Start by looking into your support of key personnel.  This is where the onboarding process actually begins.  Who are the people that play an integral role in remaining connected to new hires before the formal program begins?  For you, this might be a hiring manager, recruiter, or even direct supervisor.  Consider providing your key personnel with communication templates that can be personalized.  This will result in consistent messaging that supports the culture and strengthens your brand.

Second, make a fantastic first impression and offer a friendly welcome.  You can establish an inviting environment for your new employees which sets the tone for positive company culture.  Consider creating a personalized welcome video that will make new hires feel appreciated and part of the team.  If possible, feature future co-workers in onboarding videos.  This will help new hires put faces with names before day one.  

Next, identify and implement a process for ongoing communication to remain in contact with new hires.  If you can continue communication with a candidate after a job is accepted, this will help to alleviate any doubts and enable them to feel a more immediate connection to the company.  Try a brief weekly phone call or e-mail.  You can share new information as well as ask additional questions.

Finally, set and communicate expectations.  Let your new hire know exactly what to expect the first week.  Consider sharing a clear, written agenda, including introductions to key personnel and team members, required training sessions, completion of online forms, etc. This may all seem routine for you.  However, you can use your knowledge to set your new hire up for success.  Providing an organized schedule of events in advance not only helps new employees, but also results in more engaged new hires.  And that will lead to less employee turnover.

The post The Time Between an Accepted Job Offer & the First Day: A Guide to Success appeared first on Pacific Coast Hospitality.

There’s no possible way to gloss over 2020 – it was well, awful for many of us. This was a year where we watched a global pandemic shut down an industry we not only have poured our lives into and fully depend on, but also love. We’re all living with the baggage of the many months as we try and move on following what many will remember as a catastrophic year.

As vaccine rollouts continue across the nation and restrictions begin to loosen a bit more, we’re seeing new trends shape our industry and some are certainly more welcomed than others. As we look ahead to all that this summer has to offer, here are just two industry trends we’re seeing that we want to break down and hear from you on in the comments below. 

Hours of operation remain limited. 

While many restaurants are certainly open for dine-in or carry out, their hours of operation continue to remain cut slim from a pre-covid world. Closing early, opening late… it’s certainly fewer hours for those who love this industry and enjoy sharing their passion and skills within it each day. 

Some owners may simply elect to keep lobbies shut in favor of the many benefits of takeout, and curbside. In some spots, this may even be a preemptive, safety-first measure. But increasingly, it’s becoming a reflection of the sector’s mounting struggle to find workers.

The lack of talent for open jobs? It’s a combination of a few factors showing nationwide. One is the $300 weekly unemployment boost extended through the beginning of September in President Joe Biden’s $1.9 trillion American Rescue Plan. Additionally, restaurants are struggling to have adequate supplies needed to keep their doors open for pre-covid hours. Distribution companies are struggling to find drivers because of unfavorable hours and fears of illness on the road. Some suppliers raised prices in response.

Skilled candidates and not seeking to fill vacant jobs.
As COVID-19 arrived, millions of restaurant jobs were lost to the pandemic last year, and since, other industries have been hiring at an accelerated pace as bars, hotels, and the like have been some of the last businesses to reopen fully. The attraction for employees to move away from the restaurant industry is at an all-time high for many. Whether it be alternative benefits, better work/life balance of hours, or a whole variety of reasons, finding talent to fill each open role in the industry is today, challenging. 

Recent students show a full 80 percent of employers are keeping at least one crew member role posted at all times. Economists predict that there could be as many as 10 million more jobs between now and year’s end to restore the labor market to its pre-pandemic level. But for employers, the fact remains that workers are hard to find.  

With struggles in limited operation hours and a lack of talent eager to take open jobs, we’re choosing to forge ahead and work towards helping our clients pivot and make strong hires for positions they in fact, may have never dreamed of hiring before. Because tough times don’t last… we will welcome guests to dine in our restaurants and return to travel soon. With the increasing number of individuals receiving Covid-19 vaccines, we are growing more and more confident that this is just a season.

We invite you to join us in forging ahead. Are you needing assistance evaluating your current or future hiring needs? We’re here to help. After 30 years of restaurant management hiring, we have the passion, the know-how and the network to bring you the best, fast.

The post As We Recover Together, How Can We Forge Ahead? appeared first on Pacific Coast Hospitality.

We’re Pacific Coast Hospitality…we recruit the best, most qualified leadership talent for top hospitality organizations across the western U.S. and British Columbia.

Market Cannon Beach, OR

Job Description 

An outstanding opportunity to lead one of Oregon’s leading boutique luxury hotel and restaurant! Set oceanfront on the spectacular Oregon coast, this Northwest icon is a renowned destination for both couples and families looking for exceptional amenities, activities and experiences. A place both laid back and luxurious, where guests can escape, reflect in awe of the rolling sea and monolithic sea stacks, indulge in wellness, world-class dining, read, walk and wander. It’s a family owned and award-winning destination that truly inspires.

We’re seeking an experienced and talented Dining Room Manager candidate to operate this intimate, relaxed, sumptuous, award-winning dining program. Seasonal menus, the freshest of local Northwest ingredients, special Chef dining events, craft cocktails and an award-winning wine cellar…. if you possess an innate desire to create an experience of a lifetime, this is the resort for you.

Requirements Ideal candidate will have the following:

• 2 years’ experience working as Manager in the fine dining segment
• Must know and be passionate about food, beer, wine and cocktails
• Impeccable standards for the guest dining experience
• Upscale “foodie” experience a plus
• Passion for developing and mentoring a team
• Experience in product ordering and team member scheduling

Salary Range & Benefits

• Salary – $50k – $65k (starting, based on experience level )
• Generous and Obtainable Performance Bonus Program
• Medical and Dental Health Insurance
• Annual Performance and Salary Review
• 401k Program with matching employer contributions

Job Category Resort Dining Room Manager

Job Type Full Time

If this position seems like you – please click on this link to submit your resume and cover letter. https://www.pacificcoasthospitality.com/careers-in-hospitality/  We will contact you via telephone or email for an initial interview.

