3 Best Practices for Hiring Restaurant Employees
Hiring great employees is one of the biggest challenges in the restaurant industry today. Many restaurant owners feel like good employees are impossible to find. Younger generations don’t want to work and turnover is higher than ever. On top of that, wages are rising and it’s harder to find people with the right skill sets for hospitality.
If you’ve ever felt frustrated by hiring, you’re not alone. As a restaurant expert coach and creator of the Restaurant Prosperity Formula™, I work with restaurant owners every day who are dealing with the same issues. That’s why I want to share the best hiring strategies to help you find — and keep — great restaurant employees.
Too many restaurant owners hire out of desperation. You’ve heard it — or maybe even said it: “If they can fog a mirror, I’ll hire them.” Instead of taking the time to find the right person, they bring in anyone willing to work and hope for the best. But what happens? A few months later, they realize they’ve hired the wrong person. That employee doesn’t fit the culture, doesn’t do the job well and usually causes drama. The owner ends up saying, “I have to fire them — again.”
Sound familiar? Let’s fix that.
Here are the three best hiring practices for restaurants:
Hire for culture first, skills second
Skills can be trained. Personality can’t. If an applicant doesn’t align with your restaurant’s core values, work ethic and team culture, they’ll never be the right fit — no matter how experienced they are.
Ask yourself:
- Do they share my restaurant’s values?
- Do they have the right personality for this role?
- Will they work well with my team?
If the answer isn’t a clear yes, keep looking.
Look for employees who want to learn and grow
The best hires are people who want to learn and be a part of something bigger. They buy into your restaurant’s vision and care about more than just collecting a paycheck.
These employees become true team players — and they’re far more likely to stick around long term.
Use structured hiring processes
A structured hiring process helps you find better people and make better decisions. That starts with a clear job description for each role. It sets expectations up front and helps filter out people who aren’t the right fit.
Use a standard set of interview questions — this is called a patterned interview — so you can fairly compare candidates. And look for patterns in their job history. Do they stick with jobs, or do they bounce around?
The more structured your process, the better your hiring results will be.
Here’s the number one mistake I see restaurant owners make: hiring just to fill a position instead of hiring the right person.
Yes, I know — it sounds redundant at this point. But it’s worth repeating. So many owners hire whoever applies just to plug a hole in the schedule. Instead of rushing, be patient. Wait for the right fit.
If you could fix just one hiring mistake today, it would be this: stop hiring in panic mode. Focus on fit. I always say, I’d rather be short-staffed than have the wrong person on my team.
Here’s what you can do right now to improve your hiring process:
- Create a job description for every position in your restaurant, with clear expectations and pay ranges.
- Know who you’re looking for before they walk in the door.
With a solid job description and a clear picture of your ideal candidate, you’ll attract better applicants and make smarter hires from the start.
Hiring the right people isn’t just about filling shifts. It’s about building a strong team that runs your restaurant the right way. If you focus on culture, structure your interviews, and avoid panic hires, you’ll create a team that works hard, stays longer, and helps you grow your business.
Be sure to visit my YouTube channel for more helpful restaurant management video tips.
