Introduction
In the dynamic and fast-paced world of the restaurant industry, managing employee turnover and temporary staffing is crucial for maintaining high-quality service and operational efficiency. Hiring temporary restaurant staff comes with its own unique set of challenges, but with the right strategies, you can ensure that your temporary hires are a great fit for your establishment and contribute positively to your team. In this comprehensive guide, we'll explore the key aspects of hiring quality temporary restaurant employees, including restaurant staffing statistics, the pros and cons of temporary staffing, how to attract top candidates, effective screening methods, pre-offer considerations, and training techniques. Whether you're looking to fill seasonal positions, cover for absences, or add extra hands during peak times, this guide will provide you with the insights and strategies you need to hire and retain quality temporary staff members.
Restaurant staffing statistics
Understanding restaurant staffing statistics is essential for restaurant owners and managers to navigate the challenges of employee turnover and temporary staffing. Let's dive into some key statistics:
Turnover Rate: The turnover rate in the restaurant industry is notoriously high, hovering around 94% even after settling down from an all-time high of 130.7% in 2020. This means that nearly all restaurant establishments experience regular turnover and need to hire new staff frequently.
Cost of Turnover: Losing a front-line employee can cost an average of $5,864 in direct and indirect costs. The cost of losing a management-level employee is about three times that amount. These costs include expenses related to recruiting, hiring, training, and lost productivity.
Current Staffing Levels: 62% of all operators in the foodservice industry report that their current staffing levels are below normal. This shortage of staff can lead to increased workload for existing employees and challenges in maintaining quality service.
Training Challenges: Training staff is cited as a top challenge by many operators in the foodservice industry. With high turnover rates and a constant need to onboard new employees, training can be a significant investment of time and resources.
Post-COVID Challenges: The foodservice industry is facing additional staffing challenges as it rebounds from the impacts of COVID-19. Many establishments are struggling to find and retain qualified staff as they ramp up operations.
Outlook: Owners and operators are likely to continue to struggle with staffing needs for front-of-house, kitchen, and management staff. Temporary staffing can provide some relief from these challenges, offering flexibility and cost savings.
Hiring temporary restaurant staff can offer several benefits, but it also comes with its own set of challenges. Let's explore the pros and cons:
Flexibility: Temporary staff can provide flexibility in scheduling, allowing you to adjust staffing levels based on demand. This can be particularly useful during peak times or for special events.
Cost-Effective: Hiring temporary staff can be more cost-effective than hiring full-time employees, as you are not required to provide benefits such as paid time off or health insurance.
Access to a Larger Pool of Talent: Temporary staffing agencies can provide access to a larger pool of qualified candidates, making it easier to find the right fit for your needs.
Outsourcing Options: You can outsource your temporary staffing needs to a recruiting agency, which can handle the hiring process for you, saving you time and effort.
Opportunity for Permanent Hiring: Temporary roles can serve as a trial period for potential permanent hires. If a temporary employee performs well, you may choose to offer them a full-time position.
Lack of Commitment: Temporary workers may not demonstrate the same level of commitment and loyalty as permanent employees, as they may only be with your establishment for a short period of time.
Training Requirements: Temporary staff will still require training on your workflows and procedures, which can be time-consuming, especially during busy periods.
Quality of Service: Temporary workers may not provide the same level of care and attention to your guests as permanent employees, which can impact the overall quality of service.
Costs of Using a Recruiting Agency: If you choose to use a recruiting agency to hire temporary staff, you may incur additional costs, such as agency fees.
Integration Challenges: Temporary staff may take time to integrate into your team and may not be as familiar with your establishment's culture and operations.
Attracting great candidates for temporary restaurant positions requires a strategic approach to job advertising and recruitment. Here are some effective strategies:
Write a Compelling Job Ad: Craft a job ad that highlights the benefits of working at your restaurant, such as a positive work environment, opportunities for growth, and competitive pay. Clearly outline the responsibilities of the role and the duration of the contract.
Use Relevant Job Sites: Post your job ad on job sites that cater to the hospitality industry, such as Monster, Indeed, or Seasonal Jobs. These sites attract candidates who are specifically looking for temporary restaurant positions.
Utilize Social Media: Share your job ad on your restaurant's social media channels to reach a wider audience. Encourage your followers to share the post to increase visibility.
Ask for Referrals: Employee referrals can be a valuable source of candidates. Ask your current employees if they know anyone who would be a good fit for the role.
Attend Job Fairs: Job fairs are a great way to connect with potential candidates in person. Consider attending local job fairs or hosting your own hiring event at your restaurant.
Offer Competitive Pay and Benefits: To attract top candidates, you need to offer competitive pay and benefits. Research what other restaurants in your area are paying for similar roles and adjust your offer accordingly.
Highlight Opportunities for Advancement: If there is potential for temporary positions to lead to permanent roles, make sure to mention this in your job ad. Many candidates are attracted to roles that offer opportunities for growth and advancement.
Be Transparent: Be honest and transparent about the temporary nature of the position. Candidates appreciate transparency and knowing what to expect.
