How to Write a Job Listing That Attracts Stellar Professionals

How to Write a Job Listing That Attracts Stellar Professionals

by | Feb 20, 2017 | Business Toolkit, IndiTips, Management

The job listing is the first step towards getting that truly stellar employee. It lets the right people know what you are looking for and lets the wrong people know to keep looking. On top of this, you want to write the job listing in a way that gets qualified people excited about working for you. Below are listed a few tips for attracting your dream candidate through the job listing.

Tip 1: Read other job postings from a job seeker’s perspective

Before writing your job listing read through your competition’s and imagine what about these posts would attract you if you were looking for the job on offer. What sort of keywords would a sous chef or server use to find a posting? What is the competition offering that a FOH employee might like? This will help you not only see what you are up against, but also what will make you attractive to job candidates.

Weave in adjectives and a bit of your restaurant’s philosophy.

Tip 2: Write a concise and interesting description of the position

Include a short description of the tasks your future employee will be performing. Your star candidate wants to know beforehand if your BOH position involves dish-washing or inventory tracking. They need a concise and clear idea of the basic position and job duties. If you’re stuck, use our job description templates to get started.

This does not mean you put up a boring run down of every task and relationship involved. You want to explain why your restaurant is a great place to work as well as what they can expect once there. Weave in adjectives and a bit of your restaurant’s philosophy into your job description. Just keep the core duties clear.

Tip 3: Write a catchy but descriptive headline

A headline saying, “Big Bucks In Restaurant Biz!!!” makes people think you are a scam, and a headline saying, “Waitress Wanted” makes people’s eyes glaze. What’s more, neither of those headlines explain why someone should work at your restaurant in particular.

Try thinking of a unique feature of the job that a promising candidate might find intriguing. “Server Position Open – Flexible Hours In Busy Restaurant” would catch an applicant’s eye. “Chef Wanted for New Restaurant. Join Us On The Ground Floor” sounds fun to a dedicated chef looking to expand horizons.

Pro-tip: Skip the exclamation marks, too. The words ‘competitive pay’ and ‘fast-paced restaurant’ are eye-catching enough without them.

Tip 4: Describe your restaurant’s work environment

Job seekers want to know what restaurant they will be working in. Include the address and name of the restaurant in your posting, even if you want them to send their application somewhere else. List what type of food you serve and the general atmosphere. This lets the applicants know what sort of environment they will be working in. Especially if you are FOH, this can be a deal-breaker.

The restaurant business is fast-paced and constantly changing so give yourself some wiggle room.

Tip 5: Stay flexible

The restaurant business is fast-paced and constantly changing. You will want to give yourself some wiggle room when it comes listing benefits and job duties so that you aren’t locked into something you can’t do. Acknowledge up front that while you listed the core duties in the posting, there will be other tasks involved.

Instead of naming the hourly wage, offer a range of wages or simply say that you offer competitive compensation. Naming a specific benefit package can discourage potential applicants from applying for jobs that don’t carry the particular benefit they are looking for. Not mentioning that extra jobs may crop up sets you up to argue with the employee over their prescribed duties.

Tip 6: List specific qualifications

It is a hassle to wade through applications from job seekers who are manifestly unqualified for the job. Unfortunately, qualifications are not always obvious, so you will have to spell them out. If you want your chef to have had experience before applying for your job, say something along the lines of “Needs at least 1 year of experience to qualify.”

Be careful to keep to qualifications strictly job-related or you will open a can of legal worms; writing that you will only accept women for your FOH jobs or that you won’t hire anyone over 50 opens you up to lawsuits over discrimination. If you have a job that requires particular physical abilities, list only those essential abilities. Saying that the job requires lifting 20 pounds is an honest description; saying that someone needs to be able-bodied leaves room for interpretation, which is never good.

Have a few people read over your listing before you post it.

When your listing is complete, have a few people read it over before you post it. Having a few eyeballs on your listing will catch spelling errors and parts that are muddled so you can make the listing as clear as possible. The job listing is a vital first step in staffing your restaurant with the people it deserves. Following these tips will make sure your job post is the best it can be.

