To attract people to apply to your quick service or dine-in restaurant team, focus on building a strong employer brand that showcases your restaurant’s unique culture, values, and benefits. The restaurant industry is a tightknit community. Employees talk to each other and their opinion of you can affect your ability to recruit qualified candidates.  Potential candidates, especially those in tipped positions, will look at factors they can easily research online, including recent restaurant reviews, location, your menu prices, and how busy you are. They also want to know if your restaurant is using new technology that helps them save time and eliminates manual processes. Utilize social media and online platforms to promote why you’re the best restaurant to work at. Highlight the opportunities for career growth and advancement within your establishment. Offer competitive compensation packages, employee discounts, and other attractive perks. Showcase the positive work environment, emphasizing teamwork and support among the staff. Encourage current employees to share their experiences working at your restaurant to attract potential candidates through word-of-mouth referrals.

Food service teams typically consist of various roles working together to ensure smooth operations. Common roles in a restaurant team include:

• • Front of House Staff: Servers, hosts/hostesses, and bartenders who interact directly with customers.

• • Back of House Staff: Chefs, sous chefs, cooks, and kitchen staff responsible for food preparation.

• • Restaurant Managers: Depending on the business, the restaurant owner could be the manager. Others have a general manager that oversees daily restaurant operations, manages staff, and ensures excellent customer service.

• • Dishwashers: Responsible for cleaning and sanitizing dishes and kitchen equipment.

• • Bussers: Assist with clearing tables and ensuring the dining area remains tidy.

• • Expeditor: Coordinates between the kitchen and the front of house to ensure timely service.

• Cashiers: Handle transactions and manage customer orders at the counter.

When recruiting for new team members for your restaurant business, consider candidates with the following qualities:

• • Customer Service Skills: Strong communication and interpersonal skills to provide excellent customer experiences.

• • Team Player: Ability to work well in a team-oriented environment and collaborate with colleagues.

• • Adaptability: Willingness to work in a fast-paced, dynamic setting and handle various tasks efficiently.

• • Attention to Detail: Essential for ensuring accuracy in food preparation and order-taking.

• • Positive Attitude: A positive and friendly demeanor that enhances the restaurant’s atmosphere.

• • Problem-Solving Skills: Quick thinking to resolve issues and ensure customer satisfaction.

• • Hygiene and Safety Awareness: Understanding the importance of food safety and maintaining a clean environment.

Food service employees are in demand and the competition is high. To effectively communicate quick-service restaurant job positions and attract the right candidates, include the following elements in your job postings:

• • Job Title: Use a clear and descriptive job title that reflects the specific role.

• • Overview: Provide an introduction to your restaurant and its culture.

• • Job Description: Outline the key responsibilities and tasks involved in the position.

• • Qualifications: Specify the required qualifications and skills for the role.

• • Benefits: Mention any employee benefits, such as meal discounts or flexible scheduling.

• • Application Instructions: Clearly explain how candidates can apply for the position.

• Company Mission: Share your restaurant’s mission and values to attract candidates who align with your vision.

To make your restaurant job postings stand out from competitors in your market, dial in to your restaurant’s personality. Showcase your unique selling points, such as menu offerings, a fun work environment, or community involvement. Incorporate visuals, such as images of delicious dishes or happy staff, to capture candidates’ attention. Get feedback from your current staff to find out what they enjoy about working at your restaurant. Usually it’s things you won’t think of, like closing for holidays, flexible shifts, and more. Highlight employee benefits and career growth opportunities. Emphasize any awards or recognition your restaurant has received. Use concise and easy-to-read language, and keep the posting visually appealing to attract potential candidates.

Restaurant managers and chefs can save time and effort on their hiring process by implementing these practices:

• • Standardize Process: Create a structured hiring process with defined roles and responsibilities.

• • Applicant Tracking System (ATS): Utilize an ATS to manage every restaurant application, automate initial screenings, and maintain applicant data.

• • Pre-Screening: Implement pre-screening questionnaires to filter out candidates who do not meet essential criteria.

• • Collaborate with HR: Work with HR professionals or recruitment specialists to handle administrative tasks and ensure compliance.

• • Employee Referrals: Encourage current employees to refer potential candidates, which can lead to quality hires.

• • Online Platforms: Use online job boards and social media to reach a wider pool of candidates efficiently.

• • Role-Specific Questions: Prepare role-specific questions to assess customer service skills and experience.

• • Simulate Scenarios: Use situational questions to evaluate how candidates handle common customer service scenarios.

• • Teamwork Assessment: Determine candidates’ ability to work in a fast paced team-oriented environment through behavior-based questions.

• • Customer Focus: Assess candidates’ customer-focused mindset and ability to provide personalized experiences.