Screening candidates for temporary restaurant positions is essential to ensure that you hire individuals who are qualified, reliable, and a good fit for your establishment. Here are some effective strategies for screening candidates:
Review Resumes and Applications: Look for relevant work experience in the hospitality industry, as well as any certifications or training that may be relevant to the position.
Conduct Phone Interviews: Phone interviews can help you quickly assess a candidate's communication skills, professionalism, and availability. Ask questions about their previous experience and why they are interested in the position.
Use Behavioral Interview Questions: Ask questions that require candidates to provide specific examples of how they have handled situations in the past, such as dealing with a difficult customer or working under pressure. This can help you gauge their problem-solving skills and interpersonal abilities.
Check References: Contact the candidate's references to verify their work history and performance. Ask about the candidate's strengths, areas for improvement, and overall suitability for the position.
Assess Skills: Depending on the role, you may want to assess candidates' skills through a practical test or demonstration. For example, ask a server candidate to describe the steps they would take to handle a customer complaint.
Consider Cultural Fit: Evaluate whether the candidate's values and work ethic align with your restaurant's culture. Consider how well they will fit in with your existing team.
Review Background Checks: Conduct background checks to ensure that candidates have a clean criminal record and are eligible to work in your country.
Evaluate Availability: Ensure that candidates are available to work the hours and shifts required for the position.
Before extending an offer to a candidate for a temporary restaurant position, there are several important steps to take to ensure that you are making the right decision:
Legal Considerations: Familiarize yourself with the legal requirements for hiring temporary employees in your area. This may include minimum wage laws, overtime regulations, and any specific requirements for temporary workers. Ensure that you are compliant with all relevant laws and regulations to avoid legal issues down the line.
Salary and Compensation: Determine the salary and compensation package you are prepared to offer the candidate. Consider factors such as the candidate's experience, the local market rate for similar positions, and your budget. Be prepared to negotiate with the candidate if necessary to reach a mutually beneficial agreement.
Benefits and Perks: Consider whether you will offer any additional benefits or perks to the candidate, such as meal discounts, flexible scheduling, or opportunities for advancement. These can help make your offer more attractive to top candidates.
Service Fees for Recruiting Agencies: If you are using a recruiting agency to hire temporary staff, consider the service fees associated with their services. Factor these fees into your budget when determining the maximum rate you can offer to temporary workers.
Contract Terms: Clearly outline the terms of the temporary employment contract, including the duration of the contract, the expected start date, and any specific duties or responsibilities. Make sure the candidate understands and agrees to these terms before extending an offer.
Background Checks: If you have not already done so, conduct background checks on the candidate to verify their work history and ensure they have a clean criminal record. This can help you make an informed decision about whether to extend an offer.
Finalize Job Details: Before extending an offer, make sure you have finalized all the details of the job, including the candidate's work schedule, reporting structure, and any training or orientation requirements. This will help ensure a smooth transition for the candidate once they start working.
Training temporary staff members is crucial to ensure they are equipped to perform their roles effectively and contribute to your restaurant's success. Here are some key steps to consider when training temporary staff:
Orientation: Start by providing a comprehensive orientation that introduces temporary staff to your restaurant's culture, values, and policies. This should include an overview of your menu, service standards, and expectations.
Job Specific Training: Provide job-specific training that covers the tasks and responsibilities associated with the temporary staff member's role. This may include training on food preparation, serving techniques, cash handling, or customer service.
Shadowing: Pair temporary staff with experienced team members to shadow them and observe how tasks are performed. This hands-on experience can help temporary staff learn quickly and feel more confident in their roles.
Use of Technology: If your restaurant uses technology such as a POS system or online ordering platform, provide training on how to use these tools. Ensure that temporary staff are comfortable using technology to perform their duties.
Safety and Hygiene: Train temporary staff on safety and hygiene practices to ensure compliance with food safety regulations. This should include training on proper food handling, sanitation, and safety procedures.
Customer Service Training: Customer service is key in the restaurant industry. Provide training on how to interact with customers, handle complaints, and create positive experiences for guests.
Feedback and Coaching: Provide regular feedback and coaching to temporary staff to help them improve performance and address any issues that may arise. This can help temporary staff feel supported and motivated to do their best.
Follow-Up Training: Schedule follow-up training sessions to reinforce key concepts and address any areas where temporary staff may need additional support. This can help ensure that temporary staff are continually improving and meeting your expectations.
In conclusion, hiring temporary staff for your restaurant can be a strategic decision to meet fluctuating staffing needs and maintain high levels of service. However, it requires careful planning and execution to ensure that temporary staff are well-trained and able to perform their roles effectively.
By understanding restaurant staffing statistics, weighing the pros and cons of temporary staffing, attracting great candidates, screening candidates effectively, and taking the necessary steps before extending an offer, you can set your temporary staff up for success.
Training temporary staff members is a critical step in the process, as it equips them with the skills and knowledge they need to excel in their roles. By providing comprehensive orientation, job-specific training, and ongoing support, you can help temporary staff feel confident and capable in their positions.