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Evaluating Your Seasonal Staff: Who Should Stay & Who Should Go?

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Like most hospitality organizations, you hired seasonal staff for the holiday seasons or will hire additional summer staff to help with the busy times of business.  Having friendly staff serving guest on your restaurant’s patio is always a great time of the year- but what happens when the winter comes and the patio closes? Those hires must move on, or be hired permanently.  Quickly after temps are hired, it’s easy to evaluate the newest hires performance levels and who you’d want to keep around.

Hiring from temp to permanent is a great way to “test the waters” – see how each hire works, responds to circumstances and accepts positive criticism.  Are they the kind of employee you want others to model after? If so, it might be time to make a long-term commitment to a few of those season hires.

According to the annual Snagajob.com hiring forecast, major U.S. retailers and hospitality groups could keep as many as fifty percent of their seasonal employees after the winter holidays, turning them into permanent hires.  Seasonal employment offers companies a chance to evaluate a worker’s efforts before making a long-term commitment.

Here are some tips for choosing whether or not to change the seasonal hires to permanent hires:

 

1. Find out the level of interest of seasonal hires and their long-term plans. Hold conversations to gage their intentions and if hired on post season, they will be around and worth your investment.

 

2. Look at an employee’s productivity and examine the numbers as well as their work ethic – punctuality, attitude with fellow employees, etc. Choose the seasonal hires that are the whole package and will produce the best results for what your goals are.

 

3. Take time and talk with your recruiter – as experienced staffing professionals, Pacific Coast Hospitality, we have recruited and placed hospitality professionals for years and can help to gage what temp hires would be the best converts to permanent staff that would help fit your company’s strategic staffing goals.

 

 

Firing for Cultural Fit

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©istock.com/rtmstock
©istock.com/rtmstock

 

It is tough to admit, but in reality, team members hired day one are not always the right people to grow your business to the next level.  Sometimes these people are not ideal fits for “fast growth culture” writes Ilan Mochari for Inc.com.  Other times the vision of a company is redefined or the needs shift.  Hiring for cultural fit is common practice, firing is necessary as well.  Mochari offers 3 great tips for firing an employee who is not a cultural fit:

 

Tip 1: Systemize the culture throughout your organization.

Mochari points out in the beginning of his article that if cultural mismatch is the main reason for firing, you must have quantifiable reasons for the mismatch.  Vague answers such as ‘This isn’t a good fit’ or ‘This is not going to work out” are not strong.  If you “codify cultural fit into your human resources processes” you will have something tangible; you will have clarified what it means to be a fit for the company.  In the long run, this will give you firm ground to stand on if you have to let someone go.

 

Tip 2: Draw attention to the long-term success of the employee.

Firing a hard working employee is not ideal.  But, if you emphasize that they will be happier elsewhere, it will make the blow more bearable.  Often times the employee will be grateful for their termination as they will realize they can be more successful, and ultimately happy in a different environment.

 

Tip 3: Help the employee search for a better job.

After dismissing and employee, ignite an enthusiasm to search for a better job by helping them find a better position.  Though it may sound odd, it is a common practice.  Mochari quotes a recent poll by SmartBlog which found, “a whopping 67.5 percent of business leaders help by making introductions or offering guidance”.  In return, you may see long-term effects of improved retention practices as current and former employees may be less hesitant to speak out about dissatisfactions.

 

Minimum Wage Hike: What Impact Does It Have on Restaurants?

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During the President Obama’s State of the Union address at the end of January, minimum wage once again was a hot topic.  The debate over federal minimum wage continues as an executive order was given to raise wages to $10.10 for new federal contracts.  What hasn’t made headlines is the small changes already occurring at the state level.

 

Thirteen states from coast to coast have or will raise minimum wage higher than the federal $7.25 per hour.  For example, Arizona’s 2013 hourly minimum wage was $7.80.  In 2014 that has been increased to $7.90.  Other states, such as New Jersey, have seen a more drastic $1 per hour increase from 2013-2014.  Ron Ruggless, columnist for the Nation’s Restaurant News, points out in his article ‘How state minimum wage hikes impact restaurants’ that “at least another dozen jurisdictions are considering increases this year either at the ballot box or in their legislatures.”  As election time approaches, minimum wage will be an important topic.  The pressure is felt by those at the NRA (National Restaurant Association).  The executive vice president for policy, Scott DeFife, admits he doesn’t think a federal increase in minimum wage will happen.  However, he feels it is unavoidable at the local level.

