Month: September 2025

Hiring in 2025 drains time and energy for restaurant owners. Constant turnover, rising wages, and competition from other industries leave managers scrambling.

A hiring plan takes the pressure off. It keeps staffing tied to your business goals and makes hiring needs clear before gaps hit the schedule. Business leaders who use a plan see fewer empty shifts, stronger teams, and less wasted money.

In this article, you’ll learn how to create a hiring plan that works for today’s challenges and sets you up for long-term success.

See how StaffedUp can transform your hiring plan into real results starting right now for $1!

Why Creating a Hiring Plan in 2025 Matters

Hiring has become more challenging for restaurants. Staff shortages continue as fewer workers return to the industry, while retail and gig jobs pull from the same pool of qualified candidates.

High turnover drives up costs and forces managers to spend more time retraining than growing the business. Without a recruitment plan, you fall into a cycle of last-minute hires that only adds stress.

As you build your hiring strategy on retention and culture fit, you let new hires see long-term opportunities rather than short-term work. A well-executed hiring plan ensures your managers forecast hiring needs, manage labor costs, and build stronger teams that deliver consistent service.

Key benefits include:

• Longer retention when staff have training and growth paths.
• Lower turnover costs through smarter hiring decisions.
• Steady operations supported by clear scheduling and planning.
• A stronger employer brand that appeals to top candidates.
• Better control over payroll and staffing budgets.

Paired with the right marketing strategy, planning helps you achieve success by attracting potential candidates early, reducing turnover, and keeping customer experiences consistent.

The right plan moves hiring from reactive to proactive and gives you confidence in the year ahead.

How to Build a Hiring Plan in 7 Simple Steps

A hiring plan works best when it follows a clear process. Using a strategic hiring plan ties staffing to your business strategy, which helps you stay prepared, reduce turnover, and support steady growth.

1. Define Business Goals and Workforce Needs

Your hiring plan only works if it supports your business objectives. Before you think about posting jobs, step back and decide what matters most to your restaurant.

Are you trying to increase profit margins, cut waste, or expand into catering? Each goal connects directly to the kind of staff you’ll need and how soon you’ll need them. A strategic recruitment plan tied to your strategic objectives keeps hiring focused.

You shouldn’t make this decision on your own. Team leaders and department heads often see daily gaps that owners overlook. Bring them into the conversation and build a recruitment strategy that matches your long-term business strategy.

When you take this approach, you build a company culture where staff understand expectations and feel part of the plan. In short, defining goals and workforce needs sets you up for every step that follows and makes it easier to bring the right people on board at the right time.

2. Identify Roles and Responsibilities

When you’re building a hiring plan, it’s not enough to say “we need more staff.” You have to be clear about who does what, where the gaps are, and how those roles connect to your business objectives.

At this stage, department heads should take part in writing job descriptions that spell out expectations, required technical skills, and career growth paths.

Planning in this way prepares you for future talent requirements and increases your chances of attracting qualified candidates who already fit your company culture.

Front of House (FOH)

The front-of-house team shapes every customer’s first impression and overall experience. These roles demand strong communication, organization, and service skills.

• General manager: Oversees all operations, sets financial goals, and manages both staff and customer concerns.
• Assistant manager: Supports scheduling, inventory, and team meetings to keep the day-to-day flow running smoothly.
• Host: Greets guests, manages reservations, and sets the tone the moment someone walks through the door.
• Server: Takes orders, explains menu items, recommends dishes, and processes payments while maintaining a friendly and professional attitude.
• Bartender: Prepares drinks, keeps the bar stocked, and engages with guests in a way that builds loyalty.
• Bussers and food runners: Clear tables, reset them quickly, and support servers during peak shifts to keep service moving.

Back of House (BOH)

Back-of-house roles protect consistency, quality, and speed in the kitchen. Each position contributes to delivering meals that meet standards, even under pressure.

• Executive chef: Creates menus, manages suppliers, trains staff, and controls kitchen costs.
• Sous chef: Acts as second-in-command, supervising food prep and supporting the executive chef.
• Line cooks: Run stations such as grill, fry, or sauté, requiring precision and speed.
• Prep cooks: Chop and organize ingredients so meals can be cooked without delay.
• Dishwashers: Clean and sanitize all kitchenware and equipment while often helping with basic prep.

Together, BOH staff ensure consistency in flavor, timing, and presentation. With senior management coordinating FOH and BOH, both areas work as one unit to deliver the experience customers expect.

