ADG Global Supply

Each restaurant manager, at some point, is faced with the need to hire more employees. Your retired employee may have been a valuable asset, and it seems that no one else can fill the void left in your team, but it makes no sense to cry because of spilled milk. Act quickly and hire a good waitress and waiter. First of all, make sure that you know what you are doing, so make a list of requirements for a successful candidate and try to fulfill it during the hiring process. Does your restaurant need professionals with many years of experience? Or would you rather have someone with a playful personality and rely on personal training to put him in second place? Make sure you know at least that before the interview phase, this will save you time and money.

Searching for candidates is the first step in the recruitment process

You have two options: use work bags or ask your current staff for recommendations. In the first case, you will receive many applications from a variety of people – amateurs and professionals, unreliable students, and experienced people with the right attitude. However, having such a good option comes at a price: it will take you several days to analyze hundreds of applications, and advertising is usually worth the money.

The second option is somewhat safer but does not necessarily guarantee first-class professionals. The people invited by your staff will be local, which is good, and they feel responsible for recommending them, which is even better. Usually, you get more “people skills” from these candidates than professional skills, but it’s great if you are willing to spend time and train them.

Pay attention to the resume. No matter how trivial the job, to hire topless waitresses and waiters  to work should always be flawless. The copied meaningless resumes are proper evidence that the person you work with may not appreciate the job and end up causing the illness one day after the party all weekend. Resumes showing only academic accomplishments and not actual paid work may indicate that you leave first when the restaurant is busy, and the situation becomes complicated.

At the interview stage, you should have a shortlist of five to ten candidates. Give the green light to those who are interested in the restaurant and the service itself (or at least pretend to be smart) instead of starting with questions about free meals and overtime rates. After the interview, you should invite a successful candidate to take a test shift on a busy day.

At the end

Changing the test in most cases is just a formality, but it allows you to check how your new team member acts in stressful situations, behave with clients and whether he gets along well with the rest of the team. If you feel that this will not work, call someone else from the interview list.