 

Restaurant operators are voicing their concern.  These higher labor costs are having a great affect on the restaurant industry.  As state-level raises are implemented, the minimum wage for tipped employees is also affected.  A type of ripple effect happens when a state establishes minimum wage higher than the standard set by the federal government and restaurant operators see little choice but to raise prices.  This response does not just affect the consumer.

 

The effects of a raise on minimum wage is having a profound affect on the employees of restaurants.  The biggest impact seen is that worker hours are being reduced.  In order to combat the raise in prices, operators might conclude a need to reduce the amount of hours.  This reduction will offset the increase in the hourly rates of the employees.  Operators must consider profit margins.  With the margins narrowing, an increase in menu prices as well as a reduction in worker hours is the manageable solution.  Bottom line, higher labor costs could reduce job opportunities for restaurant workers.  These “operational efficiencies” will offset the pressure, but can have a direct unfavorable impact.

EVENT: Hospitality Career Expo

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We’ll be joining at the Hospitality Career Expo this month! If you’re interested in a new career in hospitality management, we want to meet you! We continually have a variety of job openings and recruit for the nations top restaurants.  This time we’re recruiting those students attending the nations top schools obtaining the skills and experience needed to lead an exceptional career. Recruiting candidates with top skills for top jobs, that’s what makes Pacific Coast Hospitality the best.

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Here’s all the details on the Expo!

Date: Thursday, February 20, 2014

Time: 10:00 AM – 2:00 PM

Location: Collins College of Hospitality Management (Bldg. 79)

What: At the Cal Poly Pomona Hospitality Career Expo students will be able to speak to a variety of hospitality employers to learn about employment opportunities with individual organizations, different career paths, and how to prepare for the world of work in the hospitality industry.

The Hospitality Career Expo will provide you with a forum to network with employers, many of whom are Cal Poly Pomona alumni, and to learn what employers seek in job applicants. The Collins College and the Career Center encourages you to participate in our services and programs that can prepare you for the ever changing workplace.

 
For more info, check here.

Franchise v. Independent Restaurants

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Which is best for you?

If you are a candidate looking to be hired by a top hospitality organization you can go one of two routes: seek a job that is at an established restaurant chain or seek a job at a one-of-a-kind restaurant.  These two major categories, franchise and independent, offer a potential employee unique benefits.  But also have their flaws.  Check out the pros and cons of each establishment as we look below the surface.

Franchised Restaurant

Known as chain restaurants, these well established facilities have stood the test of time.  Through the ups and downs of the economy, chain restaurants, still draw customers.  Being employed by an established restaurant will give you a sense of job security.  However, these facilities can come with less than desirable working conditions; low wages, few job benefits, to mention a few.  There are exceptions which set these franchises apart from the competition.  It is important to remember, working for a franchise is a job.  It will provide a paycheck, but does not offer opportunities to be creative or seek employees input.  As a culinary graduate, you may be over qualified and often will not find the job satisfaction you seek.  Franchise restaurants are designed for individuals who want to own a restaurant but do not have a lot of experience operating a commercial kitchen.  Those with little food service knowledge are ideal for this system as this allows the franchise to be molded to fit the brand perfectly.  Though management experience is always sought after in this type of restaurant.

Independent Restaurant

Being employed by an independent restaurant has it’s perk.  Working for an entrepreneur can be inspiring.  Rather than buying into a franchise, an independent owner uses their creativity to design, develop, and execute a concept.  Often going against the mold.  These people are hard workers and hire people that desire to see their dream be successful.  They are competitive and usually have a strong personality.  This is an excellent opportunity for an employee to learn and try new menu ideas.  To be successful this type of facility has to go beyond expectations.  The owner will be willing to listen to new ideas and implement suggestions as this is what make their business thrive.  In this type of business work hours are available but be aware that there is a high failure rate for startups.  There is no proven marketing strategy so get used to change.  Products and services will continually be changing, evolving, to learn what works for the specific concept.

 

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If you are looking to be hired by a restaurant, either franchised or independent, take time to do your homework.  Ask around, interview management and food servers, talk to the owner.  Find out what appeals to you and go for it!  Working in the food industry is always interesting, always changing.  Get your foot in the door and check out how you can make connections, know the market, and be successful with Pacific Coast Hospitality.

