Call Us · Text Us* · Submit your resume

Pacific Coast Hospitality

hire restaurant management

Navigating the Talent Shortage: Strategies for Hiring in a Competitive Market

by

In today’s dynamic hospitality landscape, one of the most pressing challenges faced by organizations is the shortage of qualified talent. Industries across the board are grappling with a scarcity of skilled professionals, making the hiring process more competitive than ever. By understanding the challenges faced by businesses in attracting qualified talent and implementing creative recruitment strategies, organizations can not only survive but thrive in a competitive market. In this post, we delve into the intricacies of navigating the shortage and explore effective strategies for hiring in a fiercely competitive market. In the face of the talent shortage, adaptability and strategic thinking will be the driving forces behind successful recruitment efforts.

The Talent Shortage Dilemma

The talent shortage is a multifaceted problem arising from factors such as rapid technological advancements, evolving skill requirements, and demographic shifts. Businesses, particularly in industries with specialized skill sets, find themselves in a constant battle to attract and retain qualified individuals. This shortage poses a threat not only to immediate recruitment needs but also to long-term growth and sustainability.  Here are the top three challenges in attracting qualified talent:

1. Skill Mismatch: As industries evolve, the demand for specific skills rises. However, the education system and workforce often struggle to keep pace, leading to a significant skill mismatch.

2. Changing Workforce Dynamics: The preferences and expectations of the workforce are changing. Millennials and Generation Z, for example, prioritize factors like work-life balance, career development, and a sense of purpose in their professional lives.

3. Increased Competition: With businesses expanding globally and embracing remote work, the pool of talent has become more accessible. Simultaneously, it has intensified competition as organizations vie for the same skilled individuals.

6 Effective Recruitment Strategies

1. Embrace Remote Work: In a world where remote work has become the norm, offering flexible work arrangements can significantly broaden the talent pool. Highlighting a commitment to work-life balance can make your organization more attractive to potential candidates.

2. Invest in Training and Development: Instead of solely relying on external talent, consider investing in training and upskilling programs for existing employees. This not only addresses the skill shortage but also fosters loyalty among the workforce.

3. Utilize Social Media and Employer Branding: Leverage the power of social media platforms to showcase your company culture, values, and success stories. A strong employer brand can set your organization apart, making it more appealing to prospective employees.

4. Streamline the Application Process: Simplify and expedite the application and interview process. Lengthy and complicated procedures can deter qualified candidates from pursuing opportunities with your organization.

5. Offer Competitive Compensation and Benefits: While it may seem obvious, ensuring that your compensation packages are competitive is crucial. Additionally, consider non-traditional benefits such as flexible schedules, wellness programs, and professional development opportunities.

6. Cultivate a Diverse and Inclusive Workplace: A diverse and inclusive workplace not only attracts a broader range of talent but also contributes to a more innovative and dynamic work environment. Highlight your commitment to diversity and inclusion in your recruitment efforts.

10 Proven Strategies for Effective Hospitality Recruitment to Build a Winning Team

by

In the world of hospitality, success is intricately linked to the quality of the team you build. A team that embodies skill, dedication, and a passion for service can transform a good establishment into an exceptional one. However, assembling such a team requires a thoughtful recruitment strategy that goes beyond merely filling positions. To achieve greatness in hospitality, here are ten proven strategies for effective recruitment that can help in building a winning team.

1. Define Your Culture and Values

Clearly articulate your company’s culture, values, and mission. This clarity serves as a guiding light, attracting individuals who resonate with your vision. Highlight your commitment to customer service, teamwork, innovation, and any other core values that define your establishment.

2. Craft Compelling Job Descriptions

Job descriptions should not only outline roles and responsibilities but also convey the culture and expectations of your establishment. Use language that reflects your brand’s personality and the qualities you seek in potential team members.

3. Leverage Technology and Social Media

Embrace technology and social media platforms to reach a wider pool of candidates. Utilize professional networks like LinkedIn, industry-specific job boards, and your social media channels to promote openings and engage with potential candidates.

4. Implement Rigorous Screening Processes

Develop a multi-step screening process to assess candidates thoroughly. Incorporate interviews, skill assessments, and scenario-based questions to evaluate technical skills, cultural fit, and problem-solving abilities.

