In the fast-paced restaurant industry, the dedicated staff behind your restaurant’s success are the unsung heroes. Hiring the right staff can mean the difference between having a successful business and one that’s a nightmare to run.
Read on to discover how to hire restaurant staff along with some useful restaurant hiring tips.
How To Hire Restaurant Staff
According to research by Houlihan Lokey, restaurant sales increased by 12% in 2023 and they’re expected to keep growing year on year. This also means restaurants will need to hire more employees, so knowing the steps to get the people you need as an employer is important.
Here’s a simple breakdown of the restaurant hiring process before we discuss each individual step in more detail further down below.
| Step | Description |
|---|---|
| Identify the roles | Consider which roles you restaurant will need |
| Create job descriptions | You’ll need well-structured job descriptions to hire the right staff |
| Find candidates | Post your descriptions and job ads on the right hiring platform |
| Evaluate the applicants | Narrow down your selection to a few applicants |
| Conduct interviews | Select the best applicants and offer them a job |
| Streamline the process | Use the same approach to fill other roles |
Let’s go through each step individually and discuss what it entails.
1. Identify Roles You’ll Need
Knowing how to recruit restaurant staff starts by clearly figuring out the key positions your restaurant requires. Think of these positions like puzzle pieces that complete the big picture.
For instance, imagine your Head Chef as the kitchen’s captain, making sure it operates efficiently and all dishes going out are on point. The Sous Chef supports the captain, directly supervising kitchen team members.
For kitchen members, also known as back-of-house roles, you might need any number of the following:
- Line Cook
- Prep Cook
- Cook
- Chef
- Head Chef
- Executive Chef
- Pastry Chef
- Kitchen Manager
Depending on the type of establishment and the size, you might not even need a Head Chef or an Executive Chef. Smaller, family-owned businesses typically have one Chef and several Cooks or Line Cooks to help out with preparing dishes. You won’t know how to hire kitchen staff until you know how many of each role you need.
Only big restaurants or restaurant chains employ Head Chefs and Executive Chefs since they need to manage multiple kitchens and restaurants.
Now, it’s time to shift your focus to the dining area. Here are some of the roles you might need to fill:
- Waiter/Waitress
- Server
- Host/Hostess
- Barback
- Bartender
- Sommelier
- Restaurant Manager
- Assistant Restaurant Manager
- Receptionist
- Hotel Manager
Again, whether you need all of the roles above depends entirely on the size and type of your establishment. If you’re operating a restaurant and not a hotel, you obviously won’t need a Hotel Manager or a Receptionist, since you’ll have a Host or a Hostess greeting the guests.
Similarly, not all restaurants employ both Servers and Waiters. The differences between these two roles are quite minor and most establishments choose to hire one or the other.
As for how many of each role you’ll need to hire, that depends entirely on the size of your establishment. We have a separate article explaining how to staff a restaurant and how to calculate how many employees in each role you’ll need.
2. Craft Simple Job Descriptions
Now that you’ve got a handle on the roles your restaurant needs, it’s time to outline them clearly. Think of job descriptions as straightforward roadmaps.
Your goal? To provide potential candidates with a crystal-clear understanding of what the job entails. If you want to know how to hire restaurant staff, you have to start with job descriptions.
When creating job descriptions, skip the jargon and focus on being direct and clear. Describe each role with authenticity, giving candidates an accurate glimpse of their responsibilities.
Be sure to highlight how each role contributes to the overall vibe of your restaurant. By the time candidates finish reading it, they should clearly understand the role’s responsibilities, how it contributes to your restaurant’s ambiance and the essential qualities for excelling in the position.
Here at OysterLink, we have free job descriptions for each specific restaurant and hospitality position. You can use our job descriptions as templates and tweak them so they’ll fit your specific needs and requirements.
3. Post Your Job Ad
Now, let’s uncover the right additions to your team. Start by exploring different paths to connect with potential candidates.
With the internet and the many job platforms available out there, you can gain access to hundreds of potential applicants.
OysterLink, in particular, has made it easier than ever to post a job (it’s free and simple to do) and tap into a large restaurant and hospitality talent pool. If you want to find the right candidates in the shortest amount of time possible, you can’t beat a free job advert on a platform that has over 150,000 hospitality employees. It’s the best way to hire restaurant employees.
