The #1 biggest mistake 👀 we see recruiters in the restaurant & hospitality industry make across the board? Hint: it’s not related to their hiring software…
It’s taking their foot off the gas⛽ when prospecting for future employees.
Think about it. It’s natural to stop sending as many invites, searching for candidates, or spending time identifying qualified prospects for your business when things are going well and you are fully staffed.
But the reality is:
🤯 The average turnover rate for restaurant employees is 77%
🤯 56 days – the average timeframe it takes for a restaurant worker to change jobs
🤯 Quit rates for the foodservice industry grew from 4.8% to 6.9% in 2022 and is double that of other industries
Employee churn is one of the most pervasive issues for restaurants and hospitality and it’s not going to stop.
So how do you combat this?
You’ll need to make things easier and more efficient when it comes to hiring, and dedicate regular time every day to prospecting for candidates.
Here are some do’s and don’ts:
👎 Just posting jobs to your internal careers page and promoting through a payroll processor like ADP
👍 Use platforms and softwares that provide access to a pool of qualified candidates who are actively looking for work
👎 Passive process for identifying qualified candidates
👍 Continued engagement with prospects on LinkedIn, social media, and via text or email to fill a bench of prospects
(this one’s biased)
👎 Going through the same dumb routine of finding candidates only to find they don’t fit your criteria
👍 Sifting through personalized profiles featuring photos, videos, bios and past restaurant experience to help hiring managers find qualified candidates
At the end of the day, there are two ways to ensure you always have qualified candidates helping your restaurants grow – retention and acquisition.
Continue to make a great environment for your employees to work in, but don’t forget to continue to find and search for the people who can elevate your restaurant experience.
