A good restaurant manager is the glue that keeps the business together. They might need to shift their roles, abilities, and duties to fit any situation that may arise in a restaurant setting. They should also be able to construct staff rosters, keep track of payroll, fill in for a busser when needed, and handle any disgruntled customers skillfully.
You may know what the ideal restaurant manager looks like, but what happens when you need to replace them or add more managers to your team? Hiring new employees can be a daunting task. However, if you look in the right places, you can find the perfect person for the job.
Identifying Potential Restaurant Managers
The first step when looking for a good restaurant manager is determining the precise requirements for the opening. In this process, you should formulate a job description that emphasizes the values, necessary skills, and experience with specific duties that they should possess.
The next step is to begin your search. In order to attract top talent in the restaurant industry, you can use the following tips:
Advertise the Job on Online Platforms and Job Boards
The reliable recruitment channels for the restaurant and hospitality sector include job websites and job boards. When doing this, you should consider placing a “Help Wanted” sign in the window of this site. Moreover, if your restaurant has a website, post the job opening in the careers section of your site as well.
Having taken this step, you can now extend your search by searching for and appealing to the right prospects. It is unlikely that your ideal candidates will just pop up — you will need to put in the effort and do some searching.
Here are some of the industry-specific job boards you can use:
- Poached is a website that offers a range of job postings from around the world for both workers and businesses.
- HCareers is a great online resource for finding job opportunities which are posted daily.
- Culinary Agents is a website offering job opportunities in the culinary field.
- Sirvo is an online platform that allows users to apply directly to employers.
Below are some of the most popular job boards and hiring websites that are not industry-specific:
- Indeed is an online platform for companies to search for top talented candidates.
- Glassdoor is a great resource to post job openings.
- Monster is another job search website.
- CareerBuilder is an online job resource.
Job boards are an excellent tool for finding potential hires who are in the market for a new job opportunity. Posting open roles on such sites can be a great way to attract qualified candidates.
Utilize Social Media
Promoting open restaurant manager positions can also be done using your restaurant’s social media platforms. If your restaurant has a LinkedIn account, you can pay for a job posting. Additionally, if your restaurant has a Facebook page, you can share there as well.
From your eatery’s pages, you have the opportunity to spread job postings to your own personal social media accounts; someone in your networks could be interested or have the perfect person for the job. You can urge your colleagues to share the job opening and any details about the role with their acquaintances, either in person or through social media.
Some restaurants guarantee that their job postings are visible by using Instagram or Facebook ads to inform the public about available positions.
Source Qualified Applicants
LinkedIn can be a great tool to find experienced individuals in the industry who have compiled a profile containing details of their work experience and background. Such people have likely been in the industry for many years, making them the ideal candidates for the job.
To find potential restaurant managers, go to LinkedIn and type in the job title in the search bar. Then, switch to the “People” filter to see a list of individuals with that position. You can also refine the search by adding a location filter to bring up individuals who are currently restaurant managers in your vicinity.
See who the search yields and investigate their professional background. If it matches what you want in an excellent applicant, shoot them a pleasant LinkedIn message. Inquire if they’re open to new job opportunities and explain why your restaurant is an appealing place to work. Even if they’re not currently exploring other options, your initial impression will remain with them. They may even know someone else who could be a suitable candidate.
Make Use of Your Connections
Connecting with your existing network is another way to get personal references.
Do you know any of the people employed by restaurants in your area? You can inquire if they can think of a person who would be suitable for a management position.
If you have reliable customers, ask if any of them are aware of a person who could fill the role. Don’t be afraid to ask for assistance from any of your trusted contacts, such as your food supplier or butcher. Personal recommendations can be very effective in lessening the burden of the recruitment process.
Introduce an Incentive-Based System for Referrals from Current Staff
Once you have spread the word about the job through various outlets, done your own research, and spoken to those you know, it is prudent to reach out to your team. This is where an employee referral program can be beneficial.
This program involves current employees referring people they know to open positions, while receiving a reward for it. This can help to reduce the stress of hiring and identify strong potential hires.
An employee referral program can be a great starting point for recruiting for a more advanced role such as “restaurant manager”. It’s recommended to focus on candidates referred by current managers or other leadership personnel, however, employees may have had previous experience with great managers they could refer to.
Numerous statistics attest to the success of utilizing employee referrals, ranging from shortening the time needed to hire to improving the quality of the hire. Despite these advantages, there are also potential drawbacks. If one only hires their employees’ friends, family, and coworkers, it can create a selection bias, so it is necessary to keep the program open and to make sure varied perspectives are sought out.
Utilizing Internal Resources
The practice of giving opportunities to existing staff instead of hiring externally is a great way to reward loyalty and dedication. This can help to create a positive attitude within the workforce and motivate employees to work harder. Furthermore, promoting from within can help to ensure that the successful candidate is already familiar with the company’s culture and processes.
The restaurant staff you already have can be thought of as an untouched diamond mine. You may already have the perfect person for the job, and you may have already done the hard work of hiring and training them. To make sure they can become the gems of your team and become future restaurant managers and leaders, it’s important to offer them chances to keep growing and developing their skills.
Considering the advantages, why not promote from within and encourage career progression? Your restaurant has people who are familiar with the workings of your business. Some may have been there for an extended period, and they have contributed to operational improvements. These employees understand the menu, they are liked by customers, and they bring in high sales. Furthermore, they are respected by their colleagues, they assist in training new staff, and they are devoted to the success and goals of your company.
Rather than searching for a new hire to fill a managerial role, you may already have somebody on staff that can take the position. This would save both time and resources that would be devoted to hiring and training a new employee.
Don’t promote an exceptional server or bartender to a restaurant manager simply for convenience’s sake. It involves more than that. They may have already trained some new hires, but will they be able to maintain training procedures and promote growth? Will they be perceived as micromanagers? Will they be able to adjust to the new position of authority or will they be too worried about how their peers view them with the higher rank?
In order to decide if your staff desire to move up to a manager-level job and are equipped for such a promotion, you should interview them for the role like you would a new hire. Doing this can assist you in getting answers to the relevant questions.
When done correctly, offering employees the chance to advance their careers within your restaurant can set up a positive and sound staffing culture. Providing the team with possibilities for professional growth will cultivate an atmosphere of faith and motivate peak performance. It may even give your staff something to hold onto and remain in the restaurant for a longer time.
This article was published by LevelUp Recruiting LLC.
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