The post Job: Dining Room Manager appeared first on Pacific Coast Hospitality.

We’re Pacific Coast Hospitality…we recruit the best, most qualified leadership talent for top hospitality organizations across the western U.S. and British Columbia.

Market Newport, OR

Job Description 

Live and work in one of the west’s most beautiful destinations….the Oregon coast! This is an outstanding opportunity to lead and help rebrand one of the area’s panoramic oceanfront properties. Located in a forested setting alongside Agate Beach, this property has new ownership and a new lease on life…. this resort is experiencing a $6.5 million remodel to exceed today’s guest’s expectations.

We are seeking a talented Food & Beverage Services Manager candidate to operate this resort hotel’s restaurant and convention programs. Located in the heart of the beautiful Oregon coast, this resort is positioned for tremendous sales growth and regional recognition. This is a chance to be part of something special, a once in a lifetime opportunity!

Requirements Ideal candidate will have the following:

• College Degree in Hotel/Restaurant Management or related field of study or minimum of two years of food and beverage management.
• Ideal candidate will be on the upward side of their career, to be both looking to gain experience and make a name for themselves within the organization, with potential for growth within the company.
• Ability and experienced in the daily management of a food and beverage staff.
• Experienced in the development and control of the overall Food and Beverage operations, both revenue and expense.
• Experienced in repositioning / rebranding of restaurants.
• Passion for developing a top quality work environment along with mentoring a team of professionals.
• Proficiency with financial statements, scheduling, payroll, accounting and progressive discipline.
• Strong guest-oriented philosophy.

Salary Range & Benefits

• Starting salary range is $48k to $55k depending upon experience
• Tailor made bonus program worth up to 15% of base salary
• Medical, Dental and Life Insurance Coverage
• Annual Performance / Salary Review
• Relocation package offered for qualified out-of-town candidate.
• Opportunity to live and work in the “Pacific Wonderland”, the Oregon coast is known for both its outdoor pursuits and pristine beauty.

Job Category Food and Beverage Services Manager

Job Type Full Time

If this position seems like you – please click on this link to submit your resume and cover letter. https://www.pacificcoasthospitality.com/careers-in-hospitality/  We will contact you via telephone or email for an initial interview.

The post Job: Food & Beverage Services Manager appeared first on Pacific Coast Hospitality.

We’re Pacific Coast Hospitality…we recruit the best, most qualified leadership talent for top hospitality organizations across the western U.S. and British Columbia.

Market Newport, OR
Job Description 
Live and work in one of the west’s most beautiful destinations….the Oregon coast! This is an outstanding opportunity to lead and help rebrand one of the area’s panoramic oceanfront properties. Located in a forested setting alongside Agate Beach, this property has new ownership and a new lease on life…. this resort is experiencing a $6.5 million remodel to exceed today’s guest’s expectations.
We are seeking a talented Food & Beverage Services Manager candidate to operate this resort hotel’s restaurant and convention programs. Located in the heart of the beautiful Oregon coast, this resort is positioned for tremendous sales growth and regional recognition. This is a chance to be part of something special, a once in a lifetime opportunity!
Requirements Ideal candidate will have the following:

• College Degree in Hotel/Restaurant Management or related field of study or minimum of two years of food and beverage management.
• Ideal candidate will be on the upward side of their career, to be both looking to gain experience and make a name for themselves within the organization, with potential for growth within the company.
• Ability and experienced in the daily management of a food and beverage staff.
• Experienced in the development and control of the overall Food and Beverage operations, both revenue and expense.
• Experienced in repositioning / rebranding of restaurants.
• Passion for developing a top quality work environment along with mentoring a team of professionals.
• Proficiency with financial statements, scheduling, payroll, accounting and progressive discipline.
• Strong guest-oriented philosophy.

Salary Range & Benefits

• Starting salary range is $48k to $55k depending upon experience
• Tailor made bonus program worth up to 15% of base salary
• Medical, Dental and Life Insurance Coverage
• Annual Performance / Salary Review
• Relocation package offered for qualified out-of-town candidate.
• Opportunity to live and work in the “Pacific Wonderland”, the Oregon coast is known for both its outdoor pursuits and pristine beauty.

Job Category Food and Beverage Services Manager
Job Type Full Time
If this position seems like you – please click on this link to submit your resume and cover letter. https://www.pacificcoasthospitality.com/careers-in-hospitality/  We will contact you via telephone or email for an initial interview.

The post Job: Food & Beverage Services Manager appeared first on Pacific Coast Hospitality.

Let’s set the groundwork for why the minimum wage battle has both business owners and employees uptight.

As a whole, the goal of any minimum wage increases can be seen as both good and bad. When you stop and consider the goal, minimum wage increases are set to help reduce income inequality and to increase the earning of middle-class households.

On the flip side, if your goal for an increase in wages is to help the least experienced and most needy job seekers find their place in the workforce, then the minimum wage increase can truly hurt them and your business.

Recall the 2014 analysis of the effects of increasing the federal minimum wage to $10.10 per hour from $7.25, where it has been since 2009. It was found that the boost would increase the earnings of millions of workers by a total of $31 billion. It also found that the increase would reduce employment by hundreds of thousands of jobs, and that less than one dollar in every five of that $31 billion would go to households living in poverty.

So, what is the lesser of two evils? Higher pay for employees, or less employees in the workforce?

Following the federal wage increases, individual cities and states have stepped up to raise those minimum standards even greater. