5 Things Job Seekers Wish You’d Put in a Listing

5 Things Job Seekers Wish You’d Put in a Listing

by | Aug 23, 2017 | Management

A lot of companies are having trouble drawing the kind of dedicated and highly skilled talent they’d like to see filling their key roles. Of course, it’s nice to have high standards right down to the coffee intern, but businesses everywhere are finding themselves either going short staffed or compromising on quality. At the same time, studies are revealing how important it is to find employees of the right personalities and lifestyles for your company culture, adding one more complication to the task of finding good hires. One thing you can do to help the situation is to improve your listings for job seekers.

Often the most appealing listings are the ones that wear their business culture on their sleeves and give you a real idea of the personality-nougat inside the hard chocolate shell of corporate presentation. This gives job seekers a better idea of who you are and whether or not they’re a good fit for your team. To help the process, here are five things most job seekers wish you would share on job listings, but most companies never do:

1) Team Personalities

When job seekers are skimming through hundreds of potential positions, saying that you’re hard working and dedicated to customer service simply isn’t useful information because that’s assumed. What they really want to know is whether or not you match their sense of humor. Is the office full of chipper morning people or is there a regular coffee-pot crowd? When a team gets behind on a project, to they lock down or ease the tension with painfully funny puns?

2) Your Realistic Skill Expectations

A long list of skills may make you feel like you’ll get a grade-A pro, but most people are acutely aware of what they do and do not know and these lists can be pretty intimidating. Job seekers understand that you would like someone who’s familiar with every POS platform under the sun, but it’s hard to measure up when you say it like that. Instead, try asking for someone with the truly necessary skills and the attitude of an active learner willing to dive in and get up-to-speed on the ‘everything else’ list.

3) What the Break Room is Like

The break room is an important part of employee stress relief, but some break rooms are seriously nasty. Even if your break room is perfectly clean, the way it’s decorated and how employees treat it is a huge indication of your true company culture. Whether your business-casual or silicon valley chic, most employees don’t get a chance to see this all-important room until they’re already hired, but they’d definitely like a peek beforehand.

4) Flexible Schedule Options

Lets’ face it, most employees will eventually need time off. Even the workaholics who like making perfect attendance and staying late to clean up may one day have to stay home with a sick child and knowing how welcoming a company is to their occasional scheduling needs is a big decider for most job seekers. When you’re up front about a company daycare, sick days, or flexible parent hours, you’re a lot more likely to get enthusiastic applicants who have noticed a rare opportunity to be a good employee and parent at the same time.

5) Opportunities for Advancement

You want employees who want promotions, right? These employees are more likely to work harder, try to improve their stats, and will support their entire team more enthusiastically when they feel there are raises and promotions in their future. On the flip side, job seekers want a job where they will have opportunities for advancement. Even if you didn’t plan to cover this topic until six months in, you can provide this vital source of motivation from before day-1 by mentioning upward mobility in the listing itself.

Finally, when writing your job listings, remember that you’re talking to people, not another company. You want employees who will be happy and productive in your open positions and they want to know that they’ll be welcome in both personality and working style in the new environment. In other words, you want the same things, and you can make that happen with a listing that speaks to real human concerns instead of some corporate ideal employee.

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How to Help an Employee Who has a Drug or Alcohol Problem

How to Help an Employee Who has a Drug or Alcohol Problem

by | Aug 1, 2017 | Management

Drug and alcohol addiction is fairly common among men and women from all backgrounds, races, and classes. Up to 60 percent of people suffering from addiction work full-time, according to a recent report from the National Business Group on Health. That means it’s more than likely that you’ll end up having to face an employee who has a substance abuse problem at some point in your career.

