5 Tips for Taking Your Restaurant Website From Good to Great

5 Tips for Taking Your Restaurant Website From Good to Great

by | Nov 16, 2016 | Business Toolkit, Management

A good website is no longer enough to compete in the crowded restaurant environment. To stand out to potential patrons in the age of internet ubiquity, you need a digital presence that sets your business apart from its competition. To help accomplish that goal, here are 5 steps you can take to take your restaurant website from good to great.

1. Make it Responsive

To say that we live in a world of smartphones and tablets is no longer an exaggeration. Mobile internet usage surpassed its desktop counterpart for the first time last year, and the gap is only expected to widen in the near future. Increasingly, your patrons are deciding whether to visit your establishment on the go.

For your restaurant, that means a crucial adjustment: make sure your website looks equally well on all devices and screen sizes. The process, called responsive design, allows the layout of each page to adjust dynamically so that even smartphone users can still find the information they need. The result will be better visibility in search engines in addition to improved user experience.

2. Allow for Online Reservations

Nobody likes even the chance of waiting in line. And yet, especially during peak hours, exactly that might happen for many restaurants. So why not set yours apart with an online reservation system?

A number of platforms, such as Tablein and Nextable, have begun to offer services that allow restaurants to integrate online reservations into their websites. The result is a more interactive experience that allows your audience to more easily reserve tables, and you to better plan your busy evenings.

…don’t underestimate the power of personalizing the web experience for your audience.

3. Add Your Own Style

To be successful online, your restaurant website cannot look like its competition. You need to stand out, ideally in a visual style that is congruent with the brand you’re looking to promote. Above all, that means losing the stock photos and using photos of your own locale, staff, and guests instead.

Try to use the website to convey the actual atmosphere and type of food your audience will encounter when they visit. We’re visual learners, so a large percentage of your web visitors will never bother to view your menu or read your writing if you cannot grasp their interest and attention within the first few seconds on your website.

4. Include Social Proof

Nothing is more convincing to potential guests than their peers telling them about the greatness of your food and atmosphere. Social proof in all of its forms is scientifically proven to work, thanks to our subconscious need for social validation.

Customer testimonials on your website are a crucial first step in leveraging the power of the masses. But so are social shares, especially if you decide to feature dynamic content such as blog posts or videos. The more easily your visitors can share the content, the larger of an audience will find out about your restaurant and be prompted to visit your website.

You need to stand out, ideally in a visual style that is congruent with the brand you’re looking to promote.

5. Share Behind-the-Scenes Content

Finally, don’t underestimate the power of personalizing the web experience for your audience. Especially first-time visitors, who can only rely on your website for information about your restaurant, will appreciate learning more that helps them better understand what they’re in for.

For example, you may want to share a profile (or even cooking video) of your cooks to give your audience a better understanding of how their food is made. You can do the same for servers, or even include a timelapse video of a typical night that better conveys how popular your restaurant truly is. The more of a peak behind the curtain you allow your audience to take, the more likely they’ll be to actually visit and check out your restaurant for themselves.

Do you have a good restaurant website? Don’t rest on your laurels – your competitors might as well. Instead, work to make it great, using the above tips. Ultimately, your audience will have to decide whether they want to eat at your establishment or at an alternative down the road. An effective website can make all the difference in helping them make that decision.

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Pro-Tips to Get Hired on Sirvo

Pro-Tips to Get Hired on Sirvo

by | Nov 14, 2016 | Career, IndiTips

Welcome to the inside track on how to best use Sirvo to get hired. Don’t worry, it’s not rocket science and it won’t take much effort at all. Just a few tricks of the trade that will increase your chances of finding that great job that you’ve been looking for!

Upload eye-catching photos

While there are several ways to distinguish your profile from others’, one of the most effective is to include unique profile and cover photos that showcase your personality. If you are a chef who is passionate about food, use a photo of a dish you created and want to show off. Perhaps you are an adventurous individual and enjoy rock climbing, diving or hiking, then add photos that highlight those interests.

Not everything on your profile has to be industry related; it should be a well-rounded representation of who you are.

Not everything you do on your profile has to be industry related; the employers on Sirvo are looking for those who will fit in well within their company’s culture. And, isn’t that what you’re looking for too? You want to find a job with a team you’ll jibe with and at a company that supports who you are. This is the whole point behind profiles and business pages; to help provide more insight into culture and personality so that you find a great job that you love!

Sure, experience in the industry is important, but it’s not everything. Employers want to hire unique individuals who will add an interesting dynamic to their teams.

Pro-tip: To further highlight your personality, complete the interests section on your profile. Having a common interest with the person who may hire you can be very beneficial.

