Author: Billy Giordano

Reactive or desperation hiring, which involves filling job vacancies as they arise, can have a significant impact on business productivity. When a position suddenly becomes vacant, the company is forced to divert resources and manpower to address the gap. This can disrupt workflow, decrease efficiency, and result in a decrease in overall productivity. The time and effort spent on reactive hiring can be better utilized in proactive planning and development of talent pipelines.

This type of hiring often leads to rushed decision-making. The pressure to quickly fill a position can lead to hiring someone who may not be the best fit for the role or the company culture. This can ultimately result in lower productivity and higher turnover rates as the wrong hire may require additional training or may not perform at the expected level. In contrast, proactive hiring allows employers to carefully assess candidates and select individuals who are more likely to contribute to the company’s productivity and success.

The hidden costs of reactive hiring

Reactive hiring comes with hidden costs that can negatively impact a company’s bottom line. When a position remains vacant for an extended period, the workload is often distributed among existing team members, leading to increased stress and burnout. This can result in decreased employee morale and job satisfaction, which in turn can lead to higher turnover rates.

Additionally, desperation hiring can lead to inflated recruitment costs. When a position needs to be filled urgently, companies may resort to external recruitment agencies or job boards, which often come with high fees. These costs can add up, especially if multiple positions need to be filled on short notice. In contrast, proactive hiring allows companies to build a talent pool and establish relationships with potential candidates, reducing the need for expensive external recruitment methods.

Reactive hiring can also result in lost opportunities. When a company is constantly reacting to vacancies, it may miss out on top talent who are already employed elsewhere. Proactive hiring, on the other hand, allows companies to identify and engage with potential candidates before positions become available, increasing the chances of attracting high-quality talent.

The importance of proactive hiring

Proactive hiring is crucial for companies looking to stay ahead in today’s competitive business landscape. By actively seeking out talent and building a pipeline of potential candidates, companies can reduce the time and resources spent on reactive hiring.

Proactive hiring allows companies to align their talent acquisition strategies with their long-term business goals. By identifying the skills and attributes needed for future success, companies can proactively recruit individuals who possess these qualities. This strategic approach to hiring ensures that the company has the right talent in place to drive growth and innovation.

Additionally, proactive hiring enables companies to foster a culture of continuous improvement. By constantly seeking out top talent, companies can bring in fresh perspectives and diverse skill sets, leading to increased innovation and adaptability. This proactive mindset also allows companies to be prepared for future challenges and changes in the market.

Overall, proactive hiring is essential for companies that want to be proactive, agile, and competitive in today’s fast-paced business environment.

Benefits of proactive hiring

Proactive hiring offers numerous benefits for companies. One of the key advantages is reduced time-to-hire. By building a talent pipeline and establishing relationships with potential candidates in advance, companies can significantly shorten the time it takes to fill a position. This ensures that the company can quickly respond to vacancies and minimize disruptions to workflow.

Another benefit of proactive hiring is improved quality of hires. By carefully evaluating candidates and selecting individuals who align with the company’s values, culture, and requirements, companies can improve the overall quality of their workforce. This leads to higher productivity, lower turnover rates, and increased employee satisfaction.

Proactive hiring also allows companies to be more selective in their hiring process. Instead of settling for candidates who are available at the time of a vacancy, companies can take the time to find the best fit for the role. This results in a stronger and more skilled workforce, which in turn contributes to improved business performance.

By consistently engaging with potential candidates and showcasing the company’s values and culture, companies can attract top talent and position themselves as an employer of choice. This not only helps in attracting high-quality candidates but also in retaining existing employees who are more likely to be satisfied and engaged.

Strategies for implementing proactive hiring practices

Implementing proactive hiring practices requires a strategic approach. Here are some strategies to consider:

1. Build a talent pipeline: Actively engage with potential candidates through networking events, social media platforms, and professional communities. Maintain relationships with these candidates and keep them updated about future opportunities.

2. Develop a strong employer brand: Showcase your company’s values, culture, and opportunities to attract top talent. Leverage social media platforms and employee testimonials to create a positive employer brand.

3. Invest in employee development: Nurture internal talent by providing training and development opportunities. This not only improves employee retention but also creates a pool of potential candidates for future positions.

4. Utilize data and analytics: Leverage data and analytics to identify talent trends, predict future hiring needs, and make informed decisions. This data-driven approach can help optimize the hiring process and improve the quality of hires.

By implementing these proactive hiring strategies, companies can position themselves for long-term success and overcome the limitations of reactive hiring.

Conclusion

In conclusion, reactive hiring may seem an attractive option when organizations are pressed for time or an urgent need. However, the long-term impact is costly, not just financially, but in terms of productivity, innovation, culture, and talent. To reduce the impact on the organization, proactive talent acquisition strategies should be in place. The benefits that accrue from proactive hiring are not only immediate but have lasting effects on organizations and their success.

The labor landscape in the hospitality industry has undergone significant shifts over the past year, with the COVID-19 pandemic and economic challenges playing a major role. As we move into 2024, it’s important for hospitality employers to keep a pulse on the latest hiring trends to navigate the labor landscape successfully. Here is a recap of some of the hiring trends from this past year to watch in the hospitality industry for 2024:

1. Technology Investment for Recruitment and Hiring

Technology will play a significant role in recruitment and hiring. Expect to see advancements in online job posting, social hiring, and candidate evaluation software. With a strong online presence, employers can connect with suitable candidates, assess skills and qualification likely to meet the requirements, and hire efficiently.

Embracing digital solutions for recruitment, onboarding, and training has been, and will continue to be a key trend. From AI-driven hiring platforms to virtual onboarding tools, technology is streamlining the hiring process.

2. Upskilling and Reskilling Employees

Upskilling and reskilling employees will become an essential part of hospitality hiring. As technology advances and the industry adapts to new norms, employees must possess new skills to keep up. Employers will prioritize training and development programs for their existing employees to grow their skill sets, resulting in their growth within the company and their contributions.