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5 Ways to Help Your Restaurant Survive Past the 5-Year Mark

5 Ways to Help Your Restaurant Survive Past the 5-Year Mark

by | Feb 15, 2017 | Business Toolkit, Management

You have set out on a new venture: owning and running a restaurant. Armed with your great grandma’s secret recipes, you sign the lease for a location in the heart of the action and begin your quest to rule the restaurant world. Most owners start out with lofty goals and a heavy dose of optimism only to realize later on that the restaurant industry is fickle and unapologetic. Recent statistics state that 60% of restaurants fail the first year with a whopping 80% not making it to the fifth year. Here are five tips that can help your restaurant survive and thrive for more than five years.

Location

You have heard it time and time again…location, location, location. You might want to end up in one of the hippest spots out there, but it’s going to cost you a lot of money. Rent is going to take a big chunk out of your profits each month so choose wisely. You also need to consider the surrounding environment, accessibility and visibility, as well as traffic around the area.  Do you want your restaurant to reflect a romantic ambiance and scenic views or emanate hip and trendy vibes?

In the digital age, we rely on the internet more and more to spread the word.

Marketing

Make sure you budget enough money to handle promotions. If you don’t let people know you are there, then they won’t come. Unfortunately, word of mouth isn’t as effective anymore. In the digital age, we rely on the internet more and more to spread the word. That doesn’t mean you can’t do more old-school type approaches.

Get to know the companies that are in business around your restaurant and let them know about you. They can serve as potential income sources for busy, work lunchtimes. Create a user-friendly, and attractive website that showcases your menu. Get involved in social media. Consider creating loyalty programs that keep them coming back.

Serve Quality Food

You may not even know it, but the food you are serving could be sub-par. Great tasting food should be very high up on your priority list. Not sure if your food is meeting expectations? Set up tastings with employees and friends to see what your food might be missing. Get critical feedback so that you can adjust recipes as needed or reevaluate restaurant processes like quality control. Once you have the recipes tweaked to perfection, leave them alone. Customers do not like coming back to restaurants and finding that their favorite dishes have changed.

Hire people with the attitudes that you want to exemplify in your restaurant.

Surround Yourself With a Strong Team

If you are the restaurant owner, consider becoming actively involved in the hiring process. Hire people with the attitudes that you want to exemplify in your restaurant. Do you want go-getters who are outgoing and motivated? Or do you want employees who appear more polished and professional? What is your restaurant trying to convey?

Keep that team strong by showing appreciation for their work and efforts whether it be employee of the month, bonuses, or paid time off. Happy employees will also help spread the word about your wonderful restaurant.

Hire a Good Accountant

Maybe you are really good with people and food, but lack financial skills? Many restaurants go belly up because the owners are not very familiar with managing costs and get in over their heads. Why not hire someone with extensive experience in managing the financial side of a restaurant? This person can help point out any red flags such as wasteful operation costs or unrealistically high rent.

Before you dive into something as risky as owning a restaurant, do your research. Evaluate the competition and study the business models of successful restaurants. Running a restaurant is not for the faint of heart, but if you do your homework and work hard, you just might beat the odds and own a restaurant for years to come.

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Why Half of Your New Hires Could Leave in Less Than a Year

Why Half of Your New Hires Could Leave in Less Than a Year

by | Feb 13, 2017 | Business Toolkit, Management

Some hospitality businesses are beginning to notice a trend. Of all new hires made within the previous twelve months, only half of them are choosing to stay on at their jobs. Most who leave do so before the one-year mark, which adds to the pressure being placed upon businesses. To understand why an online staff management company studied their 2016 employee retention report.

More than thirty thousand employees from almost two thousand small businesses were surveyed. The data clarified the challenges that numerous establishments face in regards to keeping and losing staff.

Hospitality businesses were compared with those in construction and manufacturing, healthcare, and retail. Healthcare retained employees the longest, with the average tenure lasting fifteen months. Retail and construction and manufacturing tied for second with twelve months each, while hospitality only reached an average of eight months.

Employees are in need of incentives to encourage them to maintain a high level of efficiency.

Regardless of the industry, all employees experience “life cycles” throughout the course of the job. The first few weeks – and sometimes months – are spent settling in and learning the required tasks. It is during this time that business owners invest in the worker’s development and training. As the employee learns and grows, he or she gradually becomes more proficient and reaches peak productivity. Employers like to see new hires reach this point as quickly as possible.

However, employees are in need of incentives to encourage them to maintain that level of efficiency. When this does not happen, they begin to disengage from their job. Eventually, they become bored and dissatisfied with their role in the establishment, and many choose to seek employment elsewhere.

