How To Hire a Server or a Waiter

Despite the rise of self-service technology, the job market for Waiters is still expected to grow by 1% from 2023 to 2033. Although small, this growth still proves that Servers and Waiters bring unique value to restaurants by providing a warm, personalized and memorable experience for customers. 

To help you find wait staff who can contribute to your restaurant’s success, here are some tips on how to hire a Server.

Given the subtle differences between a Server and a Waiter/Waitress, we may use the terms interchangeably throughout this article, but they both refer to the same role. We’ll explain some of their differences near the end of this article. 

The Steps To Hire a Server or a Waiter

Hiring the right Server involves being clear about your requirements, using the right platform to reach your target audience and carefully evaluating applicants to reduce the risk of hiring mistakes. 

We’ll go through each step below to make your process of hiring Servers efficient. 

1. Assess Your Needs and Budget

How many Servers or Waiters do you need? Having a clear understanding of your staffing needs is important when learning how to hire a Server.

For example, if you’re running an upscale restaurant, you may need to hire more Servers so that one is responsible for only a maximum of three tables. This ensures that each table receives the high level of attention that fine dining guests expect. 

This contrasts with managing a casual restaurant, where one Waiter is expected to serve up to five tables.

The restaurant type, the quality of the service and the base salary Servers in your area typically earn, will all impact your recruitment budget.

2. Create a Job Description

Now that you have clarity on your needs and budget, it’s time to translate that into a job description for hiring Servers.

According to HR Dive, a human resources news publication, 72% of Hiring Managers believe they provide concise job descriptions. However, only 36% of applicants agree. 

These statistics compel hiring teams to revisit their job descriptions to ensure clear expectations between employers and candidates regarding the role and to make sure that all the essential sections of a job description are included. 

Need a Server job description? Download it now for FREE. 

3. Post Your Job Ad

A staggering 81% of recruiters say that hiring is more challenging now than it was last year.

Knowing how to advertise your job openings for free alleviates some of the stress on Hiring Managers by cost-efficiently reaching the right audience. 

The first step is identifying places where you can share that your restaurant is hiring wait staff.

Below, we’ve briefly highlighted three platforms where you can post your job ad for free.

OysterLink

OysterLink is a job search platform exclusively for the hospitality industry. It allows you to connect with more than 150,000 professionals in the events, food and beverage and hotel sectors. The sections on interview questions, career advice and paycheck calculator are all additional standout features of this hospitality job board.

Indeed

Many employers in the restaurant sector use this platform for its wide reach. Indeed claims to have more than 350 million unique monthly website visitors. The bad thing about Indeed is that competition is fierce and it’s difficult to make your job ad stand out without dedicating a budget and running a pay-per-click boost campaign.

LinkedIn

LinkedIn is another leader in helping employers find talent. Aside from its wide talent pool, it has features that help streamline the recruitment process. LinkedIn only allows one free job posting, and each additional job slot can set you back anywhere from $1,000 to $2,000, depending on location and type of establishment.

Which job posting platform should you choose?

Out of the three listed above, OysterLink is the only job board specifically for the restaurant and hospitality industry, making it easier for you to reach your target audience. In addition, its free job posting feature is easy to use, allowing you to advertise open positions quickly and efficiently. There’s also no limit on the number of jobs you can post, so you can easily and quickly fill all of your open positions.

When posting your job ad on OysterLink, we recommend using attention-grabbing headlines such as “Now Hiring Servers” or “We Are Hiring Servers”. 

Below you have some examples.

Example 1:

Example 2: 

Now Hiring Servers!

[Restaurant Name] is searching for enthusiastic and reliable servers to join our team. We pride ourselves on creating memorable experiences for our guests, and we’re looking for team members who share our passion for great service and hospitality.

Salary: $[Salary range] per year

Schedule: Full-time (minimum of [Number] hours per week, may include weekends, nights and holidays)

Employee Perks & Benefits:

• Hourly wage plus tips
• Flexible scheduling and potential for career advancement
• Employee discounts on meals
• A fun and inclusive work environment

Responsibilities:

• Provide excellent customer service 
• Accurately take and deliver food and beverage orders
• Handle guest inquiries, concerns or complaints in a professional manner

Skills & Experience:

• Prior experience in serving or customer-facing roles preferred but not required
• Strong communication and multitasking skills
• Ability to stand for long periods and carry food/drink trays safely
• Willingness to work a flexible schedule, including nights, weekends and holidays

These are just two samples of what your job ad should look like. We have more detailed job descriptions for both Servers and Waiters, so feel free to check them out below.

4. Screen Applicants

If you’re a restaurant hiring Servers, the first thing you might want to do when you’re screening applicants is to eliminate those who don’t meet your requirements. However, it’s much more productive to focus on finding those qualified because the process of filtering applicants can be heavily influenced by bias. 

For example, a Hiring Manager may start screening applicants by checking if they have a high school diploma. Those who don’t have one may be automatically weeded out even if they have years of experience. 

To guide you through this complex process, follow these steps.

Cross-check the resume with your job description: Using the job description you created or copied as a guide, compare the skills listed in your job ad with those written on your candidates’ resumes. 

Schedule a quick phone interview: Phone interviews give you a chance to clarify any questions or concerns you may have from the resumes. Come up with at least five questions (or read our Waiter/Waitress interview questions) and ask the same set to all candidates who reach this stage to ensure a fair comparison.

Conduct social media screening: Confirm everything you’ve learned about the candidate so far by reviewing their LinkedIn, Facebook or Instagram accounts. Check if they’ve exhibited any inappropriate behavior that may affect your restaurant’s reputation.

5. Interview Candidates

Now that you have a smaller pool of candidates, it’s time to prepare for interviews. The first step is to put together a set of questions aimed at assessing cultural fit, skills and behavioral traits.