5. Prioritize Soft Skills and Attitude

While technical skills are essential, placing emphasis on soft skills and attitude is equally crucial in the hospitality industry. Look for candidates with strong communication, adaptability, empathy, and a genuine passion for serving others.

6. Offer Training and Development

Invest in continuous training and development programs. This not only enhances the skills of your team but also demonstrates your commitment to their growth, fostering loyalty and motivation among employees.

7. Encourage Referrals and Internal Growth

Encourage employee referrals by incentivizing current staff to recommend suitable candidates. Additionally, prioritize internal growth by offering opportunities for career advancement within the organization.

8. Conduct Trial Periods or Working Interviews

Consider implementing trial periods or working interviews to observe candidates in action. This hands-on approach can provide valuable insights into their capabilities and compatibility within your team.

9. Maintain a Positive Candidate Experience

The recruitment process is an opportunity to create a positive impression, regardless of the outcome. Ensure timely communication, provide constructive feedback, and treat all candidates with respect and professionalism.

10. Evaluate and Adapt

Continuously evaluate your recruitment strategies. Analyze turnover rates, employee satisfaction, and performance metrics to identify areas for improvement and adapt your approach accordingly.

Building a winning team in hospitality is an ongoing process that requires dedication, patience, and a keen eye for talent. By implementing these proven strategies for effective recruitment, you can attract, retain, and develop a team that not only meets but exceeds the expectations of your guests, creating memorable experiences that define your establishment.

Remember, the strength of a hospitality business lies not just in its amenities or services but in the people who bring it all to life—the exceptional team that embodies the spirit of hospitality and service excellence.

Hiring a Restaurant Manager: Keys for Success

by

A successful restaurant hinges not only on its delectable cuisine but also on the leadership steering its operations. A competent restaurant manager is the linchpin in orchestrating a positive dining experience and boosting profitability. So, how do you find the right person to entrust this pivotal role to?  By focusing on a candidate’s skills, attitude, leadership abilities, and alignment with your restaurant’s culture, you can find a manager who not only sustains but elevates your business. Embrace the process, trust your instincts, and choose someone who embodies the essence of exceptional hospitality and managerial finesse.  Check out these nine invaluable tips to guide your hiring process.



  1. Define Your Expectations Clearly

Outline the specific responsibilities, skills, and qualities you seek in a manager. Consider their expertise in handling finances, staff management, customer service, and understanding of the culinary industry. The goal is to find out if they are capable of fostering a vibrant dining atmosphere while maintaining operational efficiency.

 

  1. Experience Matters, But Attitude Counts More

While experience is crucial, attitude and adaptability are paramount. Look for a candidate who not only boasts experience but also demonstrates a passion for the industry and a willingness to learn and adapt to your restaurant’s unique ethos.

 

  1. Cultural Fit and Leadership Skills

A successful restaurant manager should align with your restaurant’s culture and embody leadership qualities. Assess their ability to motivate and lead a team, handle pressure gracefully, and communicate effectively. A manager who can inspire and guide their staff positively contributes significantly to a restaurant’s success.

 

  1. Test Their Problem-Solving Skills

Restaurant management is rife with challenges. Present scenarios or case studies during the interview to gauge their problem-solving abilities. Ask questions such as: How do you handle conflicts among staff? How would you address declining customer satisfaction? Their approach to these hypothetical situations can reveal their managerial prowess.

 

  1. Assess Customer Service Orientation

The heart of any successful restaurant lies in exceptional customer service. A skilled manager should prioritize customer satisfaction and possess a keen understanding of guest needs. Evaluate their track record in ensuring a seamless and delightful dining experience for patrons.

 

  1. Financial Decisions

An effective manager should be financially astute. They should be proficient in cost control, budgeting, inventory management, and identifying opportunities to enhance profitability without compromising quality.

 

  1. References and Background Checks

Don’t underestimate the importance of references and background checks. Speak with previous employers or colleagues to gain insights into the candidate’s work ethic, performance, and compatibility in a team environment.

 

  1. Trial Period or Project

Consider a trial period or a project-based assignment before finalizing the hiring decision. This allows you to observe their skills in action within your restaurant’s setting and assess their compatibility with the team.