Find the best FOH and BOH workers with StaffedUp. Post your first job for only $1!

3. Set a Hiring Timeline

An effective hiring plan depends on your schedule. A structured hiring timeline gives managers control over the organization’s hiring process, lowers the time to hire, and builds confidence that the right people will be in place when needed.

Breaking the process into stages makes it easier to prepare, such as:

Plan and Prepare

Start by deciding how many staff members you’ll need for each role and when those roles should be filled. Department heads and managers should meet to set priorities and create job descriptions that reflect real responsibilities and company culture.

You should consider factors like wages, benefits, and recruitment costs.

Then decide which platforms you’ll use for posting jobs: online job boards, social media, or employee referrals.

Attract and Screen Candidates

Once postings go live, review applications with a focus on skills, availability, and past experience. A short phone call or online assessment identifies qualified candidates before scheduling full interviews.

Interview and Assess

Dedicate time to interviewing candidates with structured questions that test problem-solving ability, cultural fit, and communication skills. For kitchen roles, a trial shift or cooking test can reveal technical skills under pressure.

Always follow up with reference checks to confirm reliability.

Make an Offer and Onboard

Move quickly when extending an offer. Outline salary, schedule, and benefits clearly so the candidate knows what to expect.

Finalize paperwork and background checks, then begin onboarding with training on safety, point-of-sale (POS) systems, and customer service.

4. Establish Your Hiring Budget

Setting a hiring budget means looking at every step of the recruiting process and calculating how much it takes to bring in, train, and keep staff.

Total Labor Cost Percentage

Review total labor costs against total sales. Labor costs include wages, overtime, payroll taxes, benefits, and paid time off.

Use the formula: Labor Cost Percentage = (Total Labor Costs ÷ Total Sales) × 100.

In most restaurants, the healthy range is between 25 and 35 percent of total sales, depending on concept type.

Account for All Expenses

A complete hiring budget covers:

• Recruitment and advertising, such as job board fees, social media ads, referral bonuses, or recruiting agency fees.
• Hiring and onboarding costs include background checks, uniforms, paperwork, and manager time spent reviewing candidates.
• Training expenses include trainer pay, trainee wages, printed materials, and digital learning tools.
• Turnover costs, which can exceed $5,000 per employee.

5. Choose Your Sourcing Channels

A complete sourcing strategy uses several channels to reach a wide target audience, from experienced cooks to first-time servers. For instance:

Online Job Boards

General sites help when you need several hires at once, like:

• StaffedUp
• Indeed
• ZipRecruiter
• Glassdoor

Employee Referrals

Employee referrals often lead to reliable hires. Staff are unlikely to recommend someone they don’t trust, so referrals bring in candidates who are usually a better cultural fit.

Offering bonuses, gift cards, or paid time off for successful referrals motivates your team to take part in the recruiting process. These hires also tend to stay longer, lowering turnover costs.

Social Media

Social media isn’t just for marketing to customers. Posting openings on platforms like Facebook and Instagram highlights your company culture and gives job seekers a look inside your restaurant.

Paid ads allow you to filter by criteria, including age, location, and experience.

Sharing positions in local community groups further connects you with nearby candidates who already know your area.

Recruitment Agencies

Recruitment agencies pre-screen applicants, saving time and cutting down the number of unqualified resumes you have to sort through. Using these agencies, you reduce your overall time to hire when filling senior roles.

Applicant Tracking Systems

Applicant tracking systems (ATSs) connect all these channels in one place. An ATS lets you manage job postings, track applications, and keep communication organized. It prevents missed messages and helps you follow up quickly with qualified candidates.

How StaffedUp Simplifies Hiring Plans

Hiring in restaurants is a cycle of posting jobs, reviewing piles of applications, chasing candidates who ghost you, and then repeating it all over again.

StaffedUp is restaurant hiring software that changes the game by providing a platform that handles the entire hiring flow from start to finish.

Key features include:

• A dedicated job board for restaurant workers
• Automated job posting to sites like Indeed and Google Jobs with one click, reaching more candidates in less time.
• Pre-screening tools that filter applicants based on availability, skills, and experience, so managers spend time only on the most qualified.
• Centralized dashboards where all applications, communication, and scheduling are tracked to prevent missed follow-ups.
• Automated interview scheduling that lets candidates pick from open times on a manager’s calendar, speeding up responses.
• Digital onboarding that lets new hires complete paperwork before day one, helping them start with confidence.
• Tax credit support that automatically screens applicants for the Work Opportunity Tax Credit (WOTC), putting cash back into your business.

