Month: June 2025

Hiring Just Got Smarter: Meet the StaffedUp + Square Integration

Posted on by Billy Giordano

Running a restaurant or hospitality business comes with enough to juggle. Hiring, onboarding, managing schedules, and making sure every shift is covered—while also delivering a great customer experience—can feel like a full-time balancing act. That’s why we’re excited to announce our newest time-saving feature: StaffedUp + Square Integration is here!

Whether you use Square for your POS, employee time tracking, or full-scale business management, this integration will streamline your hiring and onboarding process like never before.

What Does the StaffedUp + Square Integration Do?

At its core, this integration is designed to save you time and reduce manual admin work. Once activated, the StaffedUp + Square integration allows new hires in StaffedUp to be automatically added to your Square Team. That means when you mark someone as “Hired” in StaffedUp, they’ll show up instantly in your Square Dashboard—no duplicate entry, no bouncing between systems.

It’s seamless, simple, and built to help you get new team members started faster.

Key Benefits:

✅ Instant Syncing – New team members are automatically pushed to your Square Dashboard as soon as you hire them in StaffedUp.
✅ Fewer Errors – Eliminate copy-paste mistakes and data re-entry by syncing team info directly between platforms.
✅ Faster Onboarding – New hires can start clocking in, getting scheduled, and accessing Square tools immediately.
✅ One Less Step – No more flipping between software. Everything’s connected, so you can focus on running your business.

Who Is This For?

If you’re a StaffedUp user who also uses Square to manage your team, this integration is for you. Whether you run a restaurant, café, brewery, food truck, or any hospitality-based operation using Square for point of sale and workforce management, this feature gives you the edge you need to move faster and hire smarter.

How to Turn It On

Getting started is easy. Just log in to your StaffedUp dashboard, head to Integrations, and connect your Square account. From there, you can toggle the sync on and off at any time—and control exactly how your new hire data flows.

Need help with setup? Reach out to our team.

A Better Hiring & Onboarding Experience

At StaffedUp, we’re always working on tools that simplify the hiring process for hospitality teams. This integration with Square is the latest step in helping you go from job post to first shift with less friction and more speed.

Ready to put your hiring process on autopilot? Connect Square today and make onboarding a breeze.

How to Follow Up on a Job Application Without Seeming Pushy

Posted on by Jeremy Phillips

You found a job that feels like a great fit. You filled out the job application, hit submit… and then nothing. Sound familiar?

In the fast-moving hospitality industry, it’s frustrating to be left hanging. But following up the right way can actually increase your chances of getting noticed—without coming across as desperate or pushy.

Here’s how to do it professionally and effectively.

1. Give It a Few Days First

Before you send a follow-up, give the employer a little breathing room. A good rule of thumb is to wait about 3 to 5 business days after submitting your job application. Many restaurants and hospitality businesses are juggling multiple roles—and likely reviewing lots of applications.

2. Use the Right Contact Method

If the job post lists a hiring manager or direct contact, use that! If not, look for an email address or phone number on the business’s website or social media.

A short email is typically the best approach. If you must call, avoid peak service hours—like lunch or dinner rush—to show respect for their time.

Here’s a template from Zety you can use as a guide for writing a polite follow-up message.

3. Keep It Short, Clear, and Friendly

When writing your follow-up, be polite and get to the point. Here’s a simple structure:

  • Remind them who you are and what you applied for
  • Reaffirm your interest in the role
  • Offer to provide any additional info they need
  • Say thank you for their time

Example:

Hi [Manager’s Name], I recently submitted my job application for the server position at [Restaurant Name]. I’m really excited about the opportunity to join your team and would love to know if there’s anything else you need from me. Thanks so much for your time—looking forward to hearing from you!

4. Be Professional (Even If They Don’t Respond)

Sometimes, despite your best efforts, you still don’t hear back. Don’t take it personally. Staying professional—even when you’re disappointed—sets you up to leave a positive impression in case future opportunities come up.

This article from Indeed has some helpful tips for maintaining patience and professionalism during the follow-up process.

Make Applying Easier with StaffedUp

At StaffedUp, we streamline the job application process so it’s simple and fast to apply—and even easier for employers to respond. You can track your applications and keep everything organized in one place, helping you stay proactive and professional with every opportunity.

So if you’re tired of the black hole of unanswered applications, we’ve got your back.

How to Assess Soft Skills During the Interview Process

Posted on by Jeremy Phillips

In hospitality, technical skills can be taught—but the ability to stay calm under pressure, solve problems on the fly, and collaborate with others? That’s a different story. Soft skills like communication, adaptability, and emotional intelligence are what separate a good hire from a great one.