Beyond technical skills, employers are placing a high value on soft skills such as communication, adaptability, and emotional intelligence. These skills are considered essential for delivering exceptional customer service.

3. Increased Demand for Flexible Work Arrangements

The pandemic has transformed the remote work landscape, and hospitality is no exception. With workers adapting to the new norms of remote work and wanting more flexibilities, the demand for flexible work arrangements, like remote work, part-time work, and gig work, will continue to rise in 2024.

4. Inclusive Recruitment and Employee Experience

The demand for diversity and inclusion in the workforce has been amplified since the pandemic. Hospitality firms with inclusive recruitment and work cultures will attract top talents, enhance employee satisfaction, and build a positive industry reputation.

5. Increased Focus on Mental and Physical Well-being of Employees

The pandemic has led to an increased awareness of the importance of employee well-being. Hospitality employers are starting to focus on prioritizing employee mental and physical well-being. Offering health benefits, paid time off, flexible schedules, meditation sessions, and counseling services are some of the ways employers are taking steps to promote employee wellness.

6. Shortened Recruitment Timelines

2023 witnessed an increased interest in temporary and part-time work, contract work, and gig work. Employers are taking the initiative to offer short recruitment timelines for long-term hires, making it possible to get prospective candidates to fill open positions fast.

7. Higher Compensation

The hospitality industry has been underselling compensation, and it is high time compensation aligns with the value of the industry and people’s skills. Employers are offering more competitive compensation and benefits to attract and retain top talent to help bridge the talent gap.

In conclusion, hiring in the hospitality industry will go through further change in 2024. Employers must reflect on these hiring trends to navigate the labor landscape effectively. Developing innovative hiring processes and a worker-friendly work culture for employee experience and well-being is the key to success amidst the changing landscape in 2024.

Stay ahead of the game and keep refining your hiring process and employee culture to remain competitive in the hospitality industry. By keeping these hiring trends and practices at the forefront, hospitality employers will succeed in filling positions with qualified candidates and getting their business to operate seamlessly during trying times.

As a hiring manager, one of the challenging aspects of the recruitment process is turning down candidates who did not make the final cut. While it may be uncomfortable, it’s crucial to handle the rejection process with respect and professionalism. In this blog post, we’ll explore some tips to help you politely reject candidates while maintaining a positive and respectful candidate experience.

1. Be Prompt

Avoid leaving candidates waiting in limbo. Aim to send out rejection notifications as promptly as possible after making your final decision. This shows respect for their time and allows them to move forward with their job search.

2. Be Personal and Specific

Craft a personalized rejection message that acknowledges the candidate’s effort and specific qualifications. While it may be tempting to send a generic rejection template, taking the time to include specific details about their application shows that you genuinely considered their candidacy.

3. Use Empathetic Language

When communicating the rejection, use empathetic and compassioanate language to soften the impact. Express gratitude for their interest in the position and acknowledge their strengths, even if they were not the right fit for this particular role.

4. Offer Constructive Feedback (Optional)

If appropriate and if time allows, consider offering constructive feedback to aid candidates in their professional development. Highlight areas they excelled in and provide suggestions for improvement. However, be tactful and avoid criticism that may demotivate or negatively impact their confidence.

5. Keep the Door Open

End the rejection message on a positive note and convey the possibility of future opportunities. Let candidates know that although they were not selected for this specific role, you value their skills and encourage them to explore future positions within the company. This leaves the door open for potential future collaboration.

While rejecting candidates is never easy, it’s essential to handle the process with respect and professionalism. Being prompt, personal, and empathetic in your communication ensures a positive candidate experience and reflects well on your organization’s reputation. By offering constructive feedback and leaving the door open for future opportunities, you can turn a rejection into an opportunity for growth. Remember, treating candidates with respect even in rejection can have long-lasting positive impacts on your employer brand.

Creating an inclusive interview process is crucial for attracting a diverse team and building a more inclusive workforce. By eliminating bias and making the interview experience equitable and welcoming for everyone, you can increase your chances of attracting a wide range of candidates. Here are the steps you can take to create an inclusive interview process:

1. Eliminate bias during candidate selection

• Improve your job descriptions: Use gender-neutral language, avoid age bias, and welcome all abilities in your job descriptions. Also, post job openings in a variety of locations to reach a more diverse pool of applicants.
• Take caution when using AI to screen applicants, as bias may be inherent in the algorithms. Make sure the algorithms don’t favor specific genders, races, or educational backgrounds.

2. Build an inclusive interview experience

• Use multiple communication channels: Offer both phone and video options for remote interviews to accommodate candidates’ resources and comfort levels.
• Ensure accessible materials: Provide closed captions and transcripts for videos, alt text for images, and use structured headings and descriptive link text for written materials.
• Share best practices: Send out a list of best practices for parking, dress code, travel time, and interview topics, ensuring all candidates start with the same expectations.
• Offer flexible interview times: Provide day, evening, and weekend slots to accommodate candidates with varying schedules and commitments.
• Consider travel options: If finalists need to travel, consider covering the expenses or offering a video option.
• Choose an accessible location: Select a place that is accessible for people of all abilities.
• Provide accommodations: Let candidates know you’re willing to provide special accommodations to ensure a smooth interview process.

3. Use the same inclusive interview process for each candidate

• Develop a set of standard questions that are relevant to the position requirements, avoid biased language, and focus on capabilities and problem-solving.
• Work with your team to establish a scoring system based on qualifications and answers to questions. Use this rubric to evaluate candidates consistently.
• Ask questions in the same order and maintain a preset time limit to ensure each candidate receives the same opportunity.

Creating an inclusive interview process takes time and resources, but the benefits of a diverse workforce make the investment worthwhile. Start by implementing these steps, and remember the importance of patience in bringing about organizational change.

Finding and hiring the right talent is essential for any business to thrive and succeed. A well-thought-out hiring strategy can help you attract top candidates, streamline the hiring process, and ultimately build a strong and capable team. In this blog, we will discuss some key steps to create an effective hiring strategy.