Restaurants using StaffedUp report up to 8x more applicants, a 45% drop in turnover, and a 77% shorter time to hire. By combining automation with industry insight, StaffedUp turns a messy, reactive hiring process into one that saves time, lowers costs, and improves retention.

Post jobs for as little as a dollar a day with StaffedUp and see how fast your next great hire walks through the door!

6. Standardize Selection and Interview Process

When HR professionals, managers, and HR team members follow the same steps, it becomes easier to spot the right people and avoid costly mistakes. Each stage of the recruitment process has a purpose that leads to effective talent acquisition:

Initial Screening

Screening filters out applicants who don’t meet your core requirements. Define non-negotiables like certifications, weekend availability, minimum years of experience, and skill gaps analysis to see where training may be needed.

Structured Interviews

Structured interviews create fairness by asking every applicant the same questions. Train managers on how to run these sessions so the process is consistent.

Use three types of interview questions:

• Behavioral: “Tell me about a time you handled a conflict with a coworker.”
• Situational: “What would you do if several tables needed attention at once?”
• Skill-based: “How do you maintain food safety in a busy kitchen?”

Scorecards make it easier to evaluate candidates side by side and reduce bias in decision-making.

Practical Assessments

Interviews can’t always show how someone performs in real time. Trial shifts or skills tests let managers see how an applicant handles pressure.

You can do the following:

• Trial shifts for FOH staff to watch how they interact with guests.
• Timed cooking tests for BOH staff to measure speed and accuracy.
• Shadowing opportunities to see how candidates adapt to team flow.

These practical assessments even uncover any skill gaps that could be closed with training. While optional, they provide insight into how well someone will actually fit into the team.

References and Final Decision

Before making an offer, confirm reliability. Reference checks verify work ethic and teamwork, while background checks protect your business when roles involve handling money.

Steps to finalize:

• Contact former employers and ask specific performance questions.
• Run background checks as needed for cash-handling roles.
• Bring HR professionals and managers together to review scorecards.
• Evaluate candidates based on data rather than instinct.

At this stage, speed matters. Extend the offer quickly, outline pay and schedule clearly, and explain onboarding expectations. Acting fast prevents losing strong candidates to competitors.

7. Plan for Onboarding Process and Employee Retention

Breaking onboarding and retention into stages keeps it practical and easier to manage.

Before the First Day

Preparation builds confidence. Send contracts and tax forms ahead of time so paperwork is done before arrival. Set up uniforms, tools, and logins to avoid delays. Let the current staff know who’s joining to create a welcoming atmosphere.

Key steps include:

• Share training schedules and role expectations in advance.
• Prepare workstations, menus, and equipment.
• Introduce the new hire to the team as early as possible.

First-Day Orientation

Day one, should connect employees to the company culture. Personally greet them, walk them through safety rules, and introduce essential tools. Orientation should feel organized, not rushed.

Focus on:

• Introducing teammates and managers.
• Reviewing restaurant values and expectations.
• Demonstrating systems like POS and scheduling apps.

Training and Support

Training should be practical and progressive. Demonstrate tasks, then let staff practice with guidance. Assign a mentor to answer ongoing questions and provide support.

• Use checklists to reduce errors.
• Give feedback during the first few weeks.
• Hold short check-ins to measure progress.

Retention Strategies

Employee retention requires more than paychecks. Offer fair wages, flexible scheduling, and recognition for contributions. Provide growth opportunities through training and mentorship.

Use current workforce analytics to track turnover patterns and improve problem areas. Building loyalty this way saves costs and strengthens your team.

Common Mistakes to Avoid in Your Hiring Plan Process

Many hiring managers only recruit when they’re already short-staffed, which forces rushed choices. Using past sales data to forecast staffing needs helps manage expectations and reduces the risk of poor hires.

Key errors to avoid include:

• Posting vague or outdated listings: Weak ads confuse applicants and bring in the wrong people. Always update job descriptions so they match the company’s goals and current needs.
• Ignoring cultural fit: Technical skills alone aren’t enough if the candidate clashes with your team. Trial shifts and structured interviews show how someone works with your internal talent.
• Neglecting the candidate experience: Slow communication or unclear timelines drive away top applicants. Timely updates show professionalism and respect.
• Depending on one recruitment channel: An effective sourcing strategy uses job boards, social media, employee referrals, and local schools to reach better candidates.
• Leaving decisions to one manager: Involving HR team members and supervisors spreads responsibility and strengthens performance management.