• • Communication Skills: Evaluate communication and interpersonal skills through role-play exercises or scenarios.

• • Time Management: Inquire about candidates’ ability to handle busy periods and manage time efficiently.

• • Professionalism: Look for candidates who exhibit professionalism and a positive attitude throughout the interview.

Set your new hires up for success on day one. To ensure a smooth onboarding process for new hires in the food service industry, consider the following steps:

• • Welcome Package: Prepare a comprehensive welcome package with essential information about the restaurant, its values, and policies.

• • Training Plan: Develop a structured training plan that covers job responsibilities, customer service standards, and safety procedures.

• • Mentorship Program: Pair new hires with experienced employees who can serve as mentors during the onboarding period. 

• • Hands-On Training: Provide hands-on training in real-life scenarios to familiarize new employees with their roles.

• • Shadowing: Schedule new hires to shadow experienced staff members to learn best practices and understand how your restaurant handles its workflow – from turning tables to expediting food. 

• • Feedback Mechanism: Establish a feedback mechanism for new employees to share their concerns or ask questions.

• • Ongoing Support: Offer continuous support and follow-ups to address any challenges or issues during the onboarding process.

Offering comprehensive training and development opportunities can enhance the skills and job satisfaction of your food service employees. Consider providing the following options:

• • Customer Service Training: Focus on effective communication, problem-solving, and handling customer interactions.

• • Food Safety and Hygiene: Ensure employees receive proper training on food handling and safety procedures.

• • Upselling Techniques: Train staff on upselling strategies to increase sales and enhance customer experience.

• • Leadership Development: Offer leadership training to groom potential supervisors or team leaders.

• • Cross-Training: Provide opportunities for cross-training in different roles to enhance versatility and fill in for absences. Teach servers to bartend, or hosts to bus and reset tables.

• • Professional Skills: Offer workshops on time management, conflict resolution, and teamwork.

• Language Skills: Provide language classes to employees who may benefit from improving their communication abilities.

To attract people to work at your fast food or restaurant, consider these strategies:

• • Competitive Compensation: Offer competitive wages and benefits to entice potential back and front of house candidates.

• • Employee Referral Program: Encourage current employees to refer their friends or acquaintances to join your restaurant team.

• • Positive Work Culture: Promote a positive and inclusive work environment that values teamwork and employee well-being.

• • Flexible Scheduling: Offer flexible work schedules to accommodate employees’ needs and preferences.

• • Employee Recognition: Implement a recognition program to acknowledge and appreciate employee contributions.

• • Career Growth Opportunities: Highlight opportunities for career advancement within the restaurant.

• Community Involvement: Engage in community initiatives to demonstrate your restaurant’s commitment to social responsibility.

Yes, certain positions in the food services industry may require specific certifications or licenses. For example:

1. Food Handlers Permit: Employees involved in food preparation, handling, or service may need to obtain a food handler’s permit or certificate, which ensures they understand food safety and hygiene practices.
2. Alcohol Serving License: Staff responsible for serving alcoholic beverages may need to obtain an alcohol serving license or certification, which demonstrates knowledge of responsible alcohol service.
3. ServSafe Certification: Some jurisdictions require restaurant managers and supervisors to hold ServSafe certifications, which verify their understanding of food safety principles.

To address turnover in entry-level fast food positions, consider these strategies:

• Improved Onboarding: Enhance the onboarding process to provide better training and support for new hires.

• Cross-Training: Offer opportunities for cross-training in different roles to keep employees engaged and broaden their skills.

• Employee Incentives: Implement retention incentives, such as bonuses or recognition, for employees who stay with the restaurant for a specified period.

• Mentorship Programs: Establish mentorship programs to pair entry-level employees with experienced staff for guidance and support.

• Communication and Feedback: Encourage open communication and regular check-ins to address concerns and provide support.

• Flexibility: Offer flexible scheduling options to accommodate employees’ needs and preferences.

• Exit Interviews: Conduct exit interviews to gather feedback from departing employees and identify areas for improvement.

To improve employee retention at your restaurant, consider implementing the following strategies:

1. Competitive Compensation: Offer competitive wages and performance-based incentives.
2. Employee Benefits: Provide attractive benefits packages, including health insurance and paid time off.
3. Employee Recognition: Recognize and reward employees’ achievements and hard work regularly.
4. Career Growth Opportunities: Offer clear paths for career advancement and invest in employee development.
5. Work-Life Balance: Support work-life balance by accommodating reasonable scheduling requests.
6. Supportive Management: Ensure managers and supervisors are approachable, supportive, and receptive to employee feedback.
7. Employee Feedback: Encourage an open feedback culture where employees feel comfortable sharing their thoughts and concerns.