Training Hacks: Materials and Resources Essential for New Hires

Training Hacks: Materials and Resources Essential for New Hires

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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Robotics and Automation in the Restaurant Industry

Robotics and Automation in the Restaurant Industry

Since the dawn of time, innovators replaced bare-handed human activity first with tools, then with machines. Today’s industry influencers are those ready to take next steps, harnessing robotics to operate businesses with greater precision and efficiency, further reducing human input.

The first automat, called appropriately enough, Automat, opened in New York July 2, 1912, in Times Square. The innovative dining idea was successfully marketed with, “gleaming, newfangled gadgets that dispensed fresh food barely touched by human hands.” At the height of this fast food trend centered in New York, there were 40 Automats. The last one, at East 42nd Street and Third Avenue, closed in 1991.

If you’re old enough to remember the glory days of the Automat, you’ll be happy to know they’re back…in a 21st-century incarnation.

If you’re old enough to remember the glory days of the Automat, you’ll be happy to know they’re back…in a 21st-century incarnation. One new automated dining experience comes to us under the brand Eatsa, currently in San Francisco and Los Angeles and preparing to expand to 10 additional locations.

Like the Horn & Hardart Automats of the early 20th century, the concept behind Eatsa is to serve low-cost fast fresh food without human interaction. And like the Horn & Hardart Automat, Eatsa also features “gleaming, newfangled gadgets that dispense fresh food…”

The key to this brave new world is to find the most effective cooperative relationship between us and our machines.

Eatsa isn’t fully automated, though. Human hands put together quinoa bowls behind a cubby wall where customers pick up their orders. But actually, that human-machine partnership is also trending these days. Microsoft CEO Satya Nadella, “proposes that human qualities like creativity and empathy, paired with the raw computational power of A.I. can help solve some of society’s greatest problems.” The key to this brave new world is to find the most effective cooperative relationship between us and our machines. Eatsa seems to have a combo that works for its customers.

Co-founders Tim Young and Scott Drummond, “looking to create a convenient, low-cost health food concept, fused advanced technology with the long-abandoned automat format.” Same purpose…different technology. In the older incarnation, nickles and quarters activated delivery, and ultimately that mode of delivery caused its demise since the patented mechanical dispensers accepted only nickels and quarters in their slots.

“We’re using data science to drive the whole Eatsa experience,” chief strategy officer and co-founder Scott Drummond said to Fast Company. “Cashiers won’t be a limitation.” Apparently, neither will coin-operated dispensers.

Many of us crave speed and low-cost, but many of us still enjoy an evening out for fine dining.

Momentum Machines takes a different approach than Eatsa, going for the back of the house instead of the front. “In 2014, the company released a device that essentially worked like a printing press for hamburgers. The robot pressed patties, chopped toppings, and assembled the ingredients into a sumptuous-looking sandwich.” This fall the world’s first robot-powered burger bar opened in San Francisco.

Many of us crave speed and low-cost, but many of us still enjoy an evening out for fine dining. For familiarity if nothing else, we like our humans in the environment. Our objective isn’t speed but a relaxing, elegant evening. While fine dining restaurants probably want to keep workers in the picture for ambiance, even they benefit from robotics. “Maybe they’ll focus still on making the food by hand and focusing on quality ingredients,” says Sarah Smith, a researcher at IFTF’s Food Futures Lab, “but there could be parts of the experience that could have some level of automation.”

Robotics may even enter into some home dining experiences. “The future is served” with Moley Kitchen Robotics. It’s easy to imagine versions of these automated chefs replacing line cooks even in fine dining environments.

The best estimates find that up to 50% of jobs could be automated by the late 2030s, with restaurant workers among the most vulnerable to displacement.

Not only smaller fast food businesses are exploring robotics. McDonald’s, which started with Ray Kroc’s idea of “uniformity in service and quality among all of the McDonald’s locations,” also took next steps toward the future. During the last two years, the company opened the beta version of a fully automated McDonald’s in Phoenix in the hope of opening 25,000 more of them if the test succeeds. The new robots work in harmony at a speed 50 times faster than the average McDonald’s employee, with no chance of error. There, too, robots cooperate with humans who supervise them to make certain all is well.

