How to get the most out of your Indeed Post for your Restaurant

We all know the feeling of putting up a job post and waiting for applicants – only to check back 12 hours later and only see 2 Applicants…or Zero.

As a Premier Partner with Indeed, we have insider knowledge of what performs better than others…

Here are the highlights:

1. Don’t get cute with the Position Title

    1. “Hostess with the Mostess” is likely to get stuck on page 7 and is also not a title that job seekers are searching for.
    2. “Bartender/ Dishwasher” is otherwise known as a combo post. Not going to be posted by Indeed. Separate those into 2 Posts.

2. Add Compensation

      1. $0 comp will most likely be suppressed by their algorithms as wage transparency is becoming a bigger issue nationwide
      2. Tipped positions: it is ok to input the range to include a reasonable take-home hourly pay that includes tips. You can explain further in the job description.
      3. Not sure what to put for compensation? We can help with backyard data, helping you understand what your neighbors are paying for the same positions.

3. Make the first 2 lines of your job description about the culture and principles of your restaurant.

    1. Job Seekers don’t care that much about whether you serve farm-to-table or Buffet. They care about how they are going to be treated in the workplace.
    2. Make them want to click and apply… put what is important up front. Too often the benefits (Healthcare, Paid Vacation) are buried in the last lines of the job description.
    3. Job Seekers in the restaurant industry already should know the basic duties of bartending, serving, cooking→ those specifics can be placed further down in your job description. 

4. Be responsive and know that it takes a lot

    1. We get it. There are a lot of applications that come through who are not going to be a good fit.
    2. Don’t be afraid to ask follow-up questions–> it’s easier to train a dedicated person a new skill, than deal with a skilled person who is not dedicated

Know that it takes a lot of applications to get that great hire… how many? What’s a good % of applicants to hire?

MORE TO COME on this topic.

Stay Tuned!