Hiring restaurant staff can feel like hunting for purple unicorns. An endless search for the perfect mix of reliability, friendliness, and a touch of superhuman patience. Whether you’re tired of the “revolving door” effect or just need a team that cares about your restaurant as much as you do, these four steps will help you find, screen, and hire the right people to keep the tables turning and customers smiling.
1. Write a Job Ad that Pops (No Boring Bullet Points!)
Think of your job ad as a first date: it’s all about making a good impression. Too many job ads look like checklists of duties, which is like saying, “I love long walks on the beach” when what you really mean is, “Please take out the trash.” To stand out, start with what your staff wants to hear: What’s in it for them?
Start your ad with a sneak peek of the perks: a fun, close-knit team, a lively atmosphere, or even staff discounts on the restaurant’s famous truffle fries. (Who doesn’t want endless fries?) Make it clear you’re offering more than “just a job.” And don’t forget personality! Whether you’re casual and cozy or a lively, high-energy spot, let that shine. People who vibe with your restaurant’s energy will be way more likely to apply.
2. The Tire-Kicker Filter: A Simple “Homework Assignment”
A great ad will attract applicants—but some might just be clicking “apply” while half asleep. To weed out the “just looking” crowd, throw in a small, fun “homework assignment” in your application process. Try something like this:
“Email your resume to [your email] and include answers to these three questions:
- What’s your favorite restaurant experience as a guest?
- How would you recommend a new dish to a guest who’s unsure about it?
- If you could only eat one type of cuisine for the rest of your life, what would it be?”
These aren’t trick questions. They’re just a friendly “test” to see if applicants are actually paying attention and willing to put in a bit of effort. If someone skips these questions, they probably won’t be putting much effort into, say, making the perfect cappuccino foam heart either. Plus, their answers give you a glimpse into their personality—and if they love sushi, all the better for your sushi spot!
3. Ditch the Stuffy Interview: Make It Interactive!
The restaurant world isn’t exactly a sit-down-at-a-desk kind of job, so why treat the interview like one? Traditional interviews can feel as awkward as a first date at a silent disco. Instead, shake things up with real-life scenarios. Have them greet an imaginary customer, organize a mock drink order, or show you their best plate-carrying skills (bonus points if they can manage three plates without wobbling).
If possible, invite candidates to work a trial shift to see how they fit with the team. No trial shift? No problem. Role-play common situations, like handling a picky customer or managing a sudden rush of orders. Ditch the “Tell me about yourself” question and get specific with real examples: “What’s the trickiest customer interaction you’ve handled, and how did it go?” These show you how they respond under pressure—without making them feel like they’re being grilled.
And for a little extra insight, throw in a brainteaser or two, like “If you had to prepare one dish with only three ingredients, what would you make?” Resilience and resourcefulness go a long way in a restaurant, and you’ll quickly see who’s ready to think on their feet—or plates!
4. Close the Deal—But Keep it Professional
Hiring is a bit like a courtship. You want to find the right match, make them feel welcome, and—this is important—not ghost them. Even if a candidate isn’t the right fit, it’s worth keeping it courteous. Think of it this way: a rejected applicant today could be tomorrow’s loyal customer, or even a future hire who just needed a bit more experience.
Maintain your restaurant’s good reputation by communicating clearly with all applicants and keeping to timelines. Don’t leave them hanging (or hungry for answers), and show them the respect they’d give a guest. The hospitality industry is a small world, and word travels fast. The way you treat people, even in the hiring process, can make a big difference.
Finding great restaurant employees isn’t about filling a role; it’s about building a team that’s ready to share in your restaurant’s vibe and values. Take a thoughtful, humorous approach to hiring, and you’re bound to attract team members who will bring just as much passion to the floor as you do. After all, you’re not just hiring hands—you’re hiring heart, humor, and hospitality!