Speaking of experience…

Yes, one can simply list their past experience within the industry and leave it at that. Or, you can choose to go into more depth about your previous positions and explain exactly how you contributed and what you learned in the process. The latter will definitely do more for you in the long run because it shows employers that you not only take pride in your work but you’re also passionate about what you do.

Don’t limit yourself by only including a few past jobs.

Also, don’t limit yourself by only including a few past jobs. Restaurant and hotel managers aren’t just looking to fill the positions they have listed, they are often looking for candidates that may one day ascend to mid to upper-level management positions, HR positions and marketing positions.

Use the experience section to highlight why you are best the candidate for the position for which you are applying and also for the position that could quite easily jump-start your career.

Pro-tip: Including your job title in the profile header as well as completing the skills and certifications sections can help you get recruited by employers via candidate search.

Utilize our search features

New jobs are posted daily, which means that more tenured posts move further down the list, but you can easily hone in on the type of position you’re looking for by using a keyword. Whether that’s a specific job title, restaurant section (like FOH or BOH) or shift, your search results will appear in seconds!

Maybe you already have a decent job, which you’d only leave for a position at certain company or concept that you’ve been wanting to work for. Easy! Simply toggle the Search Companies tab, type in that company’s name and head to their business page to see all of their open listings.

If you’ve had your eye on a certain company and you’re just looking for a way to get your foot in the door, this the perfect tool to take advantage of.

Sirvo was designed so that both employers AND job seekers can throw out the big net.

Apply to more than one position

The more jobs you apply for, the higher the chances are that you’ll get hired. This is a competitive market right now and there are many qualified candidates these days who are applying for the same positions you are. It’s possible (and even probable) that someone got to the punch before you did. Or, maybe you weren’t the right fit. Whatever the reason, one application may not do the trick.

The great thing about Sirvo is that it was designed so that both employers AND job seekers can throw out the big net; your profile makes it fast and easy to apply for several positions at once and, if you’ve uploaded a resume, Sirvo saves it so you don’t have to keep attaching it to every application.

The point is that it doesn’t hurt to apply to as many positions as possible even if they aren’t exactly what you are looking for. The industry is suffering from a 70% turnover rate, which means there is always the opportunity for upward mobility. You never know when that Barback position may turn into the Bartending position you were originally gunning for.

Unlike other hiring platforms, anyone can start a conversation on Sirvo, including you!

Message employers directly

Unlike other hiring platforms, anyone can start a conversation on Sirvo, including you! Perhaps you have questions about the position or simply want to send a message expressing gratitude for consideration. No matter the subject, this is a great way to separate yourself from the pack.

When the opportunity arises, just click Send Message from the company’s page and reach out with any questions or comments. All business pages on Sirvo are managed by those responsible for interviewing and hiring, so your message will be read. Whether or not it stands out is on you.

Sirvo is a great resource for anyone looking for a job within the hospitality industry. We have all kinds of job listings, from entry level to management, with some of the most renowned companies in town. Thanks to the partnerships we’ve formed with the Colorado Restaurant Association (over 4,000 members) and EatDenver (Denver’s Independent Restaurant Network), we have the inside scoop on Denver’s best jobs!

Click on either link above to see open listings from partner members specifically or head to our job board to see all of our listings and start applying today.

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How to Run a Successful Wine Program

How to Run a Successful Wine Program

by | Nov 11, 2016 | Business Toolkit, Management

There’s nothing quite like a glass–or a bottle–of wine with dinner when you’re out to eat. Unfortunately, all too many restaurants are failing to take advantage of this great source of income. You have a wine list, but you’re not using it to its full potential! Below we offer some suggestions on refining your wine program in attempt to offer your guests as dynamic of an experience possible!

Choose Your Wines Carefully

Ideally, you want to have a rotating selection of wines that reflect the trends your customers will enjoy most. Some customers are eager to check out the new wine that you’ve just added to the menu, others have old favorites and won’t often branch out.

Choose your wines with care, being sure to offer them at a variety of price points to attract as many customers as possible. Always keep in mind the cuisine you offer and ensure that your wine selection can be paired with any dish you serve.

The excuse of, “well we just don’t sell that much wine” is essentially inexcusable.

A great resource for information is your liquor sales representative/consultant. Liquor distribution companies train their staff very well and provide them with a multitude of educational sessions throughout the year.

Don’t get us wrong, they are always trying to make the sale and get you to purchase higher priced bottles or ones they can’t seem to unload out of the warehouse. But they are also very, very knowledgeable of their product and can walk you through the selection process.

