Hiring employees in our sector is a management that can be complex, at least if we want to do it well and above all find people who fit in with the location, feel satisfied and who want to grow as a team.
That is why investing money, time and effort in a good hiring process, to obtain personnel who remain in the long term, will always be more profitable than assuming the consequences of unstable personnel. Below, we propose some strategies for better talent management in your business Private chef Los Angeles.
Tips for hiring employees
Define staff values
Make a list of the 5 main values that you need and hope that everyone who works in your business can follow and comply with, according to the company’s philosophy.
Values such as: Transparency, kindness, good humor, leadership, passion, education, training, experience, business vision, creativity, etc.
Of course we would like to have a perfect staff with all these values, but since perfection does not exist, it is very useful to define our core values. Suddenly for a restaurant aimed at generation Z, good humor and creativity are more important than experience or training. Or for a traditional family restaurant, education and transparency are more important than passion or ambition, for example.
Establish the minimum skills of each profile
Now establish the minimum qualities for the job that this person you are looking for must have . If we want excellence in the restaurant, our goal has to be to hire employees with an optimal level.
For example, speak English fluently if you are a front-of-house staff. Or have knowledge of pastry if you are a kitchen staff, in the event that desserts are one of the most important dishes on offer. Or have managerial and administrative knowledge for area managers, if it is a restaurant with a lot of movement and oriented towards high profitability.
Make clear and fair agreements
Once you have good candidates, we recommend that you explain everything with the greatest honesty about the level of work, the rhythm of the schedules , the salary conditions, the benefits, etc. In this way, we give the person the freedom to evaluate the application and accept it with full knowledge of what they will find.
It is also important to avoid offering agreements for a lower position to a more qualified person for not investing more in them, because in the medium term this staff will cause problems and we will have to start over, either because they become frustrated or because they get tired of not advancing.
Have a good trial period
Anyone needs a minimum of time and preparation to optimally take on a new job, and even more so if it is a business as demanding as a restaurant. So, if you want the staff to feel good from the beginning, commit and stay, make sure you plan a good trial period for each person who enters, with fair adaptation times and where they are given all the training they need. We know that this is sometimes difficult in our sector, due to the immediacy we handle, but if we really want quality, we have to provide it.