Another way of finding applicants is by attending events like the National Restaurant Association Show or tap culinary schools like The Culinary Institute of America. That being said, this requires significantly more time and effort since it involves traveling and networking.
4. Evaluate Candidate Fit
As you review applications and profiles, focus on gathering insights that can hint at candidate fit and potential. While you can’t fully gauge who’s a perfect fit from a resume, you can identify certain indicators.
Look for relevant experiences, such as previous work in similar settings or roles, that demonstrate familiarity with the demands of your restaurant environment.
Examine any volunteer work, certifications or training that aligns with your values, such as dedication to culinary excellence or exceptional service.
Additionally, consider any personalized elements in the application, such as a well-crafted cover letter that showcases enthusiasm for your restaurant’s mission and values.
Lastly, look for consistency between the candidate’s stated career goals and the opportunities your restaurant offers.
By thoughtfully considering these aspects during the shortlisting phase, you’re taking important steps toward building a reliable restaurant team.
5. Select the Right Candidates
With a clear understanding of the roles, well-crafted job descriptions and insights into candidate fit and potential, it’s time to move to the interview stage. In this phase, you find the puzzle pieces that perfectly fit your team.
During interviews, keep things conversational and authentic. Start by asking about their experiences, not just in terms of skills, but also in handling various scenarios that may arise in a restaurant environment.
Listen closely to how they communicate and collaborate, as these interpersonal skills are vital. We have a whole section dedicated to interview questions for almost every position and role in hospitality, so if you need inspiration, feel free to check it out.
Don’t forget to discuss their enthusiasm for your restaurant’s mission and values. A genuine passion for the culinary world and a commitment to outstanding service are attributes that can truly enrich your team.
By meticulously selecting candidates who align with your vision and ethos, you’re shaping a cohesive team that can deliver exceptional experiences to your customers.
6. Streamline Your Hiring Process
Now that you have a clear blueprint for building your restaurant dream team, it’s time to streamline the hiring process itself.
Create a structured hiring timeline that outlines the various stages — from posting job listings to making final selections. This helps keep the process organized and ensures timely communication with candidates.
Make sure also to use technology to your advantage. Online application systems, video interviews and digital assessments can simplify the process and make it more accessible for candidates.
During interviews, ask tailored questions that provide insights into candidates’ suitability for the role and their alignment with your restaurant’s values. Check our Waitress interview questions for inspiration!
Keep the selection process collaborative, involving relevant team members to gather diverse perspectives.
Lastly, ensure transparent and timely communication with candidates at every step, even if they’re not selected. Providing constructive feedback can leave a positive impression and maintain a good reputation for your restaurant.
By streamlining the hiring process, you create a positive experience for your team and potential candidates, ensuring that you find the right individuals to contribute to your restaurant’s ongoing success.
Advice From an Industry Professional
We recently did an interview with Carolina Franco, a Human Resource Director for Renaissance Hotels. We asked her how difficult it is for her to find a good candidate, and this was her response.
“Finding a good candidate really depends on where the job is posted. A lot of people apply just to see what’s out there, which adds to the challenge. I have a coordinator on my team, and together we review around 80 resumes a day, especially for entry-level positions.
Carolina Franco, Human Resource Director
It’s a little bit more challenging for a Director of Operations or Hotel Manager role. For those, we go through about 30 to 40 resumes a day. It is challenging to choose between experiences and decide who might be a better culture fit based on the resume. That’s why interviews are so important.”
Qualities To Look for in New Hires
Just as each flavor contributes to a dish, the qualities you seek in new hires will define the flavor of your establishment. In the world of restaurants, certain traits define the perfect fit for your restaurant’s culture.
Remember that although skills can be taught, the following underlying qualities serve as the building blocks of a remarkable team.
Adaptability and Enthusiasm
Restaurants are fast-paced arenas. Seek candidates who thrive in change, eagerly taking on challenges like sudden rushes or new menu experiments. Their enthusiasm infuses your team with a positive energy that keeps customers and fellow staff happy.
Effective Communication
Clear communication is the backbone of seamless service. Look for individuals who can relay orders accurately, converse with customers and collaborate smoothly with colleagues. A team that communicates well ensures that everyone’s on the same page.