 

  1. Stay Open to Innovation

A prospective manager who brings fresh perspectives and innovative ideas to the table can breathe new life into your establishment. Look for candidates who demonstrate a willingness to innovate while respecting the restaurant’s core values.

The Role of Technology in Modern Hospitality Recruitment

by

The hospitality industry is known for its fast-paced, dynamic nature, and finding the right talent to meet its evolving demands can be a challenging task. Technology has fundamentally transformed hospitality recruitment, making it more efficient and candidate-centric. From streamlining the hiring process to enhancing the candidate experience, technology has become an indispensable tool for modern hospitality recruitment.  In this blog post, we will explore the significant role that technology plays in reshaping the hospitality recruitment landscape and discuss the various ways it has improved the process for both employers and job seekers.

1. Digital Job Platforms

One of the most noticeable changes in the hospitality industry’s recruitment landscape is the emergence of digital job platforms and job search engines. These platforms have revolutionized the way candidates search for job opportunities and how employers connect with potential talent. For job seekers, platforms like LinkedIn, Indeed, and specialized hospitality job boards offer a vast array of job listings, making it easier to find relevant positions and research potential employers. Employers can use these platforms to post job openings, search for qualified candidates, and connect with passive job seekers.

2. Applicant Tracking Systems (ATS)

Applicant Tracking Systems are software solutions that automate and streamline the recruitment process. These systems allow recruiters to manage and organize candidate information, track the progress of job applications, and screen resumes more efficiently. For hospitality businesses, ATS can save valuable time and resources, helping them identify the best-fit candidates quickly. Additionally, ATS tools often include features like automated interview scheduling and candidate communication, improving the overall candidate experience.

3. Video Interviews

The use of video interviews has gained traction in hospitality recruitment, allowing hiring managers to assess candidates remotely. This technology not only minimizes the need for candidates to travel for interviews but also offers more flexibility in scheduling. Video interviews can be pre-recorded or conducted in real-time, providing valuable insights into a candidate’s communication skills, professionalism, and overall suitability for a role.

4. Virtual Reality (VR) and Augmented Reality (AR)

Virtual Reality and Augmented Reality are not just for gaming or entertainment. In hospitality recruitment, VR and AR technologies are used to create immersive experiences for candidates. Prospective employees can take virtual tours of hotels, restaurants, and other hospitality establishments to get a feel for the workplace before they apply or accept an offer. This can significantly reduce turnover rates by ensuring that candidates have a clear understanding of the work environment.

5. Data Analytics

Data analytics has become a critical component of modern hospitality recruitment. HR professionals use data-driven insights to identify hiring trends, evaluate the effectiveness of recruitment strategies, and make informed decisions. For example, analytics can help determine which sourcing channels are most successful in attracting quality candidates or identify areas where the hiring process can be optimized for efficiency.

6. AI and Machine Learning

Artificial Intelligence (AI) and Machine Learning have enabled recruiters to automate repetitive tasks and make more data-driven decisions. Chatbots and virtual assistants can answer candidate questions and guide them through the application process 24/7. AI-powered algorithms can analyze resumes and match candidates with job descriptions, reducing the time it takes to find the right candidates for a role.

7. Social Media and Employer Branding

Social media platforms play a crucial role in modern recruitment, as they allow employers to showcase their brand and engage with potential candidates. Hospitality businesses can use social media to share their company culture, highlight their employees’ experiences, and create a strong employer brand. This, in turn, attracts candidates who resonate with the company’s values and culture.

In recent years, technology has played a pivotal role in transforming the way hospitality recruitment operates. From digital job platforms and AI-driven solutions to virtual reality experiences and data analytics, technology has given hospitality businesses the tools they need to attract, assess, and retain top talent in a highly competitive industry. Embracing these technological advancements is essential for staying ahead in the modern hospitality job market and ensuring the best possible fit between employers and candidates.

3 Reasons to Adopt Workforce Technology

by

Staffing shortages are placing a tremendous burden on managers and employees.  And are impacting the customer experience.  Many restaurant employees are tossing in the towel because they are overworked and under supported.  Recruiting and retaining workers continues to be a struggle.  To overcome these challenges, restaurant owners and managers must adopt a centralized, user-friendly workforce technology.  Implementing technology driven employee experiences offer benefits like employee retention and improved customer service. 

Here are our top 3 reasons to invest in workforce technology.