So, how do you handle it? Can you fire someone for alcohol or drug addiction? How is addiction handled according to the FMLA? Here’s what you need to know about how to help an employee who has a drug or alcohol problem:

1. Know what to look for

Knowing the signs of substance abuse is the first step toward helping someone who is dealing with it. Some common signs include being “sick” or coming in late often, general sloppiness while at work, careless attitude and missed deadlines or goals. Physical symptoms vary and can include bloodshot eyes and overall appearance of fatigue and tremors. Employees who are abusing alcohol or drugs while at work might avoid you and other co-workers after breaks, and they might display signs of being intoxicated, such as talking too loudly, slurring their words or being incoherent. If left untreated, one employee’s addiction could result in a work-related accident, costing your company money and potentially hurting other employees.

2. Handle it with delicacy

Confronting anyone about substance abuse must be handled carefully and privately. Brush up on your company’s policy toward substance abuse, including any programs or counseling it might offer. When you speak to your employee, you’ll need to have an action plan in place. This means knowing whether they can take time off or deciding if it’s their last day. According to FMLA, employees who receive health benefits from their workplace could qualify for up to 12 weeks unpaid time off since addiction is considered a health condition. If your employees are not getting benefits, talk to HR generally to find out what, if anything, you can offer your employee to help them seek treatment. Your employee will be more likely to admit to the problem and seek treatment if they know they can do so with discretion and without the risk of losing their job.

Make sure your employee knows that they can seek treatment confidentially. You don’t need to give other employees (aside, perhaps, from HR) the full explanation for their absence. If your company does not have a plan in place, see if you can find local substance abuse programs that are free or within your employee’s budget.

3. Be firm in your expectations

Substance abuse is considered a health condition, but that doesn’t mean you should (or can) condone intoxication at work. Be firm in your expectations-your employee needs to know that they are expected to adhere to company guidelines regarding drug and alcohol use and that their actions are putting their co-workers, and potentially their customers, in danger. Make it clear that you are committed to providing a safe, drug-free work place for all of your employees. That means the employee can no longer show up intoxicated. If they do not want to take time off for treatment, make it clear that you expect their performance to improve.

Handling an employee’s drug or alcohol problem is a delicate situation, but it’s one that should be handled sooner rather than later. Waiting for your employee to seek out treatment on their own probably won’t work, and it could result in an accident, not to mention wasted wages on a non-performing employee. Use these tips to help your employee understand the consequences of their addiction and to seek the help they need.

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Is Teaching Butchery the Secret to Keeping Good Chefs?

Is Teaching Butchery the Secret to Keeping Good Chefs?

by | May 23, 2017 | Management

For any profession, employees need professional development. There needs to be a feeling that an organization, or in this case, the restaurant is invested in them and their growth in the culinary world. The food business is evolving, and there will always be a need for diverse skill sets and new techniques. It is fast becoming clear that while there are establishments opening up at a rapid pace, finding employees that have the right skill sets is becoming a challenge.

In order to set yourself apart from the crowd, whether as a restaurant or as an employee within a restaurant, there needs to be constant cultivation of new skills and techniques. It might not seem important to care about what other kitchens need, but thinking about what your kitchen needs – both short-term and long-term, is incredibly important.

There needs to be constant cultivation of new skills and techniques

Hiring talent that is right for you, as well as a good fit is key. This also means that there must be a sincere effort in cultivating a good work environment, and ensuring that your staff has the right tools for the job rather than opting for the cheapest tools. But the ultimate secret in keeping good chefs is to invest in them.

In the article, Why Teaching Butchery Is the Secret to Keeping Good Chefs, the author touches upon several key points that demonstrate the sheer importance of investing in chefs. The articles states that, “We try to take quite inexperienced chefs at the lowest level in the kitchen and train them in all the aspects that we do…We also like to promote from within because it’s good for the culture and good for morale to see you and your colleagues getting promoted.”

There are two important notes to take from this. Not only is there a significant amount of training provided that pushes employees out of their comfort zones, but there is also constant effort to improve overall morale. Once the push has been made to invest in employees, it is also imperative to show them real life examples and incentives of what their newly acquired skill set can bring them.

The author underscores this point, writing that “it’s also about giving someone the opportunity and showing faith in people. If we’re seen to be giving people opportunities and promoting people when we could go external, it means that they’re less likely to look elsewhere because they enjoy working with you and are able to grow and develop.”