Yet many employers still focus too heavily on résumés and hard skills during interviews. If you want to build a high-performing, guest-focused team, learning how to assess soft skills is a must.

Here’s how to do it right.

1. Ask Behavioral Questions

Behavioral questions help you understand how a candidate thinks, reacts, and interacts in real-world scenarios. Instead of asking, “Are you a good team player?” ask:

  • “Tell me about a time you had a conflict with a coworker. How did you resolve it?”
  • “How do you handle difficult guests?”
  • “Can you describe a time you had to adapt quickly to a change at work?”

These types of questions allow candidates to demonstrate soft skills like empathy, problem-solving, and flexibility in their own words.

According to Forbes, behavioral interviews are one of the most effective ways to measure emotional intelligence and interpersonal effectiveness.

2. Use Role-Playing Scenarios

Want to see how someone responds in real time? Run a quick role-playing exercise. Have them pretend to be a server or host and act out a common guest interaction—maybe a complaint or a last-minute table change.

Look for:

  • Tone of voice
  • Body language
  • Creativity under pressure
  • Willingness to listen and solve the problem

These mock situations are powerful tools for revealing the soft skills that matter most in a fast-paced, people-centric environment.

3. Pay Attention to Non-Verbal Cues

First impressions matter—and not just for your guests. From eye contact to posture to how candidates engage with the team, subtle details can say a lot about emotional awareness and communication style.

Harvard Business Review notes that many hiring misfires come from ignoring interpersonal fit during interviews. Prioritize candidates who demonstrate humility, curiosity, and a genuine interest in the role.

Final Thought

Hiring based solely on experience or technical proficiency often overlooks what really makes someone thrive in hospitality: soft skills. By adjusting your interview process to include behavioral questions, interactive scenarios, and attention to emotional intelligence, you’ll build stronger, more dependable teams.

At StaffedUp, we make it easier to identify applicants with the soft skills that matter. Our platform helps hospitality employers move beyond the resume to discover people who bring value from day one.

Looking to hire people who don’t just fill shifts—but elevate your brand? Let’s talk.

How to Read Between the Lines of a Hospitality Job Posting

Posted on by Jeremy Phillips

You’re scrolling through job listings and spot one that sounds almost too good to be true. “Fast-paced team! High earnings potential! Flexible schedule!” But what does that actually mean? Hospitality job postings can be full of vague buzzwords and coded language. Knowing how to decode a hospitality job posting helps you avoid wasting time on roles that aren’t the right fit—and helps you apply with more confidence when they are.

Let’s break it down.

1. Look Beyond the Perks

Sure, “free meals” and “team outings” sound great, but don’t let perks distract you from the essentials. Scan for the actual responsibilities and hours expected. If a listing focuses heavily on culture and perks but skimps on job duties, it might signal unclear expectations—or even high turnover.

For a deeper dive into job posting red flags, check out this guide from The Muse.

2. Decode Buzzwords Carefully

  • “Fast-paced” = You’ll likely be juggling multiple tables or responsibilities at once.
  • “Self-starter” = You might not get a lot of training or support.
  • “Competitive pay” = Could mean anything. Look for hourly ranges or tips info.
  • “Flexible schedule” = May require you to be very flexible, including nights, weekends, or last-minute shifts.

Context matters. If these terms are paired with specifics (e.g., “fast-paced brunch service with 4 servers and 100+ covers”), you’ve got a clearer picture.

3. Review Requirements and ‘Nice-to-Haves’

A strong hospitality job posting will clearly list what’s required versus preferred. If everything sounds like a “must-have,” don’t be discouraged. Employers often write their dream list—but will still consider strong applicants who tick most (not all) boxes.

Be honest with yourself, but don’t self-reject. If you’ve got 70–80% of what they’re asking for, it’s worth applying.

4. Watch for Clarity (or Lack Thereof)

The more clear and detailed a job posting is, the more likely the employer has a handle on what they need—and how they treat their team. On the flip side, super vague or overly flashy listings might mean they’re more interested in filling seats than building a strong team.

Need help preparing to apply once you’ve decoded a listing? This resource from Indeed walks through how to tailor your résumé based on a job post.

Use StaffedUp to Simplify the Search

At StaffedUp, we make hospitality job hunting easier by giving you real-time access to hospitality job postings that are written clearly—and connected to real employers who are ready to hire. No spam, no runaround—just opportunities that fit.

Browse, apply, and land your next shift, faster.