4 Ways to Reduce Server Turnover

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Business lunch waiter serving red wine
©istock.com/CandyBoxImages

Looking to keep your new hires around for a while? We’ve got a few tips you might want to consider:

 

Create a voice for your staff. Sounds simple, but seems that one of the greatest challenges for restaurant owners is culturing a staff-management relationship communication line.  If your employees don’t feel welcomed and able to speak up for help or to voice their concerns, chances are they will become frustrated and seek employment elsewhere. Give them a voice and let their opinions and frustrations about the work be heard, they won’t be so quick to quit.

 

Develop careers.  Most servers don’t plan for restaurant service as a career path- often it’s just seen as a temporary position.  Work towards creating a bonus system and ways for increasing passion for service and the industry with each employee. If your staff is making money and begins to see the good in the industry and their potential for advancement within your restaurant, they’ll stick around.

 

Schedule in advance and kindly. One of the main reasons employees will leave working is due to the inability to request time off and actually get it. Sure there are busy seasons and limits to time off request, but do your best to cater to the staffs needs as much as possible.  If servers lives outside of work are valued, they will not dread coming in to work thanks to the time off they’ve received.

 

Warn your employees about low dips in business which directly effects their income. Servers take a risk accepting a position with no guaranteed set paycheck. Some weeks tips are high, other times tips are low.  Are you servers able to pay their bills? It’s always best to reach out to your employees in the low times and voice your care and concern for their sustainability and livelihood.

Want The Hottest Hires For the New Year? Us Too.

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Looking for the hottest hires this New Year? Yes, us too. But it’s not our New Years resolution to start recruiting the best and we’re not only looking for them, we’re providing them for each of our clients on a daily basis. Because after 30 years of restaurant management hiring, we have the drive, the know-how and the network to bring you the best, fast. It’s part of who we are. We recruit the hottest hires regularly.

 

So what’s our method to recruit quality candidates again and again? It’s simple, it’s who we are and what we love. Not only does our years of experience bring talent and expertise in interviewing, but it’s our passion.

We also are committed to getting to know you and your company. What makes your business, yours? What kind of person would fit best? We need to know all the details to find the best hires for you.

Plus we have traveled from top to bottom the Pacific Coast and British Colombia. We know the markets and the culture of each city along the way. We’re able to identify what candidates are truly your communities best match.

 

Hiring is far more than your HR rep sitting at a desk posting an ad on craigslist hoping for a few decent resumes to come flooding in. They’re busy, and we’ve got the time to do the grunt work and find the hires you want, the ones you really need.

 

Get in touch with us and get the hottest hires to kickstart your businesses 2014.

write to us: askus@pacificcoasthospitality.com
give us a call: 503-720-5174

Hiring the Right Chef for Your Restaurant

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A chef might be called the heart of the kitchen.  They are the lead creative force of a business, no matter how casual or upscale the place may be.  This important role brings with it the responsibility of overseeing all kitchen operations.  When you are interviewing a candidate for a chef position, make sure to ask these questions:

1.) What is your philosophy on _____________?

You could be broad in filling in the blank asking about the candidates philosophy on food.  Or you could be specific and inquire about their thoughts on customer service.  It is important that you and your new chef agree on philosophy in order to create the most enjoyable and tasty experience for your employees and patrons.

2.) How would cook this dish?

John Stableforth, the director of a successful catering consultancy firm, encourages employers to share a part of their menu with a candidate.  Ask them to describe how they would prepare and serve one of the dishes.  This will show you their creative side as well as introduce their cooking methods.  Always ask if you don’t understand an answer about the cooking.  If you are not a chef, it is ok to ask them to explain.  Remember to ask about speed.  If you restaurant prepares large quantities of food, be sure your chef has experience and comfort in this area.

Check out Stableforth’s thoughts on hiring the right chef here.

3.) What experience do you have as a leader?

Bruce Buschel, an avid blogger featured on the NYTimes website in 2010, calls chefs “creative people who create in stressful situations and are given a wide berth by most colleagues.”  Your chef candidate may be able to cook and serve amazing dishes, but that is only one side of the job which you seeking to hire them.  Ask your potential employee about their experience leading a team.  You will want someone who you trust to supervise and train others; confident and commanding.

Check out Buschel’s article here.

 

Finding the right chef for your business is a time consuming task.  Take the time to ask the important questions to ensure your new chef can deliver quality plates and smoothly run your kitchen.