How do you find an executive in a restaurant?
Your capacity to recruit restaurant managers will determine your success as a restaurant owner. You need to be able to manage people and solve problems quickly and effectively in a chaotic environment. Furthermore, you'll have to be able to evaluate and listen to potential candidates.
1. Describe the ideal manager you would like to be. Consider the qualities you need in leadership, interpersonal relationships, keeping the kitchen running smoothly during rush hour and the ability for clear thinking under pressure. Restaurant Voice says that you should be able identify problems early and avoid them from happening. It is vital to have someone that can fulfill the various roles of the restaurant, from serving and waiting to tables to cooking.
2. Post your job advertisement online or in local newspapers. Your job description must contain specifics about your qualifications including the amount of years of experience you've had in food service, your capability to cook and serve meals, supervise staff, and also order food items. You will also need to request resumes.
3. Resumes of applicants that reflect what you are looking to hire as a manager of a restaurant. Interviews are best scheduled with a minimum of an hour between them so that you're fresh and have enough time to review the resumes and prepare for the next interview.
4. Ask your interviewees questions in advance. They can talk about their experiences and ask, "what would they do?" The scenarios should reflect the most common problems in the restaurant industry, such as customer complaints, delayed deliveries, and worker conflict. Ask the applicant about his capability to manage paperwork, schedule staff, attend to the safety rules, and keep company documents.
5. Be attentive to the responses of your candidates. Don't let yourself get distracted. Interview your candidates about their experience in restaurant management. Ask them about their experience when it comes to handling issues like inadequate food quality, under or overcooked meals, or staff arguing over tips and the amount of tables. Notes can be taken as they talk to you, so that you can recall key aspects when making comparisons between candidates.
6. Pay attention to the experience of the candidates. Experience managing restaurants is essential for the person the manager of your company. It is essential to have someone who is able to enter your restaurant and do everything, from washing dishes, to cooking. It is crucial to hire someone who can be aware of the demands of the task and follow your instructions without asking.
7. Get references from former employees. Ask the previous employees if they would hire the candidate again. Discuss with the former employees their strengths and weaknesses, as well as what they did at their previous job. Get examples from people who have been referred to as references. They'll be able to provide details regarding how the individual handled problems in restaurants, such as temperatures, long wait times or customer service, scheduling shifts for busy periods and ensuring safety and health inspections.
8. Every candidate should be assessed on their ability and willingness to perform the main job of the manager of the restaurant. You should assess how the candidate can handle pressure and think clearly.
9. Your top candidates should be taken for a walk of the restaurant. They are the ones who impressed you the most during the interview process. First, allow them to talk with your employees. Observe their confidence and behavior as they move through the facility.
10. Review the strengths and weaknesses of each applicant. Based on the resume, interview, and behavior during the tour you'll choose the person that best meets your requirements for the position of a manager.
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