Watch Your Prices

Base your glass prices on market value/competitive pricing as this will encourage customers to consider your particular wine options. By pricing your glasses of wine reasonably, you encourage more guests to (at the very least) try a glass. A well-chosen glass can easily lead to a bottle, as well as a satisfied guest with the intent to return!

A well-chosen glass can easily lead to a bottle.

As for bottle pricing, an effective strategy is to offer a reasonable price on bottles of your house red or white; select a price point that makes it cheaper than it would be by the glass. Your house wines are great options to include on happy hour menus as well and are an easy choice for many of your guests who are not picky about their wine.

As for the higher end bottles, charge market price because these should not be discounted and won’t ever have to be as long as they are attractive options.

Educate Your Staff

It’s crucial for your waitstaff to be knowledgeable about your wine selection and be able to properly talk about wine with guests. A waiter who is uncomfortable speaking about wine and/or guiding guests through the selections will be a poor salesperson, and that’s not necessarily their fault!

It’s crucial for your waitstaff to be knowledgeable about your wine selection.

Ideally, you want as much of your staff possible to have tried the wines that you’re offering. Not only that, they should have an idea of the characteristics of the wine, what wine pairs well with the signature dishes on your menu, and how to choose a wine that will fit your customer’s preferences.

Discussing the wines you carry during any type of pre-shift meeting is an ideal time to provide information for your staff. Maybe even consider a bi-annual all-staff meeting to go over your entire beverage campaign and include a wine education portion in those meetings.

Improve the Experience

All waitstaff should be presenting and offering wine service in a professional and proper manner. There are traditionalists out there that will refuse a bottle or ask for a replacement if it is not presented properly.

Wine service takes practice and a first timer is always going to be nervous. It’s a pretty simple process, made easier by following these steps:

  • Always carry a wine key and not a cheap one either, they don’t last and often don’t work all that well.
  • Carry the bottle with the label out with the palm of your hand placed on the bottom of the bottle
  • Ensure that all wine glasses are polished and feel free to carry the glasses on a tray or in your other hand
  • Bring a linen folded and draped neatly across your arm to help with small spills
  • Present the bottle to the guest who ordered it prior to uncorking
  • Always be talking to the guest as you are uncorking the bottle (this avoids awkwardness and allows time to talk menu options)
  • Pour a small sample and present to the guest who ordered the bottle
  • Once an approval is given, pour for each guest (ladies first)

Selection, price, variety, pairings, presentation and education are essential to a restaurant’s wine program.

Selection, price, variety, pairings, presentation and education are essential to a restaurant’s wine program. The excuse of, “well we just don’t sell that much wine” is essentially inexcusable. If you do not have an attractive wine presence on your menu or a staff that is uneducated about wine you are letting money walk out the door as a business owner. Make it a priority and be passionate about an age old beverage selection that will not only attract a certain audience but will also make many of your guests feel that they were provided with an experience and sometimes an education. 

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Seelbach Cocktail Known as “Rescued Classic” is Anything But Classic

Seelbach Cocktail Known as “Rescued Classic” is Anything But Classic

by | Nov 7, 2016 | IndiNews

For the last 20 years, if you were in the bar business and knew one thing about the bartender Adam Seger, it was that he was the man behind the Seelbach cocktail.

The Seelbach is named after the Seelbach Hotel (today the Seelbach Hilton), a storied century-old lodging in downtown Louisville, Ky., that is mentioned briefly in “The Great Gatsby.” Shortly after being put in charge of the hotel’s bar and restaurant operations in 1995, Mr. Seger declared that he had discovered a recipe for a pre-Prohibition cocktail that was once the hotel’s signature drink. He tested it, liked it and put it back on the menu.

The news media soon picked up on the tale, and within a few years, the Seelbach cocktail was regarded as a rescued classic. It’s a tantalizing back story, one that has charmed cocktail writers and aficionados for years, and there’s only one thing wrong with it: None of it is true.

There’s only one thing wrong with it: None of it is true.

After two decades of yarn-spinning, Mr. Seger, 47, who left the hotel in 2001 and recently helped open the Tuck Room in downtown Manhattan, has decided to come clean that he concocted not only the drink but also the story behind it.

“I was nobody,” Mr. Seger said of his standing as a bartender then. “I had no previous accolades in the bar world. I knew I could make a great drink. I wanted it to be this promotion for the hotel, and I felt the hotel needed a signature cocktail. How could you have a place that F. Scott Fitzgerald hung out in that doesn’t have a damn cocktail?”

Mr. Seger’s sin is hardly an original one; bartenders have been telling self-aggrandizing tales since there have been bars to tend. It is, however, an unusual instance of old-school legerdemain in an era when mixologists have made an effort to be more scrupulous about cocktail history.

“How could you have a place that F. Scott Fitzgerald hung out in that doesn’t have a damn cocktail?”

