
We understand certain aspects of the hiring process require automation; job descriptions, regular posting schedules and pre-interview questionnaires. But there’s also a certain level of creativity that must come into play – something automation doesn’t take care of. No need to stress! This is where great recruiters stand out from the rest.
And let’s face it, you’ve never stopped recruiting. Great recruiters never stop reading resumes, and fortunately when there aren’t any left in the bucket the relationships you’ve maintained sure do pay off. This is where you can get creative and leverage the networks of current employees. Referrals are known as the best way to hire because of the reduced time, cost and turnover rates. Empowering your employees to be a part of the recruiting process will also boost morale.