In this article, butchery is what the restaurant is offering these inexperienced chefs. But this is just one example of how restaurants should work with their chefs to understand what their needs are, and what measures are needed for long-term, sustainable growth. This benefits both your business, and the employees and makes them feel like they are not just cogs in a machine but nurtured and cared for.

With professional development opportunities though, many establishments are afraid to take the risk. What if it is too successful and chefs end up leaving? What if there is time and resources invested but all it results in is chefs finding other opportunities?

These are certainly risks, but those are associated risks no matter what. Chefs leave restaurants for numerous reasons, most of which are difficult to predict. However,  if these professional development opportunities are not offered, perhaps chefs will get bored and decide to leave where they are challenged and cared for. Giving them the chance to acquire new skills gives them an incentive to stay and use these skills to help grow the establishment for the better.

Giving them the chance to acquire new skills gives them an incentive to stay and use these skills to help grow the establishment for the better.

Ultimately, it may seem like a risky move at first but investing in your people is the best way to show them that they are valued. Both inexperienced and experienced chefs will always benefit from cultivating new skills and directly applying them – whether it is butchery or something else.

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7 of the Craziest Reasons People Have Been 86’d From Restaurants

7 of the Craziest Reasons People Have Been 86’d From Restaurants

by | May 8, 2017 | IndiNews

If you have worked in the restaurant industry for long, you have likely encountered customers you would like to kick out. While working in a restaurant sometimes requires you to interact with annoying customers, sometimes kicking people out is completely justified. Consider these seven reasons customers have been 86’d from restaurants as shared on a Reddit thread and through a Quora discussion.

1. A customer was stealing tips off tables when the wait staff were not watching. The thief may have continued to get away with this, but he proceeded to brag about his actions while he was at another restaurant. The owner of the original restaurant was dining at the same restaurant where the thief was bragging about his actions. The thief was then no longer allowed to dine at the restaurant where he had been stealing tips.

2. Several customers ordered three pitchers of beer, which they enjoyed over a 3-hour period while playing pool. One of the men puked in a pitcher and then poured it into a nearby plant. The restaurant, known for their live plants, proceeded to have the man leave.

3. The boss’s girlfriend walked into the restaurant to find her boyfriend talking to a waitress. The girlfriend assumes her boyfriend and the waitress are sleeping together. She spray paints the waitress’ vehicle and smashes the windows in the waitress’ car. While the woman was kicked out of the restaurant, interestingly enough, the relationship was not over yet.

4. A woman, who was apparently racist and did not like immigrants got mad when she found the wait staff were immigrants. When she later returned to the restaurant, she was told they would not serve her since they were immigrants and she hated them.

5. Two young men walked into a bar already drunk. They were being loud, and getting up in the faces of some of the other customers. The bar owner gave each guy a glass of water, telling them he would not serve them anymore alcohol and that they needed to leave the other customers alone. Instead of obeying the bar owner’s instructions, the two men started threatening him. They were quickly thrown out. About half an hour later, the two young men threw a rock through the glass on the front door. They ended up spending the night in jail and having to pay for the damage to the window.

6. A man who had been kicked out of a previous restaurant for grabbing a server’s butt came into a restaurant with his wife and kids. Knowing what had happened, he was politely asked to leave. When he got angry, the Sous chef, clearly stated, for his wife and children to hear, what he had done to get kicked out of the previous restaurant, thereby embarrassing the man and ensuring he knew exactly why he was being asked to leave.

7. A man ate a large meal and had been drinking white Russians for two and a half hours. When he was asked about paying for them, he made an excuse about making a phone call, but he instead slipped out. One of the workers thought he recognized the “dine and dasher” from online mugshots. After a ten-minute search, it was discovered that the man was a sex offender and serial “dine and dasher.” He was arrested an hour later, and his picture continues to hang on the wall of the restaurant, warning employees to not serve the man again.

Of course, there are many other reasons that someone might be asked to leave a restaurant. When deciding if you should kick someone out of your restaurant, it is important to consider the safety of your staff as well as other customers. The lack of respect for staff or customers should also be considered.

