The retail F&B sector sees one of the highest turnover rates in the world. As an owner of such a business, frequent turnovers can adversely affect your business. The higher recruitment expenses, current employees’ overwork etc, are one of the few examples that the low staff retention rates can cause. One of the influential staff management strategies restaurants adopt to deal with high training & hiring costs, and turnover rates are to hire temporary staff.
Temporary staff offer multiple benefits:
- It’s a high-demand season, and you instantly need help. What do you do? Hire temporary staff! They are fundamental to adequate staff and restaurant management during high-demand seasons. They also assist you when your permanent employees are on long-term leaves
- Hiring temporary staff is also an excellent way to assess candidates for a full-time position. If they prove valuable and suitable, you have a readily trained permanent staff for your team
- Temporary staff enables you to continue being flexible and handle market fluctuations
- It is cost-effective to hire temporary staff, as you save the cost of providing them additional benefits
Temporary staff management comes with its own set of challenges. You need to carefully focus on your approach to hiring and training them to get the best results.
Hiring Temporary Staff for Better Restaurant Management
1. Qualities for a Temporary Staff
The scope of temporary staff work ranges from bartender and sous chef to waiter. So, which qualities do you generally look for in a temporary staff hire?
- Putting customer and customer satisfaction first
- If it’s a front-end job, then stellar communication skills
- Excellent multi-tasking skills to deal with multiple things at once
- Basic knowledge of the restaurant industry, culture and work
2. Getting Great Candidates
Once you have clarity on your job role and requirements, here is how you go ahead.
- Write an honest, concise and attractive job description based on your requirements for the role you are offering
- You can then post your job description on relevant job search websites and social media platforms. Remember to add a few lines describing your restaurant, a list of required skills, and your email address/link to apply
- It’s a good idea to ask your current employees to refer suitable and interested candidates they know. You can also offer a referral bonus to your employees, encouraging them to make better recommendations
3. Finding the Right Candidate
Once people apply for the job, you reach the most critical step, screening them properly to find your right match.
- Even though you aren’t hiring for permanent roles, you must carefully screen the candidates when you get the applications in
- Check the resumes you receive for relevant work experience, skills and education
- Adjust your interview according to the role you are hiring for. For example, you can ask questions about their people skills in the case of front-end staff. At the same time, you can ask about formal training and experience if you are hiring for back-of-house positions
- Offer a competitive salary and share it with your potential candidates upfront to avoid misunderstandings and miscommunication
4. Training the Staff
Everything worked well, you got the right candidate, and now it’s time to train them.
- Having written down the restaurant operation manual and restaurant policies in place for your business, including health & safety regulations, workplace harassment policy, and leave, is crucial. This way, you have a ready document to share each time you hire someone new
- One of the best ways of teaching new employees is to demonstrate and make them shadow a current employee. Visual learning is compelling, and shadowing can go a long way in teaching them the day-to-day responsibilities quickly
- Train the new employees in using your POS system and other technical and technological aspects of the job
Possible Challenges with the Temporary Staff
Although the temporary staff is an excellent addition to your team and highly helpful in quality restaurant management, they come with their set of challenges.
1. Extra time and Resources
When you hire a temporary employee, you must allocate extra money to train them for the given role. Valuable time, energy and money are spent on hiring and preparing them for a small period. But if you end up hiring them for a full-time position, it’s all worth it; you won’t need to train them again.
When your part-time and temporary staff take on the same responsibilities and perform the same task but don’t get the same benefits as the permanent ones, it may adversely affect their morale. Additionally, given the nature and span of the job, new hires may end up not taking the job too seriously. In such a scenario, it is best to screen your employees carefully during the hiring process and keep them incentivized in other ways.
Hiring temporary employees can be highly effective for better restaurant management. However, it is extremely critical to carefully choose them before you invest in them. We hope this blog helps you hire better.
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