Define Your Hiring Needs

Before you begin the hiring process, it is crucial to clearly define your hiring needs. Identify the roles and positions that need to be filled and outline the specific skills and qualifications required for each position. This will help you create targeted job descriptions and attract candidates who possess the right expertise.

Build a Strong Employer Brand

In today’s competitive job market, it’s important to differentiate your company from others. Building a strong employer brand helps you attract top talent who are aligned with your company’s values and goals. Showcase your company culture, mission, and achievements on your website and social media platforms. Pay attention to your online reputation and respond to reviews and feedback promptly.

Use Multiple Sourcing Channels

To attract a diverse pool of candidates, use multiple sourcing channels. Post job openings on popular job boards, professional networking sites, and social media platforms. Build relationships with industry-specific organizations and universities to tap into their talent pools. Leverage employee referrals by encouraging your current employees to recommend potential candidates.

Implement Effective Screening and Interviewing Processes

To select the most qualified candidates, implement effective screening and interviewing processes. Review resumes and applications thoroughly, considering candidates’ qualifications, experience, and skills. Conduct structured interviews that focus on both technical skills and cultural fit. Use behavioral-based questions to assess candidates’ past experiences and problem-solving abilities.

Include Skills Assessments and Tests

To validate candidates’ skills and abilities, consider including skills assessments and tests as part of the hiring process. These tests can help evaluate candidates’ technical skills, problem-solving capabilities, and critical thinking abilities. Use industry-standard assessments or create customized assessments that align with your job requirements.

Conduct Reference Checks

Before making a final decision, conduct thorough reference checks to validate candidates’ credentials and performance. Reach out to previous employers or colleagues mentioned in the candidate’s references. Ask specific questions about their work ethic, skills, and performance to get a clear understanding of their capabilities.

Offer Competitive Compensation Packages

To attract and retain top talent, it’s essential to offer competitive compensation packages. Research the industry standards and ensure your compensation and benefits are in line with the market rates. Consider additional perks such as flexible work hours, professional development opportunities, and work-life balance initiatives to make your company an attractive place to work.

Continuous Improvement

Lastly, remember that hiring is an ongoing process. Regularly review and assess your hiring strategy to identify any areas for improvement. Collect feedback from hiring managers, candidates, and new hires to gain insights into their experience. Incorporate these learnings into your hiring processes to continually refine and optimize your strategy.

By following these steps, you can create an effective hiring strategy that helps you attract and select the best talent for your organization. Remember, hiring is an investment in your company’s future, and dedicating time and effort to create a thoughtful hiring strategy will pay off in the long run.

Hiring new employees is a complex process that requires a lot of consideration from employers. Beyond the necessary skills and experience, finding the right attitude and cultural fit is vital. It’s essential to hire someone genuinely interested in the business and the industry. Here are the top three things employers should be prioritizing when reviewing candidates.

Attitude

Attitude is a key factor employers should prioritize when reviewing candidates. A positive attitude is critical in determining whether an employee is a good fit for the company, and it goes beyond skills and experience. Employers should look for candidates who are team players, willing to learn, and have a can-do attitude.

A positive attitude means an employee is more likely to be motivated, engaged, and committed to their work. On the other hand, negative attitudes can bring down the morale of the entire team and affect productivity.

Culture Fit

Culture fit is another crucial factor employers should consider when hiring new employees. A candidate’s values, personality, and work style must align with the company’s culture. This ensures that new employees can work effectively with their colleagues and be engaged in their work.

To determine whether a candidate is a good culture fit, an employer should consider the candidate’s communication style, work habits, and values. Employers can ask questions during the interview process that elicit information about the candidate’s fit with the company culture.

Interest in your Business

Employers should also look for candidates who show a genuine interest in the business and the industry. A candidate’s curiosity about the company’s work and passion for the industry is critical. Employees who are interested in the business are more likely to be motivated, stay up-to-date on industry trends, and contribute innovative ideas. They are also more likely to be engaged in their work and committed to the company’s success.

To gauge a candidate’s interest in the business, employers can ask questions about their understanding of the industry, familiarity with the company’s products or services, and interest in the company’s mission and values.

In conclusion, employers must prioritize a positive attitude, cultural fit, and interest in the business when reviewing candidates. By focusing on these three factors, employers can find employees who have the necessary skills and experience, mindset, and motivation to succeed in the role.

The use of Artificial Intelligence (AI) and machine learning (ML) has brought about a significant shift in the recruitment and hiring process, making it more efficient, objective, and cost-effective. The use of AI and ML-powered tools enables organizations to sift through large pools of candidates, identify top talent, and make data-driven hiring decisions. In this blog post, we will explore the benefits of using AI and ML in the recruitment and hiring process.

Reducing Bias and Discrimination

The primary benefit of AI and ML in recruitment is reducing bias and discrimination. Unconscious bias is a common problem in the hiring process, and it can result in the exclusion of qualified candidates based on their gender, race, age, or other personal characteristics. AI and ML algorithms are designed to make objective and data-driven decisions, eliminating subjective judgments that can lead to biased decisions.

Improving Efficiency

Recruiting and hiring can be a time-consuming and labor-intensive process. AI and ML-powered tools can automate several tasks, such as resume screening, candidate matching, and scheduling interviews. This can save recruiters and hiring managers a considerable amount of time and effort, enabling them to focus on higher-value tasks, such as interviewing and selecting the best candidates.

Enhancing Candidate Experience

The candidate experience is critical to attracting and retaining top talent. AI and ML can improve the candidate experience by providing a personalized and streamlined application process. Chatbots and virtual assistants can help candidates navigate the recruitment process, answer their questions, and provide feedback on their application status. This can help organizations attract top talent.

Increasing the Quality of Hires

AI and ML can help recruiters and hiring managers identify the most qualified candidates by analyzing vast amounts of data, such as resumes, job descriptions, and social media profiles. By doing so, they can identify patterns and characteristics that are common among high-performing employees, enabling them to make data-driven hiring decisions and select the best candidates. 