Data-driven robotics is an area of technology with a big future. Indeed, a lot of what happens in restaurants these days is automated. The best estimates find that up to 50% of jobs could be automated by the late 2030s, with restaurant workers among the most vulnerable to displacement.

Of course, those lower staffing costs will eventually present Americans with a different set of challenges as machines replace the jobs of many people.

The advantages of robotics in the restaurant industry are obvious; robotics mean lower labor costs, uniformity and easy customization to name a few of the benefits often stated.

Of course, those lower staffing costs will eventually present Americans with a different set of challenges as machines replace the jobs of many people. Hopefully, American creativity and innovation will address these issues as effectively as they have the healthy, cost-effective, fast meal or efficient food production in fine dining environments.

In the meantime, coming soon to a location near you…fast casual healthy fresh dining where you can focus on your dining experience and companions, not the waiter or cashier — and even fine dining where unbeknownst to you, robots work swiftly and skillfully to prepare your elegant meal.

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12 Months of Motivation: What Motivates You?

12 Months of Motivation: What Motivates You?

With the new year upon us, it’s the perfect time to start thinking about what we want to accomplish in the next 12 months. And, that’s exactly why we’re kicking off our new project – 12 Months of Motivation. Each month, we’ll deliver a quote and a few key takeaways meant to inspire you and/or your staff to put your best foot forward, professionally speaking. Print it out, post it up and get the conversation started, whether it’s in your pre-shift meetings, break time or otherwise!

To kick off January’s theme of ‘What Motivates You’, we chose a quote from one of our very own that perfectly sums up what working in hospitality is all about. Dave Query, besides mentoring the Sirvo team, is a hard-hitting industry veteran who has most definitely “made it” in the culinary world. As an industry leader who knows his sh*t, Dave has a singular message about the driving force behind BigRedF, his widely successful restaurant group.

We’re not fueled by glam-celebs and building palaces to dine in but by hard-working and incredibly talented chefs, kitchen, floor, and bar crews putting it together nightly and making an undeniable statement. – Dave Query

This isn’t for show. If you know Dave, you know that the people – both customers and employees, alike – are at the root of his passion. And his passion is at the root of his success.

So, help your employees find their own success in the workplace by using this quote as a starting point to talk about their passions, motivations and work life in general.

Food for thought:

  • What motivates you at work? Is it money, the guest experience, career advancement? There’s no wrong answer here – the point is to be honest and use the answer to your advantage.
  • Why are you working where you are now? This shouldn’t be a hard question to answer and the reasons are the building blocks to your success.
  • What goals do you have for yourself at work? Is it learning new skills or selling a certain amount? How do these translate to the “undeniable statement” you’re helping to create?

Download PNG here | Download PDF here

Now it’s time to…print it out, post it up and get the conversation started, whether it’s in your pre-shift meetings, break time or otherwise! Snap a pic and tag Sirvo (@gosirvo) or use hashtag #Sirvo12 to get your team featured on Instagram!

Or do you have a quote that you use to motivate your team? Send it to us on social media @gosirvo or via email to [email protected] and we might just use it next month and write about your restaurant or establishment!

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Modern Day Job Listing Advice for Hospitality Employers

Modern Day Job Listing Advice for Hospitality Employers

One of the main ideas we emphasize when training new restaurant and hospitality employees is the importance of making a great first impression with guests, but are we living by that same rule when it comes to our hiring practices? Are we making an effort to provide job seekers with that same great first impression?

Most job listings read the same way and it’s hard for job seekers to differentiate one group from the next. With an influx of a new generation of workers, newly arrived residents, and an expanding restaurant market, we need a renewed focus on how we brand and market ourselves to this vast amount of applicants. Here are a few key points that will help make your open listings as attractive as possible.

Be specific about the position

Posting a job for “All Positions” will do you more harm than good. It scares off a lot of potential applicants who see through the guise of posts like these. You may have a need to fill several positions at once, but your typical applicant may fear being pushed into a position in which they will not be happy nor successful.

Stop trying to hire for today and start hiring for tomorrow.