  1. Close Gaps in Employee Experience

Prioritizing the Employee Experience has never been more important.  As staffing shortages continue to rise nationwide, retention of frontline workers is crucial.  Adopting a technology-driven, user-friendly employee experience can provide the support and empowerment your workers are seeking.  Consider using or upgrading your internal technology to fill operational gaps.  Take time to examine how technology could aid communication, employee training, and upward mobility.  Start with something as simple as posting menu information and announcements.  Using internal technology here allows employees to stay up to date without checking a bulletin board as they fly in or out the door.  Employees can check the announcements as they commute to work or learn about new items before their next shift.  This will equip your employees to do their job and remain present when helping customers.  

  1. Streamline Operations

Manual reporting is tedious, time consuming and out of date.  Not to mention prone to errors.  When you are short-staffed, having areas that are digitized and automated can increase employee productivity and can take the burden off you and your managerial staff.  HR tasks such as scheduling and finding people to fill last-minute shifts can be fulfilled by an automated system leaving you time to support employees and tend to customer needs.  Investing in an all-in-one virtual workspace not only increases efficiency, but creates a transparent work culture, houses online training modules, and offers essential task management.  The goal of operational efficiencies is to make frontline worker’s jobs easier.  Having access to a strong workforce technology allows your employees to do more with less.

  1. Improve Customer Experience

When the employee experience suffers, the customer experience suffers as well.  Customer loyalty is a huge factor in long-term growth of your business.  It all centers around training and support of your employees.  Stressed employees are slower to complete tasks, and quicker to ignore customers.  Whereas, supported staff tend to be efficient at tasks and offer quality customer service.  When you have negative customer experiences, you receive bad reviews which jeopardizes your long-term success.  Investing in technology that can better train and support your staff trickles down and improves the customer experience. 

Strategies to Reduce Rapid Turnover

by

Chef working in kitchen

The effects of COVID-19 and the Great Resignation are still being felt throughout the service industry.  Short-staffed or not, the show must go on.  Though high levels of turnover are standard in the industry, they should not be debilitating.  We’ve rounded up our top 6 tips to mitigate turnover. It is possible to retain the talent you have while fostering an environment that is attractive to new hires.  Let’s jump in!

Tip 1: Be Patient & Fair

There are many responsibilities to juggle as a manager.  As a result, being consistent and empathetic can be challenging.  It is vital to remember that things familiar or second nature to managers are often foreign concepts to new employees.  Be patient, as some of your best employees might take longer to learn.  Be fair.  How you treat your employees directly impacts retention.  Try your best to remove your personal preferences and manage from a brand standards perspective.

Tip 2: Effort Trumps Talent

There is a saying by Dave Weinbaum, “If you can’t excel with talent, triumph with effort.”  Managers must be able to recognize continuous effort.  These types of employees are valuable.  Find small, yet meaningful ways to identify the efforts of your team.  Finding each employee’s strengths will increase productivity.  Keep in mind that some employees may not be suited for certain roles.  Help your employees improve and find their place to shine.

Tip 3: Optimize Operations

There always seems to be a never ending list of tasks to complete during a shift.  Prep work, stocking, cleaning, etc.  Help your employees be more efficient by automating tasks when possible.  You can also make sure processes are streamlined to avoid the same task being completed multiple times.  Communication is key.  

Tip 4: Flexibility

Job flexibility is so attractive to potential employees.  Many remain at a job because their employer offers flexible work options.  In our current job market, if a position stops offering a flexible schedule, there is no shortage of jobs elsewhere.  You would rather be short-staffed for a few shifts than lose a valuable employee long term.  Remember that the next time an employee is seeking an accommodation.

Tip 5: Train Right the First Time

Training should lead to confidence.  As with learning any new skill, there will be bumps along the way.  Avoid constant correction and keep in mind that employees have different learning styles.  Try to accommodate when you can.  Managers must be aware of who will be working each shift training the employees.  You want to make sure that person is capable of leading the new hire to success.  While there are many reasons an employee may leave the workplace, don’t let a lack of sufficient training be the culprit.