Businesses with low staff retention rates see a very short period of peak employee productivity.

Businesses with low staff retention rates see a very short period of peak employee productivity. The business owner spends the time and money for hiring and training, yet within a matter of months, workers disengage and begin to consider leaving the job.

What does this mean for these businesses? Ultimately, it all translates into higher overheads, diminished customer service, lower employee morale, and less focus placed on the business itself. All of these factors can be detrimental to the establishment’s success and future growth.

It can be tough to place a strict figure on hiring and training new workers. Consequently, the true cost of low employee retention is often difficult to identify. Studies in the United States estimate that the cost of replacing a worker who earns $8 per hour sits at nearly $10,000. Additionally, that narrow window of peak job engagement can damage the overall productivity of the business. Too much time is spent managing new hires and recruitment, and disengaged workers can have a negative effect on customer service and loyalty.

One of the main reasons behind high turnover rates in the hospitality sector may have to do with the age of new hires.

One of the main reasons behind high turnover rates in the hospitality sector may have to do with the age of new hires. There is a prominent reliance on the employment of younger workers, many of whom are trying to fit in their work between studying and classes. Several establishments also hire seasonally, which causes a fluctuation in new hires at certain times throughout the year. In hindsight, it really is no wonder why there is such an alarming drain on employees.

So how can hospitality establishments improve employee retention?

  • Do not use the trend as an excuse. While this particular sector is known for high turnover and low retention, simply accepting it as fact puts the business at risk and impedes growth.
  • Look at how it is done in other industries. Most sectors look for employee commitment and skills, not necessarily youthful faces. Some retail businesses actually prefer older workers because they are viewed as more mature and therefore more likely to consistently deliver better customer service. They also tend to be more loyal to their employers than their younger counterparts.
  • Change the overall mindset. Retention should be viewed as a strategic investment for the continued growth of an establishment.
  • Consider offering recognition and rewards to employees. All workers want to be acknowledged that they are doing well at their job. In doing so, it will boost morale and motivate employees to keep performing at their best.
  • Consider promoting the best talent. Most workers want to advance through the ranks rather than return to the same routine tasks for the rest of their lives. Promotions give them the opportunity to develop and can mean the difference between a career and “just a job.”

At the end of the day, a number of new hires will leave early on no matter what. The key is to focus on retaining those that are more likely to stay and optimizing hiring practices so that you’re attracting long-term employees.

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Training Hacks: Materials and Resources Essential for New Hires

Training Hacks: Materials and Resources Essential for New Hires

by | Jan 16, 2017 | Business Toolkit, IndiTips, Management

After hiring, you’ll want new staff to start training as quickly as possible. This ensures they hit the ground running while avoiding rookie mistakes. In order to make this possible, however, training materials and resources must be ready to go, especially these six items that every new employee should have in hand the minute they walk in the door.

New hire paperwork

It’s a good idea to greet new hires with these materials. And whether you’ll be doing the training yourself, or you have a designated trainer, a senior staff member should sit with the employee while they fill out their new hire paperwork. This allows you to go over the materials with them and it’s the perfect time to set your performance expectations.

After the paperwork has been completed, take your new hire on a tour of your establishment. This helps to familiarize them with the business. During the tour, you can introduce them to other employees and tell them any names or terminology they need to know. It’s also a good time to show them where any safety equipment or materials are located.

A training schedule

Don’t leave new staff in the dark about training ins and outs, especially the timeline. Depending on the size and type of your establishment, training may only last a few shifts, or you may require weeks before you feel a new employee is qualified to work alone. Also, remember, you may need several training schedules based on position, so be sure to plan accordingly!

With this in mind, try to have the entire training schedule planned out. Let them know what days they’ll be working, what area of the business they’ll be learning about each day, and who they’ll be working with.

Having at least one designated trainer for each position is a great way to make sure all employees are trained the same way every time.

Designated trainer(s)

Having at least one designated trainer for each position is a great way to make sure all employees are trained the same way every time. Even better: having a few trainers that can share the load. This also takes some of the pressure off of you, allowing you to continue running your business while your trainer supervises new employees.

If possible, introduce new hires to their trainers immediately. This will allow them to get to know each other and will also ensure that new employees will know who to find when they come in for training shifts.