Saving Costs

Recruiting and hiring can be expensive, particularly when organizations use traditional methods such as advertising job openings, paying recruiters, and conducting pre-employment assessments. AI and ML-powered tools can significantly reduce recruitment costs by automating several tasks and enabling recruiters to focus on higher-value tasks. Additionally, AI and ML can help reduce turnover rates by selecting the most qualified candidates, ultimately saving organizations money on recruitment and training costs. 

In conclusion, AI and ML can revolutionize the recruitment and hiring process by reducing bias and discrimination, improving efficiency, enhancing candidate experience, increasing the quality of hires, saving costs, and improving diversity and inclusion. Organizations that incorporate AI and ML into their recruitment process are likely to attract and retain top talent, improve their workforce’s quality and diversity, and gain a competitive advantage in their industry.

A streamlined and simplified recruitment process can help organizations in attracting and retaining top talent while saving time and resources. Additionally, a well-structured recruitment process can ensure that the organization hires candidates who are a good fit for the company culture and possess the required skills and experience for the job. In this blog post, we will discuss some tips on how to streamline and simplify your company’s recruitment process.

Define your recruitment process

Defining your recruitment process should be the first step towards streamlining and simplifying the recruitment process. This process should include clear steps, timelines, and responsibilities for each stage of the recruitment process, from posting a job opening to onboarding a new employee. It should also outline how to screen resumes, conduct interviews, and make hiring decisions.

Use technology to your advantage

Secondly, using technology to your advantage can help automate several recruitment processes, saving time and resources. You can use online job portals, applicant tracking systems, and pre-employment assessment tools to screen and evaluate candidates. These tools can help you filter out unqualified candidates, reduce the time and effort required for manual screening, and enable you to focus on the most qualified candidates.

Set clear expectations

Thirdly, setting clear expectations with candidates during the recruitment process can help you attract and retain top talent. Communicate the job requirements, responsibilities, and company culture to candidates during the recruitment process. This can help you attract candidates who are a good fit for the job and the company culture.

Simplify your interview process

Simplifying the interview process by asking only relevant questions, conducting virtual interviews, and limiting the number of interviews per candidate can save time and resources while enabling you to identify the most qualified candidates.

Create a positive candidate experience

Creating a positive candidate experience is essential to attract and retain top talent. Providing timely feedback to candidates, keeping them updated on the recruitment process, and providing a clear timeline for the hiring decision can ensure that candidates have a positive experience during the recruitment process, even if they are not selected for the job.

Implement a referral program

Implementing a referral program that incentivizes employees to refer qualified candidates can be an effective way to attract qualified candidates who are more likely to fit in with the company culture and work well with the existing team.

Evaluate the recruitment process

Lastly, evaluating the recruitment process is crucial to identify areas that need improvement. Monitoring the recruitment process regularly and collecting feedback from candidates, recruiters, and hiring managers can help improve the recruitment process continually and ensure that it remains streamlined and effective.

In conclusion, streamlining and simplifying the recruitment process can help organizations in attracting and retaining top talent while saving time and resources. Incorporating these tips such as defining a clear recruitment process, using technology, setting clear expectations, simplifying the interview process, creating a positive candidate experience, implementing a referral program, and regularly evaluating the recruitment process can ensure that organizations hire qualified candidates that are a good fit for the company culture and requirements.

The ongoing effects of the “Great Resignation” in 2021, where 47 million U.S. workers quit their jobs, continue to be felt, especially in the restaurant industry. According to the Bureau of Labor Statistics, restaurants have seen the highest number of resignations among all employment sectors, with the yearly quit rate rising from 4.8% to 6.9%. Many workers have cited low take-home pay as a major reason for quitting.

With restaurants facing record inflation and 53% of Americans reducing their dining out, it is difficult for operators to allocate budget for higher salaries or raises, and more important than ever to improve recruitment and retention efforts.  

Recruitment

In terms of recruitment, make sure you’re leveraging available technology to market your jobs, hiring culture, and priorities in positions to actively compete for qualified talent 24/7/365.  Engage your candidates and be efficient in your communication to ensure that you’re their employer of choice, otherwise someone else will. 

Retention

When it comes to retention, technology can help address this problem by improving your service staff’s experience and increasing tips. By moving the central terminal to the servers’ handheld device, they can take orders and process payments directly from the table. This allows them to focus more on hospitality and less on administrative tasks, resulting in better customer satisfaction and bigger tips, as well as reduced stress for servers, increased repeat business, and efficiency savings for the restaurant.

Moreover, technology can turn new hires into knowledgeable service staff who provide a personalized dining experience to guests. For instance, the system can provide wine pairing suggestions for each dish as it is ordered, without requiring the staff to have extensive knowledge of wine. This enhances the guest experience and leads to higher tips. Additionally, server mobility pads connected to real-time inventory data ensure that the system only suggests wine that is actually available, avoiding any embarrassing situations.

In conclusion, technology can help you hire the right service staff, and help that service staff perform their job to a higher standard, improving the guest experience, and leading to higher tips. This creates a happier and better-compensated staff, reducing the likelihood of another “Great Resignation,” without the need for increased base pay. Technology is playing a vital role in helping restaurants thrive during these challenging economic times.

The restaurant industry continues to face a major challenge in the hiring process. According to the National Restaurant Association, 70% of operators struggle with a shortage of employees to meet customer demand and 75% plan to invest more resources in employee recruitment and retention.

The cumbersome and time-consuming hiring process, which often requires applicants to navigate complex job websites, create accounts and complete paperwork, is driving away top candidates. To overcome this obstacle, companies need to simplify the hiring process.

Embrace Mobile Technology

With 84% of Americans owning smartphones, mobile technology offers a convenient way to connect with potential employees. To create a seamless experience, companies should eliminate any extra steps and make sure the process is frictionless from start to finish. For example, if you plan to use a QR code, don’t direct candidates to your website where they have to search for your application. Instead, guide them directly to the hiring link where they can review open positions, and apply immediately. 