Tip 6: Motivate Your Team

Keep your team around by completing standard reviews and raises.  This is one way to show team members that they are valued.  After all, employees come to work to get paid.  An excellent time to evaluate the employee’s goals with the company is during the review process.  It will also give you a chance to assess if a promotion would be a good step.  You are not promoting every employee to management level.  However, many companies have roles like “team lead” that can show the employees value without moving them immediately to a management position.  These accomplishments can lead to high satisfaction keeping your current team members around.  And the ability to promote within is appealing to potential new hires.

PCH: 3 Tips for Restaurant Employee Retention

by

Chef holding a plate of food

Turnover in the restaurant industry is notoriously high, but has recently escalated.  And increasing compensation is no longer enough to retain employees.  Burnout, long and unpredictable hours, lack of benefits are driving top talent out of the industry.  Quick fixes have become the norm; sign-on bonuses, increased wages, etc.  But none are proving effective at bridging the labor gap.  As the restaurant industry continues to shift, it’s time to take an in-depth look into your retention strategy.  How do you measure up in these three categories? Maybe it’s time to rethink your current strategies.

1. Tools & Technology

    Technology is too often connected with desk-based jobs.  More and more digital tools are becoming vital for frontline workers.  Yet, it seems such a small percentage of workers are equipped to effectively utilize the technology.  Mix that with outdated training modules and you have a recipe for high turnover.  Help mitigate burnout and boost operational efficiency by offering tools and technologies that set your restaurant employees up for success.  A digital workspace platform will allow for real-time communication and digital training modules.  It will also provide a place for employees to easily fetch information to complete day-to-day tasks.

    2. Hiring Strategies

      Do you seek external hires when looking to fill positions?  A more cost effective and easier way to hire is internally.  The perfect hire might be right in front of you!  You already know the potential candidate and they already know the business standards.  Avoid starting from scratch and seek the ideal candidate from within.  Businesses with internal mobility have employees that are more likely to remain with the company longer.  Consider offering training to those employees interested.  Career advancement opportunities are enticing to both internal and external hires.

      3. Employee Benefits

        Workers desire flexibility, an engaging work environment, and respect.  If all you are offering as an employer is higher wages, then you are missing the mark.  Flexibility is essential in our post COVID-19 world, but is difficult to offer when restaurant jobs require workers to be on-site.  So you have to be creative in your approach.  Consider using a digital workspace for scheduling so that employees can pick up extra shifts.  This gives workers control over their economic well being.  You can also offer a standardized digital training that can be completed outside of a scheduled training time.  Offering more flexibility for employees will make your company more appealing from the start and will entice long-term employees to stay.

        Training With Your New Hire in Mind

        by

        training

        It is no surprise that the key to retaining younger employees is quality training.  But what may surprise you is what training is most effective for millennials and Gen-Z.  With the National Restaurant Association’s “State of the Industry Report 2022” revealing that 78 percent of operators report not having a fully-staffed restaurant, it is imperative that your newest hire is one that stays.  Gone are the days of 100-page employee handbooks.  But where do we find the time to complete in-person training?  And with quick turnover and uncertain staffing, how do we avoid inconsistent training? 

        Here are 3 quick tips to help successfully onboard your newest, and youngest employees.

        •  Keep Lessons Short

        In an ideal world, employees would enter training with laser focus, soaking up hours of information without pause.  However, the average adult attention span is approximately 20 minutes.  Keeping this in mind, course duration for any type of training would be most effective if kept shorter in length and specific in topic.  This will help your new hire avoid feeling overwhelmed.  Consider pinpointing current employees to train new hires in specific areas.  This will keep training consistent and will give managers the ability to see areas of training that need improvement.     

        • Blend Digital and In-Person Training

        Many businesses are looking toward learning management systems (LMS) to solve their training woes.  These systems digitize 100 percent of training and claim to eliminate the need for in-person training.  The problem is that digital systems do not do a good job of simulating the realities of frontline work.  In-person, practical training is necessary and should be embraced.  Creating a blended learning method, you can offer engaging on-the-job training while moving necessary, yet simpler skills training to a flexible digital training platform.

        • Offer Translations in Preferred Languages

        Many digital platforms offer users the option to select a  “preferred language”.  Sites such as YouTube have a few simple steps to make the selection.  However, this is not yet the case with digital training videos.  Being able to offer your new hires learning in their preferred language will aid them in their education and absorption of your systems.  If a new hire knows how to perform confidently then they will feel like valued, productive employees.