Printed materials or learning aids

If you have printed materials for your new employee, make sure they’re ready to go right away. If you use an app or website, make sure you make the employee is aware of the site or app and how to use it in conjunction with their training. There’s nothing worse than telling your new hires to read an article or complete online training without providing them with the necessary information to access the content.

Tests are a great way to gauge where trainees are in their learning process.

Tests to verify training/learning

Tests are a great way to gauge where trainees are in their learning process. So, before your new employee is ready to deal with customers on their own, you’ll want to test them to see if they’re grasping the training. These tests can be anything from online quizzes to mock restaurant scenarios. Of course, testing formats and parameters should be discussed with new hires and included on training schedules.

Tests are also a great way to see how the trainer is doing. If you start to notice new employees all seem to make the same mistakes or perform the same tasks incorrectly, sit down with your trainer(s) to make sure they’re teaching the correct habits and skills.

A clean, new uniform and name tag (if required)

Finally, if you require a uniform, make sure you have a fresh one ready on their first day. This goes a long way in making your new recruit feel like they fit in and are a part of the team right away.

If you’ve read our first post on Training Hacks, you’re well aware of how hard it is to find good employees. Make sure you’re not just a stepping stone on their career path. Welcome your new employees warmly and have a comprehensive training program in place so they feel secure in their job choice.

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read more

Experience Sirvo for yourself

Sign up now to find hospitality jobs and hire top industry talent.
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How Growing Restaurants Provide Increased Job Opportunities

How Growing Restaurants Provide Increased Job Opportunities

by | Jan 6, 2017 | Career

When a restaurant is first starting out, it runs on a relatively tight budget. That means that there’s not room for a number of opportunities that come along later in the game. As restaurants grow, however, the number of positions available grows along with them. These job opportunities provide openings for savvy workers to leave their current positions and find new ways to influence the company, making more money for themselves and helping to advance the restaurant at the same time.

Human Resources

A human resources department is an obvious choice for a big business, but it’s not necessarily one that you find in a small restaurant. As a restaurant grows, however, that human resources department serves several basic functions.

  • HR takes over the hiring process, selecting new employees that they believe will be a good fit for the growing restaurant.
  • HR is responsible for creating orientation programs that will make it easy for new members of staff to learn their responsibilities and become productive members of the team.
  • HR ensures that the restaurant is in compliance with rules and regulations across the industry, from the hours employees under the age of eighteen can work to the pumping rights of nursing mothers.
  • HR provides training for managers who may have to deal with sensitive issues.

Marketing

A new restaurant often does its marketing based on word of mouth, an ad in the local newspaper, and a few simple ads. As the restaurant expands, however, marketing takes on a whole new level. The marketing team is responsible for:

  • Creating and managing ad campaigns across a variety of channels.
  • Managing a social media presence for the restaurant.
  • Keeping the restaurant high in local search engine rankings.
  • Deciding what marketing opportunities are appropriate for the restaurant and which ones can be passed up.
  • Taking care of local sponsorship of teams, organizations, and charities that are important to individuals in the area.

Accounting

The bigger a restaurant grows, the more involved the finances become. What could be handled by the owner at the end of the night now requires help from a professional. That means someone who is able to:

  • Record sales and receipts at the end of each day.
  • Keeping up with profit and loss statements.
  • Understanding the weekly cost of food and labor.
  • Counting and computing inventory and controlling ordering practices in order to maximize profit without running out of critical items.

Accounting professionals help keep up with all the essential details of running the restaurant. It’s not just about keeping tallies of critical inventory and expenses; it’s also about managing resources effectively in order to get the results the restaurant needs to continue growing.

Payroll

Growing restaurants automatically have growing staff–and that means more employees to manage. Payroll helps cut down on the stress experienced by managers and other members of the team as they:

  • File time sheets and track the hours each member of staff has put in at the restaurant, from servers and hosts to chefs and managers.
  • Ensure that tax is being withheld accurately for every member of staff.
  • Take steps to ensure that every member of the staff is paid on time.

If you’re hoping to make a move within your current restaurant job as these positions begin to open up, having experience with the area you’re hoping to move to is helpful. Having experience in your restaurant, however, can be a serious bonus that will help you attain your employment goals. You already know how the restaurant works: its employees, its patterns, its habits. When you’re able to work with your existing managers or owners in order to fill a new position, you’ll find that your job opportunities soar. And, if you do want to move to a new establishment, check out the great jobs now live on Sirvo!

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