Take advantage of the preferred communication method of the target demographic, Gen Z, by using software that communicates via text, and apply directly from their phone. A simple QR code can direct the applicant to a mobile-based experience. Place these codes in areas where your target audience may be, such as high traffic areas in your establishments, or on social media.  When applications come in, use automation and pre drafted responses to immediately respond and communicate. This minimizes the waiting time and keeps the candidate engaged at their peak of interest, reducing ghosting and drop-off rates.

Make The Process Engaging

Making the recruiting process engaging is crucial in attracting top candidates. Candidates are more likely to apply and stay engaged if they feel a personal connection with the company and the hiring process. To make the recruiting process engaging, write company culture and job descriptions to showcase your company’s culture, values, and mission. Engaging follow-up interactions can also help to build a connection and keep candidates interested throughout the process. 

By making the recruiting process engaging, companies can create a positive and memorable experience for candidates, increasing the chances of attracting top talent to join the team.

Streamline Onboarding

After making an offer, many companies struggle with ghosting, where applicants disappear without explanation. To combat this, companies should digitize onboarding by creating mobile-friendly forms and company documents. Allow candidates to fill out tax and employment verification materials and answer common questions prior to the first day, helping to ensure a smooth start for the new employee.

By simplifying the hiring process, companies can eliminate unnecessary obstacles and make it easy to fill an open job. Investing in technology can revolutionize the hourly hiring process and help you reach your desired staffing levels.

If you’re looking for a job in the restaurant industry, you may be wondering what to expect during an interview. The truth is: every restaurant has its own hiring process and interviewing style, so it’s hard to say exactly how an interview will go. But all interviews share some commonalities. If you’re prepared and have a good attitude, that’ll go along way toward helping you get hired—and maybe even get that dream restaurant job!

Have a good attitude and be preparedThe interview is an opportunity for you to show your potential employer that you’re the right person for the job. You should have a positive attitude and be prepared, but also remember that it’s not just about how well you can answer questions or do tasks–the restaurant manager will want to see how well you fit into their team. Here are some tips on how to make yourself stand out:

• Have a good attitude: The manager wants someone who will enjoy working at their restaurant and not just someone who needs a paycheck. Show them that by being polite, respectful, confident (but not arrogant), honest about your skills/experience and expressing gratitude for even having an interview!
• Be prepared: Researching the company ahead of time shows that not only do they interest you but also gives insight into what kind of person they might hire based on what type of information was gathered during research time frame.

Be on time, or better than that, early

Being early shows that you care about the interview and have respect for the employer’s time. It also gives you a chance to relax before going into an interview and make sure everything is in order–you don’t want to be worrying about whether or not your shirt matches your pants while answering questions.

If there are unforeseen circumstances (traffic, illness) that will cause you to be late for an interview: Call ahead! Letting them know beforehand will show them how responsible and thoughtful of an employee they could have on their team–and who doesn’t want those qualities in their employees? If calling isn’t an option because of no cell service or whatever other reason, send an email as soon as possible to the hiring manager. 

Bring an extra copy of your resume, just in case

Bring an extra copy of your resume, just in case. You never know when you might need it, and if the interviewer loses their copy or forgets to give it back to you after the interview, then having another one will help ensure that they can follow up with additional questions or contact information later on.

This could also be a good idea if there are multiple people interviewing at once (i.e., two managers). They may want to keep track of who said what during the process–and having an extra copy on hand means no one has to scramble around trying to find theirs!

Dress appropriately for the industry and the particular establishment you are interviewing at.

Dress appropriately for the industry and the particular establishment you are interviewing at. If your interview is at a fast-food chain, then it’s okay to wear jeans and a T-shirt or polo shirt. However, if you are applying for a job as an executive chef at a high-end restaurant, then dress accordingly!

When deciding what to wear on your first day of work (or even before), ask yourself: “How do I want my future coworkers/manager/bosses to perceive me?” If they see that there is potential in me as an employee or colleague, then I will be able to use this opportunity wisely so that my future employers can see my worthiness of being hired permanently into their company.”

Come with questions about the company, its culture and its products or services.

Come prepared with questions about the company, its culture and its products or services.
Ask about what you’ll be doing on a day-to-day basis, as well as where your career could go from there.

Find out how long employees have been working at your target restaurant, if they enjoy their jobs and whether there is room for advancement in the future: This will help you determine whether this is an employer that will be able to meet your needs over time (including financial ones).

Take notes

• Take notes of your interview and bring them home to study.
• Take notes of the questions you were asked and your answers.
• Take notes of what you learned about the company, including its goals, values and mission statement.
• Take notes of what you learned about yourself by participating in this interview process (areas for improvement or growth).

Make sure to ask any follow-up questions that may have come up during your conversation with the interviewer(s).

We hope this article has helped you prepare for your next interview. We know it can be stressful, but with a little bit of preparation and a good attitude, you’ll be on your way to getting the job of your dreams in no time!

Restaurant and recreation industries experiencing seasonal fluctuations yearly isn’t anything new. While hiring for these volume peaks and valleys seems pretty straight forward, there are a few unexpected challenges that are easily avoidable with the right perspective, and tools of course. 

From customer-facing positions to kitchen support and logistics roles, it’s easy to overlook important parts of the hiring process and miss out on quality candidates. To help avoid these mistakes, here are five common hiring blunders we often see being made during the seasonal hiring process and how to avoid them.

Mistake #1: Lack of Season-Specific Hiring Strategy

Using the same hiring process for short-term and long-term employees is not effective. Hiring seasonal talent requires a different approach, including creative sourcing, screening, and onboarding methods that are tailored to the needs, schedules, and capabilities of seasonal workers. By developing a specific hiring plan for seasonal workers, you can attract and hire the right candidates for your needs at that moment.

How to avoid: Consider the lifestyle and urgency of your ideal candidates when creating your application process. Make it mobile-friendly and easy to navigate for college students who may be home for winter break.

Mistake #2: Inadequate Needs Assessment

During the busy holiday season, it’s easy to lose focus on what your business actually needs beyond extra help. Overlooking the training and onboarding process for new hires can be time-consuming and costly.