Attitude vs. Experience: Which Matters More in Hospitality Hiring?

Posted on by Billy Giordano

In a perfect world, every hospitality job applicant would come with years of experience and a positive, team-first attitude. But let’s be real: that unicorn candidate is rare. So when you’re choosing between someone with deep industry experience and someone with no resume—but tons of enthusiasm—who wins? It’s the classic attitude vs. experience dilemma, and it’s especially relevant in hospitality, where soft skills often make or break guest experiences.

Let’s break down why attitude may deserve more credit—and how to hire smarter because of it.

What Experience Brings to the Table

There’s no denying that experience matters. Someone who’s worked in restaurants or hotels before understands industry lingo, how to manage a rush, and how to juggle tasks without dropping the ball. According to Harvard Business Review, experience can lead to faster onboarding and more immediate contributions.

But experience alone doesn’t guarantee success—especially if it comes with bad habits, ego, or resistance to feedback.

Why Attitude Might Matter More

A great attitude can’t be trained, but skills often can. In hospitality, where team dynamics and guest satisfaction are everything, a positive, proactive mindset is gold. People with the right attitude are open to learning, eager to contribute, and more likely to build long-term loyalty.

According to Psychology Today, employers who prioritize mindset tend to build more collaborative, adaptable teams—especially in customer-facing industries.

So if you’re stuck choosing between attitude vs. experience, remember: it’s often easier to teach someone how to run the POS system than it is to teach them not to snap at a guest.

What to Prioritize in Hospitality Roles

  • Front-of-house: Attitude is king. You can teach someone how to carry a tray or run a host stand, but charm and patience are harder to build from scratch.
  • Back-of-house: Experience plays a bigger role here, especially in high-volume kitchens. But a teachable, team-oriented attitude still goes a long way.
  • Management: Ideally, look for both—but leadership ability often stems from communication style and emotional intelligence, not just tenure.

Final Thought

The attitude vs. experience debate doesn’t have a one-size-fits-all answer—but leaning too hard on resumes can make you miss out on fantastic future talent. Look for potential, energy, and personality—then support them with great training.

At StaffedUp, we help hospitality employers go beyond resumes and focus on who applicants really are. Our platform makes it easy to spot the standout personalities that fit your team, even if they’re just getting started. Ready to hire people who actually show up, contribute, and care? Check us out.

Job Hunting When You’re Already Employed: Tips for a Discreet Search

Posted on by Billy Giordano

Let’s be real: job hunting is already stressful enough. Add a full-time job on top of that, and suddenly you’re juggling interviews, résumé tweaks, and hush-hush phone calls in the breakroom. If you’re working in hospitality and ready for a change—but need to keep things quiet—this one’s for you.

Here’s how to navigate job hunting while employed, without burning bridges or blowing your cover.

1. Don’t Job Hunt on the Clock

As tempting as it might be to scroll through listings during your slower shifts, it’s best to keep all job hunting activities off company time. Not only is it respectful, but it also helps avoid awkward questions from your manager if you get caught mid-scroll.

Use your breaks, evenings, or days off to update your résumé, browse listings, and prep for interviews. Tools like JobScan offer tips for tailoring your résumé to roles without spending hours rewriting from scratch.

2. Be Mindful of Your Digital Footprint

If you’re updating your LinkedIn or other professional profiles, make sure you’re doing it quietly. That means turning off activity notifications so your network (and possibly your boss) doesn’t get alerted every time you make a change.

Also, avoid posting publicly about your job search. Keep it to private conversations and direct applications. Discretion is your friend here.

3. Use a Personal Email and Phone Number

This might sound obvious, but make sure all your applications and follow-ups are being done through a personal email—not your current work address. Same goes for your phone number. Set up voicemail that’s professional and neutral, just in case you miss a call from a potential employer.

4. Schedule Interviews Smartly

Hospitality hours can be unpredictable, but aim to schedule interviews during your off-hours. Many employers understand that candidates are job hunting while employed, and will often offer flexible interview slots.

If you’re ever asked why you’re making a move, keep your answer respectful. Talk about looking for growth, new challenges, or a better fit—not bad-mouthing your current job.

5. Stay Professional Until the End

Even if you’re mentally checked out, stay professional until your last shift. Hospitality is a tight-knit industry, and your reputation follows you. Giving proper notice and staying gracious can leave the door open for future opportunities—and solid references.

Make Job Hunting Easier with StaffedUp

At StaffedUp, we know how hard it is to manage job hunting while you’re still clocked in somewhere else. That’s why our platform helps you search and apply quickly, discreetly, and without all the extra noise. No lengthy profiles or awkward logins—just real hospitality jobs and fast connections.

