Breaking Through the Hiring Barrier

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2 Minutes Read

 

How to Build a Restaurant Culture that Attracts and Retains Top Talent

 

Tackling the Restaurant Staffing Crisis Head-On

Staffing remains a top concern for restaurants, with 67% of operators currently understaffed and turnover costing more than $5,000 per team member. Lisa Bowen, Chief People Officer at Full Course, notes that while many focus heavily on recruiting, only 14% invest adequately in employee well-being and morale. 

The Power of Culture in Employee Retention

Lisa Bouchard, a seasoned executive advisor, highlights that great culture significantly boosts retention. "Culture is probably 85% of what helps retain employees," Bouchard says, emphasizing that employees stay where they feel valued, engaged, and part of a cohesive team.

What Employees Value Most:

  • Positive Manager Relationships: Employees rarely leave companies; they leave managers.

  • Growth and Learning: Opportunities to develop skills and advance.

  • Flexibility: Schedules that align with personal needs.

  • Team Environment: Strong teamwork makes employees feel connected.

Creating an Exceptional First Day

A great first day can set the stage for long-term employment. Erin Wenn Tang, Director of Learning at Full Course, stresses orientation as essential, urging managers to make day one celebratory and welcoming. Lisa Bouchard shares her daughter's positive onboarding experience: "She wasn't even in her car yet and was calling me to say, 'I love it here!'"

Leadership and Workplace Behaviors Matter

Effective leadership directly shapes a thriving culture. Leaders who understand diverse employee needs and adjust their approach accordingly drive better performance and higher employee satisfaction.

"How an employee feels treated by their manager is critical," explains Bouchard. "Happy employees deliver exceptional customer experiences, leading to greater business success."

Structured Hiring for Better Results

Bouchard strongly recommends a structured hiring process incorporating these critical elements:

  • Can They Do the Job? (Skills, education, experience)

  • How Will They Do the Job? (Adaptability and behavior)

  • Will They Be Motivated? (Personal drivers aligning with job expectations)

She advocates using behavioral-based interview questions and structured interview guides to reduce bias and increase hiring effectiveness.

Leveraging Assessments to Improve Hiring

Assessments can significantly enhance hiring by providing objective, data-driven insights:

  • Identify Candidate Strengths and Gaps: Assessments highlight areas requiring deeper interview exploration.

  • Benchmark Performance: Clarify what success looks like in specific roles.

  • Consistency and Fairness: Reduce bias and subjective judgment.

Bouchard notes, "Assessments take the guesswork out of hiring, enabling better decisions and faster integration into your culture."

Balancing Art and Science in Hiring

While assessments and structured processes are essential, hiring also involves intuition, especially for customer-facing roles. Personality and potential often outweigh raw experience in creating a memorable guest experience.

Key Takeaways for Immediate Implementation:

  • Prioritize welcoming, impactful orientation experiences.

  • Use structured hiring processes and behavioral-based interviews.

  • Consider assessments to objectively evaluate candidates.

  • Invest in leadership development to build a supportive, attractive culture.

By focusing on these strategies, restaurant operators can not only improve staffing outcomes but also create vibrant cultures that retain top talent and drive continued success.

 

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