How to avoid: Conduct a thorough needs assessment to determine the number of employees needed and how they can complement existing processes. Hiring support for current staff can help them handle high-traffic times while minimizing the training required for seasonal workers.

Mistake #3: Waiting Too Long to Start Hiring

Starting your seasonal hiring process earlier than you think can give you a competitive edge. Restaurants and other companies are scrambling for seasonal talent, so starting early can help you secure the best candidates.

How to avoid: Consider making your seasonal hiring strategy a year-round endeavor to stay ahead of the competition. Invest in a hiring platform that enables fast, mobile applications and automates the hiring process.

Mistake #4: Hiring Only for Seasonality

While hiring seasonal workers to handle extra tasks is important, don’t overlook the potential for longevity. Seasonal hires have the potential to bring positive change to your current roster and can be assets over time.

How to avoid: When interviewing seasonal workers, consider their long-term goals and whether they align with your company’s goals. Be transparent about the possibility of keeping them on staff after the seasonal period has ended. For annual recruits, establish a workflow to connect with them and hire them easily every year.

Mistake #5: Neglecting Long-Term Hiring

Investing in long-term hires starts with sourcing. Set up your hiring parameters to filter for candidates who are seeking short-term or contract work with the potential for an extension after the contract ends.

How to avoid: During the screening and interviewing process, discuss the candidate’s career goals and consider whether you may have a more permanent position for them in the future.

In conclusion, seasonal hiring can be challenging, but with a system in place and a focus on avoiding common mistakes, you can attract and retain quality talent how, and when you need it. 

Are you tired of spending countless hours sorting through resumes and manually tracking candidate progress during the hiring process? If you’re not using an applicant tracking system yet, or the system you’re using isn’t built with ease of use in mind, you’re literally scraping the bottom of the barrel.StaffedUp’s applicant tracking system is designed to streamline and optimize your hiring efforts in 2023. Here’s how our system can help you:

• Prequalifying Resume Screening – Our system allows you to set up pre qualifying application questions to quickly screen and filter candidates, saving you time and effort.

• Efficient Candidate Tracking –Keep track of all candidate information, communications, and progress in one centralized platform, reducing the risk of lost or missed information.
  
• Customizable Job Listings – Quickly and easily create unique and optimized job listings that are easily searchable by candidates and more likely to appear near the top of relevant search engine results.
  
• Collaborative Hiring Process – Invite team members to review and collaborate on candidate information, ensuring a more thorough and efficient hiring process.
  
• Improved Time-to-Hire – With our streamlined and automated process, you’ll be able to fill open roles faster and more efficiently.
  
• Enhanced Employer Brand – Showcase your company’s culture and overall professionalism to recruit and build a positive team dynamic by creating a strong employer brand.

• Better Candidate Experience – Provide candidates with a seamless and efficient hiring process, improving their overall experience with your company.
• Reduced Costs – With our cost-effective solution, you’ll save money on traditional recruitment costs and have more resources to invest in wooing top talent.
  
• Improved Bottom Line – Our tools not only help you make more informed hiring decisions to decrease turnover and improve operational efficiency, but with our innovative WOTC (Work Opportunity Tax Credit) pre-hire screening tools, we can actually increase your 2023 cashflow by up to 40%. 
  
  2023 is already flying by fast.  Don’t waste another second hiring without a system that will actually improve the way you do business.  Contact us today to learn more, or schedule a demo to see why thousands of employers are hiring with StaffedUp, permanently.

The following article was originally written and published to Voyage STL. Link to full article here. 

Today we’d like to introduce you to Billy Giordano.

Thank you so much for sharing your story and insight with our readers. To kick things off, how did you get started?
JP (Jeremy Phillips) and I have known each other for 25 years and started working together in the hospitality industry 20+ years ago. We respectively managed multiple locations until opening up Room 38 Restaurant & Lounge in 2008. We’ve both gone on to open and manage multiple businesses since, but StaffedUp was created out of a need for a better way to hire in our industry in 2016. We started the company with personal funds and began interviewing local developers we thought might have some information on how to start a tech company. One of these interviews led us to Startup Weekend Columbia, where we pitched, got in, worked through all hours of the night, and subsequently won the weekend. From there, we had a team, momentum, and some support in our venture. The company was founded to make hiring processes easier for restaurant owners and managers while focussing on ease of use for the applicant and employer. Our goal has always been to provide a service that our customers appreciate and enjoy using that’s affordable and helps people like ourselves run better operations. We still use StaffedUp to run our businesses to this day and will continue to improve our systems to make hiring the easiest part of running your business. We’re sincere when we say we appreciate the opportunity to help every single one of our customers. We’re tirelessly dedicated to their success just as much as we are ours.

Alright, let’s dig a little deeper into the story – has it been an easy path overall, and if not, what challenges have you had to overcome?
Ha! Let’s start with the fact that we’re 2 past-time personal and athletic trainers, who loved bartending, evolved into managers, and then opened up their businesses, all of which had zero to do with tech. Our road has been uphill, mostly gravel, with massive potholes and collapsed bridges. We’ve raised capital, but that wasn’t exactly easy without much of a tech background. We did build a team, recruit a reputable board, and overcome that hurdle, but again, potholes in building our tool. It’s been a hard road with many expensive lessons learned. We’ve burned a lot of cash on bad development and trusted individuals and entire companies who didn’t deliver for us. However, we stayed focused and determined and crawled our way out of those dumpster fires. Today, we’re operating with trusted team members, contractors we’ve properly vetted and trained, and a solid direction for where we want to go as a company while staying true to our roots.