Looking for your next move? Find your next opportunity in just a few clicks.

Ghosting in Hospitality Hiring: Why It Happens & How to Prevent It

Posted on by Evan Rief

Let’s face it—ghosting in hospitality hiring is becoming a frustrating norm. You post a job, schedule interviews, even make offers… and then? Crickets. Candidates vanish without a trace.

If it feels personal, don’t take it that way. According to Forbes, the rise in workplace ghosting is often due to anxiety, miscommunication, or job seekers juggling multiple offers in a tight labor market. In hospitality, where hiring moves fast and jobs are plentiful, the trend hits even harder.

So, what’s really driving this behavior—and how can you stop the ghosting before it starts?

Why Candidates Ghost in Hospitality

1. The process is too slow.
In today’s job market, hospitality applicants expect a fast response. If it takes too long to schedule an interview or make an offer, they’ll move on—and won’t always tell you they’re no longer interested.

2. Communication is lacking.
Poor or inconsistent follow-up can make candidates feel undervalued. One unanswered message or confusing email thread might be all it takes for them to disappear.

3. They’re not seeing the value.
If your job listing doesn’t clearly show what sets your business apart, candidates might not feel invested enough to follow through.

What Ghosting Really Costs You

Beyond the annoyance, ghosting in hospitality drains time, slows down your hiring process, and puts more pressure on already short-staffed teams. According to SHRM, even the interview no-show rate has risen in recent years—leading to increased burnout and higher turnover on the hiring side.

How to Prevent Ghosting in Hospitality Hiring

1. Speed things up.
Respond to applicants within 24–48 hours. Make it easy to schedule interviews and move candidates through the process quickly.

2. Set expectations early.
Communicate timelines clearly from the first message. Let applicants know when to expect next steps, and keep your word.

3. Be real about what it’s like to work with you.
A personal touch goes a long way. Showcase team culture, shift flexibility, or staff perks in your job post. People ghost when they feel uncertain—make them feel confident instead.

4. Keep candidates engaged.
Even a quick text or email to check in can keep communication flowing and reduce no-shows.

Final Thought

Yes, ghosting in hospitality is frustrating—but it’s also fixable. By adjusting how you communicate and how quickly you act, you can stand out as an employer that respects candidates’ time and values their interest.

At StaffedUp, we help hospitality employers build faster, more engaging hiring workflows so you’re not left wondering what happened to your top applicant. Want to eliminate the ghosting game? Start now.

The Best Time to Apply for Hospitality Jobs (And When to Avoid)

Posted on by Evan Rief

If you’ve been job hunting for a while, you’ve probably wondered: When is the best time to apply for hospitality jobs? The answer can be the difference between getting noticed or getting buried at the bottom of the pile.

Whether you’re applying for a server role, barista gig, or management position, knowing the best time to apply gives you a real edge. Here’s what the pros know—and how you can use it to land your next role faster.

Why Timing Matters in Hospitality

Hospitality is fast-paced. Openings are often urgent, and employers want to fill roles yesterday. That means they’re reviewing applications quickly—often within hours of posting a job. If you’re not applying at the right time, you might miss the window completely.

Best Days of the Week to Apply

According to data from Indeed Hiring Lab, Tuesday is the most popular day for employers to post new jobs, closely followed by Monday. That means it’s also the best time to apply—early in the week when the posting is fresh and the applicant pool is still small.

Avoid applying late on Fridays or over the weekend when managers are often busy running shifts or offline. Your application may get lost in the shuffle come Monday morning.

Best Time of Day to Apply

Mornings are prime time. Applying between 8 a.m. and 11 a.m. shows you’re proactive and puts your application near the top of the inbox. Avoid evenings, when hiring managers are less likely to check or respond.

Need help managing your schedule? Try setting a daily alert with your favorite job boards or using free tools like Google Alerts to get notified when new hospitality jobs drop.

Seasonal Trends in Hospitality Hiring

In hospitality, timing also means knowing when during the year to apply. Hiring surges in early spring and late summer—right before peak travel and dining seasons. If you’re serious about landing a job, these are the best times to get your resume out there.

Slow seasons (like mid-winter or late fall) can still have opportunities, but they’re fewer and farther between. Use that downtime to refresh your resume and prepare for when hiring ramps up.

Make Your Time to Apply Count with StaffedUp

At StaffedUp, we help hospitality pros connect with real employers—fast. Our platform is designed for people like you, so you can find and apply to jobs the moment they go live. Set up alerts, track applications, and stay ahead of the game.