Plan Hiring Process and Retain Top Talent With StaffedUp

Hiring in restaurants is often messy, with managers juggling texts, emails, and stacks of applications. StaffedUp fixes this by letting you:

• Hire faster: Post to major job boards like Indeed and Google Jobs with one click. Restaurants report up to eight times more applicants, cutting down on empty shifts.
• Screen smarter: Filters and prequalifying questions remove unfit applicants before they reach your desk, saving time and energy.
• Communicate better: Texting and scheduling tools let managers message candidates, set interviews, and send reminders instantly.
• Simplify onboarding: New hires complete paperwork digitally before day one, creating a smoother start for both staff and managers.
• Save money: Stronger screening improves retention, with some restaurants seeing up to a 45% drop in turnover. StaffedUp also includes WOTC tax credit support, turning planned hires into financial gains.

StaffedUp makes hiring simple. Try it today for $1 and fill shifts with confidence!

FAQs About How to Create a Hiring Plan

How to develop a hiring plan?

You develop a hiring plan by aligning staffing needs with business goals, setting key performance indicators to track progress, and defining timelines and budgets. It should outline talent sourcing methods, selection steps, and retention strategies so managers can bring in the best candidates while keeping costs controlled.

What are the three C’s in hiring?

The three C’s in hiring are Competence, Character, and Culture fit. Competence measures skills, character reflects work ethic and reliability, and culture fit makes sure the person can work well with the existing team.

What is the hiring plan?

A hiring plan is a structured outline that guides how a company recruits, interviews, and onboards employees. It helps managers and HR professionals stay organized, assign responsibilities, such as to a marketing manager or team lead, and balance budgets while meeting staffing goals.

What are the three P’s of recruitment?

The three P’s of recruitment are Preparation, Process, and Placement. Preparation involves forecasting needs and writing clear job descriptions. The process covers advertising and interviewing, and placement makes sure the chosen candidate is integrated smoothly into the team.

Staff keep quitting right when you need them most. You line up interviews, and half the people don’t show. The ones who do often leave after a few weeks, and you’re back to training all over again.

Every bad hire costs you money and drags down service, but job boards keep flooding you with the wrong applicants. That’s the daily grind for so many in the restaurant industry.

What you need is a hiring strategy that actually works.

In this article, you’ll learn how to find good restaurant employees, spot potential employees who fit, and build a team that lasts.

Start posting jobs today for just $1 and see the difference StaffedUp makes!

Why Hiring the Right Restaurant Employees Matters

Every restaurant owner has the same thought at some point: finding the right people makes or breaks the business. Your biggest challenge is figuring out what to look for in a restaurant employee.

Do you focus on speed, personality, experience, or all of the above? The truth is, a single right hire can lift the mood of an entire shift, while a bad choice can pull everything down.

Building a plan for hiring restaurant staff the right way is the difference between constant turnover and steady growth.

What Good Hires Bring to Your Restaurant

When you hire good employees, they shape the way your business runs and how guests feel about it. Examples of positive impact include:

• House staff who greet guests with energy and set the tone for the visit.
• Line cooks who keep food quality consistent, no matter how busy the kitchen gets.
• A front-of-house team that works smoothly with the kitchen so service runs without delays.

What Bad Hires Take Away

On the other side, the wrong hire creates problems that ripple through your entire operation. Common problems include:

• Training and payroll costs are lost when a new hire quits after a short time.
• Strong staff members are burning out because they cover for underperformers.
• Guests leave poor reviews when service slips or meals come out wrong.

Where to Recruit Restaurant Staff

You’ve probably posted the same ad on the same sites and ended up with the same weak applicants. Many restaurant owners run into the same problem over and over, and it wastes the time you don’t have.

To hire employees who actually show up, do the job, and stick around, you need better places to look, such as:

Posting on Online Job Boards and Hiring Sites

Hiring managers usually turn to online boards for instant reach. The downside is sorting through piles of weak applications.

Sites to try:

• Indeed has a huge audience and even offers free job postings for basic ads.
• Google for Jobs places your job listings directly in search results when people type “restaurant jobs near me.”
• ZipRecruiter spreads one ad across hundreds of boards for easier job posting.
• Culinary Agents is a trusted source for fine-dining restaurant groups and management hires.
• Craigslist brings in local culinary school hourly workers.
• LinkedIn works for leadership roles such as chefs or general managers.

