Hiring the right culinary talent will help a club’s kitchen grow, however, finding qualified talent is among recruitment’s biggest challenges.
With so many different roles within a kitchen, a club needs several well-thought-out recruitment strategies in order to attract and hire quality culinary employees. And with a surplus of professional kitchens, exceptional culinary talent can be hard to come by. The restaurant industry is also notorious for high turnover rates, but every time a club needs to find and train new employees it costs time and money. If stuck in the hiring, training, and replacing cycle, it might be time to make some changes in how candidates are sourced.
When posting available culinary jobs, a club wants the best possible candidates to immediately notice the positions being advertised. First, a club has to define who their ideal candidate is by creating a candidate persona which includes their characteristics, skills, qualifications, educational background, where they’re from, interests, etc. When a club knows exactly what they are looking for in a future employee, they can tailor their recruiting strategies toward attracting the right people. Attending or hosting a culinary networking event is also a great way to meet possible candidates, as well as start an internship program and build a relationship with any school with a culinary department.
Job descriptions should stand out from the competition and be exciting and detailed. If a job description is not thorough and engaging a club is missing an opportunity to show off why it is a great place to work.
Employee referrals are also the main source of quality hires and one of the most effective recruitment strategies, with the employee having the incentive of a reward if the candidate is hired. Since employees know the types of candidates needed better than other sources, employee referrals make a better match right from the beginning.
A majority of companies now rely on social media sites, job boards, online forums, and blogs to recruit candidates. A club should be actively involved across all social media platforms with posting and responding. There are two important ways social media can help in the recruiting process, by either posting available positions or screening candidates and if their posts align with the club’s team values. A club should also update and improve its brand. A club’s reputation is shaped by things like its logo, typography, packaging, customer service, website, and the quality of products or services. Having a positive employer brand is a top way to dominate the hiring process.
Clubs need to stay up to date on the going rates for all positions and provide competitive wages. Providing an appealing benefit package will also make a club stand out, with benefits including health care, shift meals, and discounts. Paying a competitive wage with benefits can help find better talent and retain the best staff for the long haul, helping a club save on training and turnover costs. Creating a positive culture within the kitchen and throughout the club will also be appealing to candidates. Providing fun employee events and ongoing training and educational opportunities show a club is making extra efforts and that it is invested in the staff. When employees are happy and engaged they are more motivated to work hard.
Finding strong culinary talent and avoiding turnover is possible with quality recruitment strategies, taking the time to hire the right people, and providing a positive environment with opportunities for growth. With the right recruitment strategies and showing a club’s values, a club will attract better candidates that they can keep around for longer.