Why “We’re Hiring” Isn’t Enough: Magnetic Hospitality Job Posts

Posted on by Evan Rief

In today’s competitive hiring landscape, simply posting “We’re Hiring” isn’t going to cut it—especially in the hospitality industry, where turnover is high and great talent is in demand.

If you’re still using vague job descriptions or generic social posts, you’re likely getting overlooked by the very candidates you want to attract. A magnetic hospitality job post doesn’t just list the job—it sells the opportunity.

Here’s how to craft job posts that speak to the right applicants and help fill your roles faster.

1. Lead with What’s in It for Them

The best hospitality candidates aren’t just looking for a paycheck—they want a role that fits their lifestyle, values, and goals. Start your post with a hook: flexible hours, growth opportunities, supportive team culture, or perks like free meals or tip sharing.

A recent survey by Indeed shows that job seekers are prioritizing benefits like flexibility, mental health support, and positive work environments more than ever. If you’ve got those, lead with them.

2. Ditch the Buzzwords and Be Real

Terms like “rockstar,” “fast-paced,” or “we’re like a family” can feel vague or even off-putting. Instead, describe the actual work environment and what a day on the job looks like. Use plain language that mirrors how you and your team talk.

A job post that sounds authentic helps set clear expectations and filters in candidates who will thrive in your space. According to Harvard Business Review, job listings with clear, specific language see better engagement from qualified applicants.

3. Highlight Career Growth

Many hospitality workers are looking for more than a gig—they’re hoping for a path forward. Make it known if you offer training, mentorship, or a track to management. Mentioning career development signals that you invest in your team.

Even adding one sentence like, “Many of our servers grow into lead roles within their first year,” can make your post far more compelling.

4. Be Transparent About Pay and Expectations

It’s 2025. People want to know what they’re signing up for. Being upfront about pay ranges, schedules, and responsibilities shows that you respect applicants’ time and priorities. Transparency builds trust and filters in serious candidates.

5. Make It Easy to Apply

Long applications = fewer applicants. Use platforms like StaffedUp to simplify the process. A clear call to action like “Apply in under 60 seconds on StaffedUp” reduces friction and increases completions.

Final Thought

The hospitality hiring market is noisy—but your job posts don’t have to be. Get specific, be authentic, and put the applicant’s experience first. With the right approach, your next standout hire could be one great post away.

🔗 StaffedUp helps hospitality employers craft job posts that convert and hire faster. Post your next opening today.

Frequently Asked Questions

  • How does StaffedUp find applicants for me?

    StaffedUp leverages our extensive talent networks, optimized SEO, external automated job board posting such as Indeed and Google Jobs, social media integrations, QR code scan to apply marketing, and by leveraging your website and brand to drive genuinely motivated applicants for hire.

  • Can I customize StaffedUp to hire the way I need to?

    100% your can. We offer complete customization to fit your exact needs. Create custom company recruitment pages, company culture, jobs, application questions, and customized automated or one click messaging to expedite engagement.

  • How long does it take to get set up?

    How's a few minutes sound? Our quick startup tools are the easiest thing you'll use all year! We provide pre-drafted job descriptions & application questions, & even wrote your application responses for you! Need a hand? We'll teach you everything you need to know in 10 minutes. Did we mention it's easy?

  • Can I cancel anytime?

    Yep! For paid accounts we simply ask for 15 day notice before you next bill. Need to chat with us? Use the help desk in your account or email us at support@staffedup.com.

  • What is the WOTC (Work Opportunity Tax Credit)?

    WOTC (Work Opportunity Tax Credit) is a federal tax credit available to business employers, both large and small. The credits are designed to offset Federal income tax liabilities. When the WOTC program is executed the right way, employers can capture enough tax credits to significantly reduce, or even eliminate, their Federal income tax liabilities. (And if your business was formed using a flow-through-entity, like a S-corp or LLC, then the credits could flow-through to the owner’s K-1).

  • How can WOTC impact my business?

    Executing the WOTC program is simple and easy with the right provider. We’ll screen your applicants to determine if they satisfy one of nine qualifying criteria. If so, our team of tax credit experts work with specific government agencies, behind the scenes, to capture the tax credits for you. Once captured, tax credits can be used to eliminate Federal income tax liabilities and thus improve cash flow for stakeholders and the business.

  • DID WE JUST BECOME BEST FRIENDS?

    Duh! We built this for you, because we are you! Your success in hiring is the only thing we care about. Anything you need, any time, we're always here, we'll always listen!

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