Leveraging Social Media for Recruitment

Social platforms are more than places to post photos of food. Using Facebook, Instagram, and TikTok, you reach younger workers, while LinkedIn connects you with managers and chefs.

Show off your team and workplace, not just do a job posting. Share short videos of your line cooks in action or a server talking about what they enjoy at work. When people see what it’s like behind the scenes, the right candidates feel drawn in.

Having paid ads in your social media recruitment even targets people in your city who have hospitality industry experience, and your postings will show up directly in their feed.

Using Employee Referrals

Employee referral programs are one of the easiest ways to bring in stronger candidates. Current employees know the job and are less likely to recommend people who will quit right away.

Benefits include:

• Faster hiring because referrals come pre-vetted.
• Better fit since your staff understands who matches the team dynamic.
• Higher retention because referred hires already know someone inside.

Simple rewards keep referrals flowing. Cash bonuses, gift cards, or extra time off motivate your team without making the process complicated. Keep it easy to submit a referral so staff can pass along names quickly.

StaffedUp: The Hiring Platform for Restaurants

Restaurant hiring software makes life easier for managers who are tired of multiple sites and stacks of resumes. What you need is software that makes posting jobs and screening candidates easier.

With StaffedUp, posting jobs to Indeed or Google for Jobs takes just a click. That saves you from logging in to multiple sites and repeating the same work.

What StaffedUp delivers:

• Pre-drafted job descriptions, application questions, and response templates so you can get started in minutes.
• Automated screening that filters out people who don’t meet your requirements.
• A central dashboard for applications, messages, and interview scheduling so hiring managers never miss a follow-up.
• Self-service interview scheduling where candidates pick times from your calendar.
• Custom recruitment pages that reflect your restaurant’s culture and brand.
• Built-in Work Opportunity Tax Credit (WOTC) screening to capture tax credits and put cash back into your business

The results speak for themselves. Restaurants using StaffedUp report seeing up to 8x more applicants, a 77% shorter time to hire, and as much as 45% lower turnover. That means more focus on delivering a great customer experience.

Your next great hire could cost less than your morning coffee. Post today for $1!

How to Attract Qualified Candidates

Don’t just aim to get applications. You need people who fit the role and want to stay. The way you describe the job, what you offer, and how you present your restaurant will decide who applies next.

Write Effective Job Descriptions

Writing job descriptions is your chance to show applicants why they should choose you over another restaurant down the street. Key points to cover:

• Use searchable titles that industry professionals look for.
• Start with a short summary showing how the role supports service and food quality.
• Outline daily duties with direct bullet points so applicants know what to expect.
• Separate must-have skills from bonus skills to widen your talent pool.
• Share pay details if tied to minimum wage or above, so applicants trust your posting.

Every line should keep you and your staff on the same page. An effective job postings respect applicants’ time and helps you cut labor costs by bringing in people who are more likely to stick.

Offer Competitive Pay and Benefits

Competitive pay is one of the first things applicants look at. If your rates fall below the market, qualified people won’t apply.

Steps to stay competitive when you negotiate salary:

• Research local averages and adjust wages based on role and experience.
• Regularly review pay so it stays fair across all positions.
• Add benefits like shift meals, health options, or bonus programs.
• Consider creative perks such as paid training programs or extra time off.

Pay is only one part of the package. Many applicants want a fair wage plus extras that show respect for their time.

Showcase Your Restaurant Culture

Culture often matters as much as pay. Applicants want to know what it feels like to be part of your team. Use a positive work culture as a selling point.

Ways to show it:

• Share short videos of staff members behind the scenes on social media.
• Post employee spotlights so job seekers see real faces and stories.
• Highlight team growth by showing how current employees moved up into new roles.
• Collect testimonials from staff who value being part of your team.

When you highlight culture, you attract people who already align with your values.

Practices for Screening and Interviewing Restaurant Employees

Interviews and screenings are where you learn who can really handle the job. The way you shape this step in the hiring process decides whether you end up with skilled staff or another short-term hire.

Qualities of a Good Restaurant Employee

A candidate may have years of experience, but without the right attitude, they won’t last. Screening job seekers should focus on traits that fit the fast pace of your restaurant.

Qualities to look for:

• Soft skills such as teamwork, patience, and problem-solving.
• Strong communication skills that keep orders and service running smoothly.
• A positive attitude that lifts the team during stressful shifts.
• Dependability and consistency, especially in back-of-house roles like line or prep cooks.