Let’s switch gears a bit and talk business. What should we know?
The cool thing about us is that we’re an HR service (an Applicant Tracking System) that isn’t built by your standard HR mind. We are our customers, and we build tools that our customers can relate to, enjoy using, and that work. We’re known for our customer service (we’re service industry professionals first) and for how easy it is to use our tools to get hires for your business and find work. Despite the doubt and criticism, I’m proud that we’ve stuck to our vision and let our sales, service, and product reflect who we are. Our competitors have always done things differently, so we’re doing well. Following the pack has never been our route in a highly competitive hiring market. StaffedUp is a simple tool that offers what a high-turnover employer needs to hire and onboard their team. We’re fully customizable for any employer, integrate into our customers’ brands, including their website and social media, and market your jobs for you. Our system is set up with pre-drafted job descriptions, custom message templates, and a ton of automation to make hiring easy. Our team creates hiring marketing around your brand, including social media images and printable “scan to apply” QR code hiring collateral. We even push your jobs out to local job groups and external job boards like Google Jobs and help you get those jobs ranked to get great traffic.

Aside from recruiting, we have awesome, simple digital onboarding tools to start that new hire quickly. We’re rolling out our newest release this month, which we’re excited about. For employers familiar with WOTC (Work Opportunity Tax Credits), and especially for those who might not be, we’re launching our pre-hire qualification and tax credit maximizing tools to help employers hire to put real cash back into their business and their stakeholder’s pockets. We do all the heavy lifting and make it easy for employers to capitalize on this incredible Federal tax program that most employers don’t participate in, leaving real money on the table. For companies already capturing tax credits like these, we’ve built tools to do it better and make it easier. Here’s a fun ROI calculator showing how we can help our customers do more than hire great staff: https://staffedup.outgrow.us/staffedup-roi-calculator

Before we go, can you talk to us about how people can work, collaborate, or support you?
Working with us is easy. We love like-minded employers and even companies in the same space. We’ve got multiple referral partners who love what we do and sell us a value add to their customers, including POS companies, advertisers, consultants, etc. In terms of support, they are keeping us top of mind and sharing our story with the massive list of employers who struggle to hire or are having issues with cash flow in their business.

Pricing:

• $29/month for our standard recruiting service / location
• $59/month for our standard recruiting service + onboarding / location
• Enterprise and multi unit services and pricing available

Contact Info:

• Website: Staffedup.com
• Instagram: https://www.instagram.com/staffedup/
• Facebook: https://www.facebook.com/staffedup
• Linkedin: https://www.linkedin.com/company/10655425
• Twitter: https://twitter.com/getstaffedup
• Youtube: https://www.youtube.com/@staffedup237

As the job market continues to evolve, it’s essential to stay ahead of the curve when it comes to hiring for your company. Here are 10 ways to help you prepare for the best possible hiring outcomes in 2023:

1. Adapt to Shifting Candidate Priorities: Candidates’ priorities are constantly changing, and it’s essential to keep up with these shifts. Update your hiring practices, compensation, and perks to give candidates what they want, like fair compensation, flexibility, and work-life balance. With inflation increasing living costs, compensation has become even more critical.
2. Re-Engage with Former Employees: Consider reaching out to top performers who have left your company in the past and inviting them back. This powerful re-hiring strategy can be equivalent to adding the productivity of several B and C performers.
3. Build a Talent Network: Build relationships with potential candidates by identifying high-potential individuals, engaging with them through social media or other digital platforms, and maintaining relationships with them. This will provide access to a larger pool of qualified candidates and create a more diverse hiring pipeline.
4. Leverage Sponsored Employment: Make sure your job listing stands out by leveraging sponsored job postings. These premium postings are more prominent in relevant search results and will draw in more qualified applicants.
5. Utilize New Hiring Technology: Use technology to assess candidates’ suitability for a position. This can include combining consistent marketing of high quality job postings with asking pointed pre qualifying questions in your application process to help place candidates in their ideal work cultures.
6. Focus on Company Culture: Look for candidates who not only have the skills and experience, but also fits the company culture and will mesh with your current team. Building the recruitment process around company culture will ensure that company values are upheld in the workplace.
7. Engage in Social Media Recruiting: Use social media to market your jobs and engage with potential candidates. You might even get to know their skills, personality, interests, and qualifications to ensure an overall company fit.
8. Automate Screening: Adopt hiring tools to prequalify and screen new candidates hands-free. This reduces biases and helps find a better fit for every role, while also reducing time spent in hiring and your overall recruitment costs.
9. Develop a Strong Employer Brand: Developing a strong employer brand will showcase your company’s ability to not only provide training but also build relationships and contribute to a positive team dynamic.
10. Craft Unique and Optimized Job Listings: Writing an optimized job listing that touches on relevant keywords can help reach a broader audience and attract the ideal candidate. Crafting a unique and attractive job listing can also improve your overall business brand.

By following these strategies, you’ll be sure to have set your company up for successful hiring, and building the team you deserve in 2023. 

As a restaurant employer, you know the importance of having a stable and reliable team. High turnover can lead to decreased productivity, increased costs, and a negative impact on customer service. The goal of hiring is to find employees who are committed to their job and will stay with your restaurant for the long term. Here are some tips to help you hire with decreased turnover in mind:

1. Define your ideal candidate: Before you start the hiring process, take some time to define the qualities and skills you’re looking for in a new hire. This will help you to identify the best candidates who are a good fit for your restaurant and are more likely to stay with you long-term.
2. Use the right tools:  The right Applicant Tracking System can help streamline the hiring process, making it easier to reach a larger pool of potential candidates through consistent marketing of your jobs.  Once applications start coming in, you’ll want to make sure you’re actively competing for high quality candidates with efficient tools to manage resumes, schedule interviews, and track statuses through the entire hiring lifecycle.
3. Offer a competitive compensation package: One of the main reasons employees leave a job is because they feel undervalued or underpaid. Offering a competitive compensation package can help to attract and retain employees who are happy with their pay and benefits.
4. Invest in training and development: Providing ongoing training and development opportunities for your employees is key to retaining them. This helps employees feel valued, and it can also improve their job performance and job satisfaction.
5. Foster a positive work environment: A positive work environment can make a big difference in employee satisfaction and retention. Encourage open communication, recognize and reward employees for their contributions, and provide opportunities for employee growth and advancement.
6. Regularly check in with employees: Regular check-ins with employees can help to identify any potential issues and ensure employees feel heard and valued. This can also provide an opportunity to address any concerns before they lead to turnover.
7. Offer flexible scheduling: Restaurants often require employees to work long hours and weekends. Offering flexible scheduling options, such as part-time or flexible hours, can help to retain employees who may be seeking a better work-life balance.