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Marketing Tips for Your Restaurant’s Best Mother’s Day Ever

Marketing Tips for Your Restaurant’s Best Mother’s Day Ever

by | May 3, 2017 | Management

According to the National Restaurant Association, more than one-quarter of American adults celebrate Mother’s Day by dining out. This, as well as Valentine’s Day, results in one of the busiest days of the week for many restaurants. Get your share of this all-important market by following a few tried-and-true tips and convert new guests into loyal customers.

Brunch

Brunch is still the most popular meal for people who are age 65 and over. To target this audience, consider an exclusive Mother’s Day no-holds-barred brunch. What draws this crowd in? Quality often surpasses quantity and traditional items hold nostalgic memories. Consider a unique twist on the classics such as salmon with eggs benedict, lobster frittata, roasted chicken on crispy waffles, or challah French toast. Incorporate fresh herbs and edible flowers into soups and salads. While some restaurants offer an a la carte menu of favorites or a buffet, others choose prix-fixe three-course brunch specials. Choose the format your restaurant is best set up for in order to make this day a success.

Treat Mom Special

Treating mom special is what this day is all about. Consider bottomless mimosas or sparkling apple cider and don’t forget to hand out the flowers. As florists find themselves on the brink of crazy, be sure to place your order early. Your mother’s day goal: to convert first time customer’s into long-term loyal repeat guests.  To this end, consider giving out special Mother’s Day cards that offer a complimentary appetizer on their next visit.

You only get one chance at a first impression, so be sure mom and her family are pleasantly surprised when they enter your establishment. Make flowers the motif of the day and choose colors that go with your ambiance. If your design is such that most colors work well, consider classic combinations such as violets and yellows.

Kid Friendly

This holiday is a family outing so expect an over-abundance of little tykes. To help your adult guests enjoy their outing and keep the little one’s from going stir-crazy, consider a special area designated for kids. This section has little tables with paper tablecloths and massive crayons as well as etcher-sketchers, coloring books and blank cards they can color for mom. You’ll need one staff member to keep an eye on the little people’s section, but your guests will truly be impressed that you went the extra mile for them. And don’t forget a kid-friendly menu with easy finger foods such as chicken tenders, raw vegetables dipped in ranch, and anything cheesy.

Get the Word Out

Be sure to use your social media platforms to get the word out. In addition to traditional Facebook posts and twitter tweets, consider Instagram and Pinterest as ways to actually show your delectable offerings. “A picture paints a thousand words. “ —Arthur Brisbane.

Other advertising portals include Urbanspoon, Yelp, and OpenTable. YouTube is the place to post a video of kids playing in their designated area, your chef preparing a delectable item and happy customers enjoying a relaxing shared meal.

Traditional marketing methods still work, despite digital marketing’s overbearing presence. Consider making classic flyers regarding your special offerings and ask your local floral shop to display them (the one you’ve ordered your flowers from). Other display venues include office buildings, libraries, community centers, and gyms. Make sure you’ve got your specials posted out in front of your restaurant well in advance to attract passer-bys.

Make your Mother’s Day special stand out on your website and, if you don’t already know the importance of blogging in your marketing strategy, now is the time to start. Blogs are less about advertising and more about sharing valuable information. Consider a blog on the local activities your community is sponsoring for Mother’s Day.

Specials

Consider going in with a local business to create “Mother’s Day packages.” This can include a massage at the local spa or tickets to the local theater, museum, planetarium or botanical gardens. As a special offering for your mother’s day guests, and to promote another stream of income, consider branding items that your restaurant commonly uses and that people rave about, whether it’s your homemade salsa, blue cheese dressing or scented lotion you supply in your restrooms.

If you’ve been in the restaurant business for any length of time, you know the worst feeling is having your business full to overflowing and not having the necessary staff to care for your patrons. Make sure you’re prepared for a busy Mother’s Day—providing the service and quality food and ambiance your regular customers have come to expect and your new clients will come to cherish.

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