Front-of-house roles require people who stay calm with guests and can multitask. Back-of-house roles demand focus and precision. Higher-level roles like restaurant managers need leadership and decision-making skills that keep everyone on the same page.

Reading body language and reactions during the interview process helps you evaluate candidates beyond what they say.

Interview Questions to Ask

The questions you ask shape the quality of your hires. Good interview questions test both technical ability and behavior under stress.

For general roles, ask questions such as:

• “How do you handle a fast-paced shift?”
• “Describe a mistake you made at work and how you fixed it.”
• “What does hospitality mean to you?”

For front-of-house roles, focus on service and guest interaction. Ask how they would handle a long wait time or an allergy concern. For back-of-house, focus on consistency and standards, such as how they keep dishes uniform on busy nights.

When hiring for managers, probe leadership. Question how they’ve resolved conflicts or cut labor costs without hurting service. Their answers show if they can guide both staff and guest experience.

Encourage candidates to ask their own questions as well. Curious job seekers often share what they prioritize, such as growth opportunities or company culture.

Screening and Pre-Qualification Tools

Sorting applications by hand wastes hours. Screening tools and pre-qualification steps help you focus only on people who fit.

Options include:

• Applicant tracking systems (ATSs) that manage job postings, applications, and communication in one dashboard.
• Automated screening questions that remove people who don’t meet basic needs, like weekend availability.
• Pre-employment tests that measure personality traits, integrity, or problem-solving ability.
• Practical assessments such as trial shifts or role-playing service scenarios.
• Pre-screening questionnaires that confirm availability, certifications, or credibility.

StaffedUp takes this further by combining multiple tools in a single platform. Hiring managers can set filters, use branded application pages, and even display QR codes in the restaurant so candidates can apply instantly.

Automated communication keeps job seekers engaged, and the dashboard makes it easy to evaluate candidates quickly.

When you use pre-qualification tools, you spend less time chasing unfit applicants and more time focusing on people who are ready to contribute.

One dollar is all it takes to find better applicants and cut your turnover in half. Sign up today!

Retaining Restaurant Employees Once You Find Them

Employee retention saves money, improves service, and boosts employee satisfaction. Guests will feel the difference when your team isn’t turning over every few weeks.

Support starts with training programs that prepare new hires from day one. Pair them with hospitality professionals who can guide them, and use cross-training to keep staff engaged.

Other than that, minimum wage alone won’t hold people, so adjust wages to match your market and add simple benefits:

• Free meals or staff discounts
• Health coverage or retirement support
• Performance bonuses

End the Hiring Process Headache and Start Growing With StaffedUp

You post jobs, you wait, and half the people never even show up. The ones who do often leave after a few weeks, and you’re stuck right back where you started. Yup, you know the cycle.

StaffedUp takes the mess out of hiring so you stop wasting nights on texts, scattered resumes, and endless reposting.

With it, you can:

• Post once and see your job on Indeed, Google for Jobs, and more.
• Keep every application, message, and interview in a single place.
• Filter out the job seekers who can’t work weekends or won’t stick around.
• Text and schedule interviews in seconds.

Restaurants using StaffedUp see more applicants, faster hires, and turnover drops by nearly half. That means employee retention goes up, employee satisfaction improves, and hospitality professionals finally have time to train new staff without burning out.

Post your first job today for just $1 with StaffedUp and start building the team you can finally count on!

FAQs About How to Find Good Restaurant Employees

What is the 30/30/30 rule for restaurants?

The 30/30/30 rule is a basic formula in the restaurant industry. It suggests keeping about 30% of revenue for food, 30% for labor, and 30% for overhead. For a new restaurant, this balance helps control labor costs and protect profit during busy seasons while still delivering solid food quality and service.

How to find an employee at a restaurant?

To hire quickly, go where candidates already are. Post on online boards, connect with local culinary schools, and pay attention when you see strong service staff, counter staff, or even server assistants in action.

Many owners use tools like StaffedUp to post once across multiple sites, screen applicants, and bring in more employees without drowning in paperwork. That makes it easier to spot great employees and move them through the process.

Why is it so hard to find restaurant workers?

High turnover, demanding hours, and the pace of quick-service restaurant jobs make it tough. Line cooks and a sous chef need skill and stamina, while front-line roles depend on strong communication and a positive attitude. Without a hiring strategy, attracting great talent feels like an uphill battle, which is why many restaurants struggle to hold onto their team.