By following these tips, you can decrease turnover in your restaurant and build a stable, committed, and productive team. Investing in your employees will result in better customer service, increased productivity, and ultimately, a more successful restaurant.

In conclusion, reducing turnover in your restaurant starts with the hiring process. Take the time to identify the qualities and skills you’re looking for in a new hire, implement the right tools, offer a competitive compensation package, invest in training and development, foster a positive work environment, regularly check in with employees, and offer flexible scheduling options. By doing so, you’ll be able to build a team that is committed to your restaurant’s success and will stay with you for the long term.

In the hospitality industry, the answers to your questions are scrutinized, but your delivery and personality can be just as important! It’s imperative to explore how to prepare for an interview so you know exactly what you are going to say, and how you are going to say it. Before your next interview, here are some successful job interview techniques to keep in mind to give you the upper hand, and help you land that job!

When preparing for an interview.. 

Keep your Answers on Topic

During hospitality interviews many of the questions will be open ended so that the interviewer can get a sense for your personality through the answer. If you are talking about your past work experience, keep the parts you elaborate on relevant to the job you are applying for. For example, if you’re applying as a server at a restaurant, but most of your past experience have to do with child care, you should talk about how that prepared you to deal with the unexpected or how you are great at multitasking. Many people get sucked into describing their past experience solely as it relates to a specific activity.  Focussing on your past experiences is important, but make sure you find a way to keep it relevant so that your potential employer has a chance understand why you’re a great fit for the position. 

Attitude is Everything

The way you interact with your interviewer will give them a sense of how you’ll interact with customers and coworkers.  It’s ultimately a huge factor in your first impression because the hospitality hiring process is centered around how well you work with other people. Smiling and maintaining eye contact is incredibly important and shows interviewers not only that you care, but also makes them more comfortable engaging with you. Be warm, open, and energetic. These are qualities that will be expected of you in the job you want, so be sure to exhibit them during the interview.

Don’t be Afraid to Ask Questions, but Ask the Right Ones

Asking relevant questions shows that you are interested in the position and gives you better insight into the employer and workplace. If not already clearly explained, asking your interviewer what expectations they might have for you, or if there are growth opportunities available, shows you are wanting to fulfill your potential duties, and that you’re driven and willing to work your way up if possible. It’s a good idea to stay away from questions that pertain to how much money you’ll make or how much time off is possible, especially for your first interview with a company.

Be Prepared for Situational Questions

They have read your resume and know your experience, so be prepared to answer questions about it. A common question interviewers in all industries love to ask is about your experience with difficult customers, how you handled it, and what you learned. If you’ve worked in restaurant jobs before, the answer will most likely be a no-brainer. If you haven’t, think of a time where there was a conflict, if possible relevant to something prevalent in the hospitality industry, and be prepared to explain it and how you handled the situation and what you took away from it. In addition, it’s smart to be ready for any situational questions pertaining to what you put as experience on your resume because they will use it as reference and a way to get to know you.

Of all the things you can do to prepare for an interview, it’s easily simplified by putting yourself in the shoes of your interviewer. For Culinary jobs, restaurant and hospitality jobs, or any hospitality industry opportunity, it’s not difficult to know what the person interviewing you expects out of a potential employee.  You would want to hire someone that presented themselves well, made you feel comfortable, had a warm personality, and used their prior experience to help you visualize them in the position they are applying for. For more tips and related posts on how to prepare for a job interview, interview questions, successful job interview techniques, and how to stand out in an interview, follow our blog!  

You run a people-oriented business, a business dependent on not only customer service but the customer experience. Shouldn’t hiring the right staff be a top priority? Having a great team is crucial to your business’s success… Without the right employees, even the best business model is practically worthless.

What constitutes the right employees for restaurant and hospitality jobs? You need to ask yourself who are the people who will represent your brand and your vision? They’re the people who posses natural traits necessary for success specific to the hospitality industry. Traits don’t necessarily mean everyday skills, and should be highly considered when reviewing candidates throughout every step of the application and interview process for hospitality staffing. Things to consider when evaluating your hiring process:

• Teaching someone to be a people person isn’t something that just happens. While it’s something that can be developed overtime,  natural abilities to empathize with strangers,  to work well with others, and to express sincerity are innate traits often necessary as a hospitality employee, and should be considered a top priority in the evaluation of a potential candidate. 

• Evaluating experience vs. train-ability is key.  A highly experienced applicant can sound like a dream come true, but remember they were trained by someone else to fulfill that someone else’s vision.   We all love hiring someone who’s got the experience necessary to succeed quickly, but experience comes with habits, and those habits may not always be good ones.  Be sure emphasize your company’s protocols and expectations early in the hiring process.  If the traits we referenced earlier are strong in the applicant but the resume is thin, consider this a blessing in disguise.  This employee may have the potential to be your protege, and you have the opportunity to mold them as such!

• Comparing the successful traits and previous experiences of your best current personnel can be a great benchmark for acquiring quality new hires.  Take the time to make a list of the qualities that make up a great applicant profile based on what you’ve seen succeed for you in the past.  Once you’ve identified the traits and previous experiences that excel  in your business model, you’ll have a perfectly outlined road map to hiring the right staff necessary to to succeed in the hospitality industry.

We all know that a 100% hiring success rate is unattainable, but over time you’ll develop an “eye” for what works in your system, and you’ll find that your ability to not only evaluate talent has improved, but your ability to attract it as well!  On that note, remember to make it easy for your potential new talent to find you!  Leverage your brand and create a careers page on your website to attract qualified applicants, and use your social media following to drive traffic!  A great applicant tracking system can be a huge asset in your hiring process to not only increase applicant traffic, but help you manage and evaluate your next awesome hire!