The Seelbach cocktail story began when Mr. Seger started digging into the hotel’s history. “We found old menus,” he said. “I was convinced there had to be a Seelbach cocktail.”

Except there wasn’t. So he created one, mixing bourbon, triple sec and Angostura and Peychaud’s bitters, and topping it all with sparkling white wine.

He then came up with an elaborate origin story involving a couple from New Orleans who had honeymooned at the hotel in 1912. The man ordered a manhattan, the woman a Champagne cocktail. The clumsy bartender, spilling the bubbly into the manhattan, set the mess aside and made the drinks anew. But the accidental mélange got the barman thinking. Soon, the Seelbach cocktail was born.

Soon, the Seelbach cocktail was born.

The Louisville Courier-Journal was the first to write about the new/old drink. Soon, it was included in “New Classic Cocktails,” a 1997 book by Gaz Regan and Mardee Haidin Regan. Later, it found its way into “Vintage Spirits and Forgotten Cocktails,” an influential book by the drinks historian Ted Haigh, known as Dr. Cocktail.

To Mr. Seger’s amazement, no one ever asked him to produce an old menu with the drink on it. “When Ted’s book came out, I thought, ‘Oh, now this is getting too serious, because this is a history book,'” Mr. Seger said.

Mr. Seger, who talked of how he had “carried this around” for years, recently confessed his transgression to Mr. Regan. “To be honest,” Mr. Regan said, “I always suspected that Adam had created the drink, but I really, really loved it, his story was almost plausible, and I needed recipes for ‘New Classic Cocktails.'”

“I always suspected that Adam had created the drink, but I really, really loved it.”

When informed by a reporter of the cocktail’s new birth date, Matthew Willinger, the hotel’s director of public relations, replied that the cocktail “has certainly been a tradition of the hotel and will remain part of its future.”

Originally published on The New York Times

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How to Interview Hospitality Candidates From Start to Hire

How to Interview Hospitality Candidates From Start to Hire

by | Oct 31, 2016 | Business Toolkit, IndiTips

Why did we hire that person? I’m sure that’s a question you’ve asked yourself in the past about a new hire. The truth is, hiring can often be a frustrating experience for the management team as a whole. So what can we do to ensure that the candidates we hire turn out to be the great employees we’d hope for? Use the interview as your final test, and make it one that can only be passed by those that have the skills and personality for which you’re looking.

Defining the Interview Process

In order for your interviews to be successful, a standard procedure must be in place. After all, we all know how easy it is to mismanage this integral step in the hiring process. From crossed lines of communication to scheduling mishaps, there are so many places to take a wrong turn. So, avoid the disorder and create an outline to be used each and every time your group needs to hire.

Here are a few things your procedure must address:

  • An accessible and universal interview schedule template (interviewing with who and when).
  • Effective interview questions that your management team can reference if necessary.
  • Access to current job postings so that everyone is on the same page as to job requirements, necessary qualifications and experience level.
  • The number of interview rounds required before a decision can be made.
  • The review process in which the management team communicates the pros and cons of each candidate

Once the process has been created, stick to it! Make revisions when necessary, but be consistent in following the guidelines. This will not only reduce stress but also lead to better hiring decisions in the end.

Time to Interview

Once you’ve decided on the standard operating procedure in terms of logistics, it’s time to get to the good stuff – the actual interview. Of course, asking the right questions is crucial.

While there will have to be some clear cut questions asked (about experience and such), the most revealing questions are those that are open-ended. Questions that require candidates to think through their answers will give you a broader understanding of who they are and what they can bring to the table.

It’s also imperative that different questions are asked in every interview round so that as much information about the candidate can be gathered. This is where communication between managers is necessary. Best practice is to have all managers involved in the decision-making process briefed following each interview.

Last but not least, don’t forget that the interview is not one-sided. Candidates are also interviewing us, so just as they have to prepare, we do too. Ensure that the management team is ready to answer any questions that candidates may ask and that the rest of the staff is aware that an interview is taking place.

Decisions, Decisions

Now that the interviews are completed, it’s time to hire. Ideally, before any decisions are made, the pros and cons of each candidate should be discussed at management meetings so that everyone who took part in the interview process can give their input.

However, this may not always be an option, so then it’s up to the owners, chefs or GM’s to collect the information and communicate with the rest of the team. If that person is you, consider every piece of information you’re given and don’t be hasty in deciding who to hire because it will do more harm than good.

The main takeaways here are that a consistent and organized hiring process is essential to making the right additions to your staff. Take the necessary steps throughout this vetting process even if that means committing more time to this stage because, in the end, the interview really should be a test that only the best employees pass.

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