When hiring Waiters, look for attributes such as strong interpersonal skills, professionalism and passion for the hospitality industry, as these directly impact a customer’s dining experience. 

Pay attention to non-verbal cues such as good posture, the ability to maintain eye contact and common courtesy as applicants answer your questions. 

6. Run a Background Check

Most restaurants hiring Servers run background checks to avoid hiring individuals with records of repeated misdemeanors or violent behavior. The National Conference of State Legislatures, a bipartisan organization that serves the legislatures of the U.S. states and territories, reports that 1 in every 3 Americans has a criminal record. This makes it crucial to conduct a thorough background check to protect both the restaurant’s reputation and its customers. 

In addition to a criminal record check, here are other types of background checks employers usually perform:

• Identity check: Verifies the candidate’s identity to ensure they are who they claim to be, typically through social security 
• Employment verification: Confirms the accuracy of a candidate’s employment history 
• Reference check: Involves contacting individuals listed by the candidate to gather insights about their skills, work ethic and overall suitability for the role

If you find any red flags during the background check, consider how these issues relate to the role. Consult your company’s hiring policy to determine how to proceed instead of immediately dismissing the candidate. 

7. Negotiate Salary and Make an Offer

Once you’ve found a candidate from your pool of Servers for hire who has checked all your boxes and passed the background check, the next step is to negotiate the salary and demonstrate why your restaurant is a great place to work. 

Start by offering a fair salary based on your restaurant’s location as salaries can vary greatly depending on where you are. For example, Servers in West Virginia earn an average of $30,484 per year. Meanwhile, those working in the District of Columbia make around $44,915 annually.

Once you’ve determined the market rate, reach out to the candidate with an offer.

It’s a good idea to make the initial offer by phone so that you can gauge the candidate’s reaction. During the call, be sure to explain why you’re offering them the position to reinforce their value to the team, boost their confidence and create a positive impression of your restaurant.

In addition to salary, discuss employee perks, the work schedule and the proposed start date. Your goal is to ensure that the candidate fully understands the job terms, establish rapport and address any immediate concerns.

Finally, send a written offer letter with a deadline for their acceptance. You may use the template below. 

Dear [Candidate’s Name],

We are pleased to offer you the position of [Job Title] at [Your Restaurant’s Name]. Your experience in providing outstanding customer service, strong interpersonal skills and knowledge of food and beverage match our expectations. We believe you’ll contribute significantly to our team. 

Your starting salary will be [Amount] per [hour]. In addition to your salary, you will receive the following benefits:

• [Benefit 1]
• [Benefit 2]
• [Benefit 3]
• [Benefit 4]
• [Benefit 5]

Your anticipated start date is [Start Date], and your work schedule will be [Work Schedule].

Please confirm your acceptance by signing this letter and returning it by [Acceptance Deadline].

We look forward to welcoming you to our team!

Sincerely,

[Your Name]
[Your Title]

The Types of Waiters You Can Hire

The type of Waiter you need to hire depends on your restaurant’s style, the kind of service required and your customers’ expectations. Below, we’ve listed the most common types. 

Waiter/Waitress

A Waiter/Waitress is focused on taking orders, delivering food to customers and ensuring they have everything they need at the table. Waiters usually work in traditional restaurant settings where speed is prioritized over customer engagement.

Server

Servers generally do more than just collect orders and bring food to customers. They also perform other duties, such as engaging with customers by recommending food, managing payments and collaborating with the kitchen staff. 

Servers are typically hired in upscale restaurants where interaction with customers is essential. 

Fine Dining Server

Fine Dining Servers take the role of Servers to the next level. They have extensive knowledge of the menu, including food and wine pairing and are trained in formal service etiquette. They are ideal for restaurants that focus on a luxurious dining experience.

Head Server

A dining establishment needs a Head Server when it has a large team of wait staff to manage. Head Servers are valued for their ability to ensure service standards are met, train new staff and motivate the team. Head Servers can work in both traditional and upscale restaurant settings. 

Common Challenges in Hiring Servers and How To Overcome Them

Below, we’ve outlined some of the problems Hiring Managers face in hiring Servers and ideas on how to solve them. 

High Turnover Rates

The Bureau of Labor Statistics reports that the leisure and hospitality industry has one of the highest separation rates at 4.5%. The most common reasons why people leave their restaurant jobs include labor intensity, long hours and poor management. To address this, Hiring Managers may consider the following:

• Monitor management for toxicity: Regularly assess leadership practices to ensure a positive work environment.
• Recognize the hard work of employees: Create a culture of recognition by rewarding employees for their achievements with bonuses, gifts or other incentives.
• Give them clear career paths for growth: Be clear about opportunities for advancement in your restaurant so that the team has something to look forward to.

Training Time and Costs

Onboarding new Servers can be time-consuming and costly. To address this, examine the following strategies. 

• Develop a robust onboarding system: Create a structured onboarding process that efficiently integrates new hires and helps them acclimate quickly to the restaurant environment.
• Consider cross-training staff: Implement cross-training to equip Servers with skills in multiple roles, enhancing flexibility and reducing the need for extensive training sessions for each specific position.
• Combine hands-on training with mentorship: Pair new Servers with experienced staff for hands-on training, ensuring they receive real-time feedback and support while learning the ropes.

Competition

In a saturated job market, hiring a skilled Server requires a strategic approach:

• Offer competitive salaries: Ensure your salary offer is within industry standards and aligned with location and job responsibilities.
• Offer flexibility: Counter the long hours that inevitably come with working in the hospitality industry by providing flexible schedules and promoting a work-life balance.
• Develop company culture: Create an environment that values teamwork, promotes career growth and recognizes achievements, as this can foster loyalty among restaurant staff.