André Pellerin has over 25 years of expertise in the food service industry. Being a former Marketing and Sales Associate, and a previous restaurant Owner/Operator, André has knowledge from both the Food Establishment and Supplier sides of the business.
“Find me some A-players.” These were the instructions I overheard a GM in a restaurant say to someone on her team. I began reflecting on the state of restaurant recruiting these days, and wondering whether there are there truly such things as “good hires” and “bad hires.” Is our job simply to weed through the applications with the profiling techniques of a senior FBI agent to identify the good ones? Is hiring really that black and white?
I’d like to suggest that, except for some edge cases, most people take their performance cues from their surroundings. The culture and energy in your restaurant feeds into future performance, so it’s critical you find employees that will be a good cultural fit. Read below for some essential tips for attracting the kind of people who will be most successful at your location.
Each restaurant has an entirely different vibe. Before you start the interview cycle, make sure you can identify exactly what success looks like on your floor. What types of things do your most successful people do? What point of view does your most successful server have? How could you look for that in an interview? Get clear on the profile for a great team member.
The “help wanted” signs of yesterday have gone digital. Savvy managers know that the kinds of candidates who will be successful at their brand are probably not walking by looking for signs in windows. These days, restaurant marketing is as much for prospective employees as it is for the prospective diners. Make sure that your social media stream tells the story of what it is like to work with you. Some brands like Ian’s Pizza and Rick Bayless’ XOCO do a great job of not only highlighting their pizza on Instagram, Facebook, and Snapchat — but also at giving a glimpse behind the scenes of their fun & playful workforce.
Operationalize your interview process by having a core set of questions you can use with every interview. This standardization will help keep things consistent and will also help you measure candidates across the board. Your questions need to be legally compliant and should be focused on the work and style that you need at your location — keep out anything that isn’t related.
Pro-tip: To “super-size” this idea, create a document with your 5-10 questions and some space to jot notes. You can even add a column to score the responses. Use this template every time you interview.
I’ve seen far too many interviews that look like an interrogation scene from a Law & Order episode: the nervous candidate tries to crack a smile while being suspiciously questioned by the manager. That’s not how this process should play out. If you are truly looking for “talent” — act like it. Put your best foot forward in the interview. Make sure the candidate leaves really wanting to work with you.
Do the little things:
It takes a great sense of humor to make it in this business. That doesn’t mean you need a comedian who might be cracking jokes at the customer’s expense, but you should be looking for someone who doesn’t take themselves too seriously. Try to keep your interview positive and casual to see if you find moments of the “real” person coming through.
People will pick up on your cues, so if you are approaching the interview with the old school “prove-it-to-me” mindset your interviews probably won’t lend themselves towards your candidate dropping their guard and really connecting with you. If you are looking at two candidates, the one with the sense of humor is almost always the better choice.
Source: MIKE GANINO