Team Player Mindset
Like the gears in a well-oiled machine, every team member matters. Prioritize candidates who value teamwork—i.e., working together for shared success. A team player’s mindset creates an environment of cooperation, leading to good teamwork and high morale.
Attention to Detail
Whether it’s plating dishes or maintaining the dining area, the little things matter. Look for new hires who pay attention to details, ensuring quality in presentation and upkeep. Their dedication shines through in the finer aspects that customers notice.
Calm Under Pressure
Restaurants can be intense. Look for candidates who stay composed during busy times and multitask efficiently. Those who handle pressure gracefully ensure consistent service even when things get hectic—and things almost always are.
General Questions To Ask
This question unveils how candidates manage challenges under pressure, showcasing their customer service and problem-solving skills. Look for candidates who can stay calm, show empathy and focus on resolving the issue while keeping customers satisfied.
By answering this, candidates reveal their organizational talents and ability to shine amidst chaos—crucial for peak times. Seek answers that reveal organizational prowess, multitasking and the ability to prioritize tasks effectively to ensure seamless service during busy periods.
This question taps into candidates’ teamwork and interpersonal skills, reflecting their potential to foster a positive work environment. Look for instances where they actively collaborated, supported their teammates and contributed to a positive team atmosphere.
This question highlights candidates’ communication skills, which are paramount for seamless operations and customer satisfaction.
Seek answers that demonstrate candidates’ ability to communicate concisely, listen actively and ensure everyone is on the same page to minimize misunderstandings.
This question assesses accountability and problem-solving skills. Look for candidates who take responsibility, rectify their errors transparently and learn from the experience, contributing to a culture of continuous improvement.
How To Train New Hires
Training new hires is the cornerstone of building a resilient and committed restaurant team.
To make sure your employees not only perform well but also thrive in your company over the long haul, consider a comprehensive training approach that combines the following key strategies. Here are some training tips for hiring restaurant employees.
Implement Hands-On Learning and Set Clear Expectations
Before anything else, make sure each staff member understands their job responsibilities and the restaurant’s core values from the outset.
This will help them grasp the importance of their role and how it contributes to the overall team’s accomplishments.
Then, immerse them in hands-on training that mirrors real-world challenges. Allow them to shadow experienced staff, engage in simulations and actively participate in tasks under guidance.
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Offer Mentorship and Continuous Support
Connect each new hire with a seasoned mentor who can provide personalized guidance and answers to questions. You can also establish regular feedback sessions, both informal and structured, to facilitate continuous improvement.
It’s best to also offer opportunities for skill development through workshops and training sessions, ensuring they remain engaged and enthusiastic about their growth within the organization.
Allow Clear Communication and Regular Check-Ins
Maintain transparent communication about performance expectations, goals, and progress. Regular check-ins, for example, can make addressing concerns and making any necessary adjustments easier.
This approach promotes a sense of belonging and encourages open dialogue between new hires and management.
Encourage Autonomy and Reward Effort
Empower new team members to take ownership of their roles and make decisions within their scope. Recognize and celebrate their achievements, fostering a sense of accomplishment and motivating them to consistently perform at their best.
Find Top Restaurant Talent With OysterLink
The best way to find restaurant and hospitality professionals is with OysterLink. You can post a job for FREE and get access to over 150,000 different professionals ready to start working. Some are looking for entry-level jobs while others have years of experience and can join your establishment as Chefs and Restaurant Managers, to name just a few positions.
If you need inspiration, feel free to browse through our job listings to see how other companies are posting their job ads and how they’re attracting top hospitality candidates.
Written by Jericka Orellano
Jericka is a published author who has had a decade of experience in publishing, editorial work, localization and media. Having spent eight years as a professional trainer and supervisor for other writers and editors, she excels in research, copyediting, proofreading and quality assurance. She now works with OysterLink as a content specialist.
Reviewed by Stefan Petrov
With over 10 years of experience as a writer and editor, Stefan has worked in the automotive, IT, health and hospitality industries. Familiar with Google Search Console and other SEO tools like Ahrefs and Semrush, Stefan uses his experience to create content that’s visually appealing to the user but also ranks in the SERPs.
