One of the main ideas we emphasize when training new restaurant and hospitality employees is the importance of making a great first impression with guests, but are we living by that same rule when it comes to our hiring practices? Are we making an effort to provide job seekers with that same great first impression?
Most job listings read the same way and it’s hard for job seekers to differentiate one group from the next. With an influx of a new generation of workers, newly arrived residents, and an expanding restaurant market, we need a renewed focus on how we brand and market ourselves to this vast amount of applicants. Here are a few key points that will help make your open listings as attractive as possible.
Be specific about the position
Posting a job for “All Positions” will do you more harm than good. It scares off a lot of potential applicants who see through the guise of posts like these. You may have a need to fill several positions at once, but your typical applicant may fear being pushed into a position in which they will not be happy nor successful.
Stop trying to hire for today and start hiring for tomorrow.
Why is this important? Because you don’t want to invest in a “maybe”, you will be wasting time and money trying to pawn off less attractive positions to applicants who are not interested. Need a Dishwasher? Then create a listing for that specific position, there is someone out there looking for that type of work who has the background you need.
Emphasize your culture
What makes you different than everyone else? Do you throw employee parties a few times a year? Are you a “green” restaurant that that has a good sustainability program? Then say so because job applicants not only want to know these things but these are the aspects that make one job more attractive than the next. You have invested a lot of time creating and fostering that culture, so tell your story and engage the type of individuals you want to work for you.
We need to come to one realization above all else, WE ARE COMPETING FOR TALENT. While you may know that your group is the best to work for, job seekers will have no clue unless you market yourself that way.
Focus on compensation & upward mobility
We understand that compensation isn’t always something a company wishes to reveal. No one wants to write an open check to an unknown entity in fear that it may be exploited. However, you should be confident in the incentives that your group offers.
If there are opportunities for advancement and higher pay, advertise that within the job listing. Do you have employees who started as support staff and are now in management? Tell those stories! Paint that picture in your listing and show job seekers that there are ways to move up within your company.
Often times most job listings read the same way and its hard for job seekers to differentiate one group from the next.
Need-based hiring vs. effective hiring
We need to stop trying to put a band-aid on our hiring issues and instead put a long-term plan together. Everyone keeps looking for that quick-fix, meanwhile, labor costs are rising and our turnover rate is through the roof! We need to reevaluate our hiring practices and plan for the future. Stop trying to hire for today and start hiring for tomorrow. It will pay dividends in the future and ultimately save you a lot of headaches and money.
The days of simply saying “Now Hiring Line Cooks” and watching applicants pour in are over. Now it’s time to modernize hiring efforts so that the focus is on retention, and Sirvo can help.
While you may not have taken advantage just yet, online hiring platforms like Sirvo offer employers the tools and reach they need to effectively recruit in this day and age. That said, job listings must speak for themselves and sell job seekers on your company. Need some help? Use our job listing templates to get started. Your new hires are waiting for you, so post your open jobs today!
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Originally published on The Sirvo Blog