As a restaurant owner, you probably only want the best and most efficient for your establishment. Although there are certain limitations to welcoming all good things to a certain restaurant, regardless of whether it is the new year or not; you still have control over better production, marketing and higher sales for your business.
This is why you should already be thinking about hiring the best of the best employees for your restaurant establishment. Why the best? Because, all the time you’re not around; The status and condition of your lifetime investment is in the hands of these people you call your people: your employees. Just because you already know someone in your neighborhood who needs a job, doesn’t exactly mean he or she is THE right person to fill the space.
Next, we proceed to make it very clear that before you hire an employee to run your business and make a profit; he or she will have to demonstrate that his or her interests, dedication, and qualifications meet your standard and the job duties to be performed. This also means that the person not only has to be the best in your opinion, but also the right choice for you to work with.
This is also why hiring requires individual interviews. Interview questions that begin with “why,” “what,” “how much,” and “you” are essential to fill in the things you need to know about that person up front. It’s also the answers they give that make their questions sensitive. Before you conduct an interview, think about the approach you want and the message you’d like to send to your applicant. This will give them an idea of the type of work environment and boss they will be dealing with in the near future.
When it comes to ratings, you know what to look for. Of course, you’ll need someone with a degree, but don’t forget that a person with a college degree may not have the experience and skills necessary for your restaurant. This just means, don’t just look at an applicant’s credentials. If possible, explore more about what they have been doing in the past with previous companies and bosses they have worked with. Learn why they quit the job and try to gauge each of your applicants’ passion for working for you and for the job that awaits them.