Why is this important? Because you don’t want to invest in a “maybe”, you will be wasting time and money trying to pawn off less attractive positions to applicants who are not interested. Need a Dishwasher? Then create a listing for that specific position, there is someone out there looking for that type of work who has the background you need.

Emphasize your culture

What makes you different than everyone else? Do you throw employee parties a few times a year? Are you a “green” restaurant that that has a good sustainability program? Then say so because job applicants not only want to know these things but these are the aspects that make one job more attractive than the next. You have invested a lot of time creating and fostering that culture, so tell your story and engage the type of individuals you want to work for you.

Learn more about Sirvo’s tools to increase your candidate reach and engagement.

We need to come to one realization above all else, WE ARE COMPETING FOR TALENT. While you may know that your group is the best to work for, job seekers will have no clue unless you market yourself that way.

Focus on compensation & upward mobility

We understand that compensation isn’t always something a company wishes to reveal. No one wants to write an open check to an unknown entity in fear that it may be exploited. However, you should be confident in the incentives that your group offers.

If there are opportunities for advancement and higher pay, advertise that within the job listing. Do you have employees who started as support staff and are now in management? Tell those stories! Paint that picture in your listing and show job seekers that there are ways to move up within your company.

Often times most job listings read the same way and its hard for job seekers to differentiate one group from the next.

Need-based hiring vs. effective hiring

We need to stop trying to put a band-aid on our hiring issues and instead put a long-term plan together. Everyone keeps looking for that quick-fix, meanwhile, labor costs are rising and our turnover rate is through the roof! We need to reevaluate our hiring practices and plan for the future. Stop trying to hire for today and start hiring for tomorrow. It will pay dividends in the future and ultimately save you a lot of headaches and money.

The days of simply saying “Now Hiring Line Cooks” and watching applicants pour in are over. Now it’s time to modernize hiring efforts so that the focus is on retention, and Sirvo can help.

While you may not have taken advantage just yet, online hiring platforms like Sirvo offer employers the tools and reach they need to effectively recruit in this day and age. That said, job listings must speak for themselves and sell job seekers on your company. Need some help? Use our job listing templates to get started. Your new hires are waiting for you, so post your open jobs today! 

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Recent News on Federal Overtime Regulation

Recent News on Federal Overtime Regulation

U.S. District Judge Amos Mazzant in Texas has placed a temporary injunction on the Department of Labor’s new federal overtime rule postponing its implementation until a ruling is made or the federal government appeals the injunction. This is welcome news for thousands of business owners across the country and unwelcome news for millions of salaried workers. 

New rule and injunction

In short, the new overtime regulations set to go into effect December 1, 2016, would have raised the threshold for overtime pay from $23,660 per year to $47,476 per year, requiring employers to pay overtime wages (40+ hours) to salaried employees who made less than the new threshold. There were about 12 million salaried employees who would have benefited from this regulation.

It gave the employer three options:

  • Raise minimum salary threshold above $47,436
  • Or pay overtime when a salaried employee worked over 40 hours per week
  • Or limit salaried employees’ work hours to 40 hours per week or less

In addition, the rule also provided for triennial adjustments based on the 40th percentile of weekly earnings of full-time salaried workers in the lowest-wage Census region. A few days after consolidating two lawsuits challenging the rule, Judge Mazzant granted the request for the injunction to halt implementation. Click here for more information about the lawsuits.

What now FAQ

Do I as a business owner need to do anything come December 1st?

No, it is business as usual and no payroll needs to be adjusted at this time.

What should I do if I have already made payroll changes to accommodate the new rule?

If you have already reclassified employees to nonexempt status or increased employee salaries in order to maintain their exempt status, experts advise keeping this in place as it would be difficult to take back.

Can the Department of Labor challenge the injunction?

Yes. The department said in a statement that it is currently considering all of its legal options.

Is there still a chance that the new rule will go into effect down the road?

As this is a temporary hold, the same rule or a revised rule could still be implemented. Things are a bit unpredictable with a new administration set to take office January 20th, 2017.

We suggest that you stay up-to-date on any new developments and to make sure you have a plan of action coordinated with your payroll department, be that in-house or contracted. To gain a full understanding of the overtime regulation, click here. As always, we here at Sirvo are dedicated to keeping our users informed about all things hospitality.

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