The competition for great restaurant employees is fierce. At the beginning of 2024, the U.S. Bureau of Labor Statistics reported 12.3 million employees in Food Services and Drinking Places in the United States. The National Restaurant Association said the industry expects to add around 200,000 jobs this year.
In other words, a lot of potential employees are in the job hunt . . . so how do you make sure you find the best of the best?
The first step in attracting great employees is to know what you’re looking for. Take some time to clearly define the role you’re hiring for and the qualities you seek in that employee. Even if you’re only hiring for a seasonal position, what would your ideal candidate look like? Great employees can make the difference between an enjoyable season or a long one.
When you write the listing, describe the job itself as well as some attributes you’re looking for, whether that be something like “self-motivated” or “career-minded.” Be specific enough to find qualified candidates, but not so specific that you discourage those with the potential to grow into the position.
Then post your ad to a reputable jobs board, like EConnect from Auguste Escoffier Global Solutions, an online employment portal designed to attract serious-minded talent.
This almost seems too obvious to mention, but competitive pay and benefits are huge factors in attracting the best employees. Everyone wants to be paid well, and great employees tend to know their worth.
Keep in mind also that higher-paid employees can wind up saving and/or making you money. They might be more efficient and they may stay longer, saving you the costs of turnover and retraining. A great chef is a draw that can fill tables every night. And top talent can improve the quality of your establishment, justifying higher prices.
If you can’t pay the highest wage, get as close as you can and then look for other enticements you can add. Health insurance and retirement packages are two highly desired benefits, particularly for long-term employees.
Employees might also appreciate perks like free or discounted shift meals. Or perhaps you could offer sick pay to encourage employees to stay home when they’re not feeling well.
You may also want to consider an instant pay option that lets restaurant employees access their pay on-demand, instead of waiting for a paycheck. This can be valuable to new employees who may be getting back to work after a gap of weeks or months, and who may need cash right away.
No restaurant, whether it’s a mom-and-pop shop or a nationwide chain, is going to have the resources of a Silicon Valley tech giant to spend lavishly on employee perks. Nap pods, juice bars, and onsite fitness facilities are probably not in the cards.
But restaurants can still foster a warm and inclusive workplace culture. Popular burger chain In-N-Out frequently ranks very high among fast-food restaurants in employee satisfaction, and much of that boils down to the positive workplace culture and focus on training and flexible scheduling. Employees report that they’re treated with respect, and the company sponsors events like annual trips, social sports play, and summer picnics. According to Glassdoor statistics, 84% of employees at In-N-Out would recommend it to a friend.
Another important cultural consideration is a culture of inclusion and respect for different ages, races, sexual orientations, and gender identities. Restaurants are some of the most diverse workplaces around; according to the National Restaurant Association, 50 percent of restaurant and foodservice employees are minorities, compared to 38 percent of employees in the total U.S. employed labor force.
Finally, there’s the opportunity to build a culture of open communication. When employees can make suggestions and provide feedback, they feel more engaged and valued at work. This may allow restaurants to not only attract employees, but keep them.
Some employees are just looking for a job, which is fine as long as they show up on time and do good work. But the very best employees are often working on a long-term career in the hospitality and service industries. That’s why it’s important to provide goals for employees to work towards, ones in which they can learn additional skills and responsibilities along the way.
A restaurant that makes an effort to promote from within rather than hiring advanced positions externally will likely be a more attractive prospect for a potential employee who wants to grow. These roles could include training positions, shift leads, lead line cooks, bartenders, and managers.
As an employer, it’s important to help staff members understand where they stand in the company. Whether they’re already excelling or have room to improve, regular evaluations can help employees feel seen and show them where their strengths and weaknesses lie as they work for promotion.
You can position your restaurant to appeal to the best employees by also offering a perk that’s unique: continuing education. How many foodservice establishments can advertise that?
Not only can your employees gain valuable experience and skills in your restaurant, with its clear job descriptions and training, but they can potentially work toward a degree or diploma while they hold a job.
You might consider participating in Escoffier Global’s Work & Learn program, in which companies partner with Escoffier Global to give their employees access to a scholarship to Auguste Escoffier School of Culinary Arts . With this program, restaurants can help to upskill some of their top-performing employees while keeping them on the payroll. Some restaurants may also choose to provide tuition reimbursement.
Education can also take place in-house, by hosting your own classes and workshops to teach employees about wine, beer, service, or leadership. This too can be complemented by Escoffier Global’s ESource, a collection of video content including technique videos and recipe demonstrations, as well as courses and micro-courses for more in-depth learning.
Although we tend to think of the best employees as those with experience, don’t forget the newer hires who show potential. These employees might benefit from an experienced mentor who can help a newer employee make a plan for their future, assess different opportunities, and provide a sounding board for new ideas.
In a restaurant, we often think of mentors as executive chefs or general managers. But they’re not the only options. Any more experienced colleague could be a valuable mentor.
As the restaurant operator, you have the opportunity to help facilitate these relationships. You could implement an internal mentorship program, connecting a new hire with a willing mentor who has been on staff for a year or more. This structured relationship building could help new employees to adjust more easily to their new jobs and may reduce turnover.
Escoffier Global offers custom train-the-trainer programs that provide best practices to suit your individual, internal needs.
In a competitive employment market, you have to stand out from the rest. Imagine how your restaurant can stack up against others when it offers competitive pay, valuable perks, a clear path for career advancement, and the opportunity for employees to earn a degree or diploma.
Cooks and servers may be quick to share their experiences working for you with their network. Make sure they have plenty of flattering things to say!
Escoffier Global can help you attract and retain the best employees for your business. Get in touch with our team for more information on partnering with Escoffier and building your culinary talent pipeline.
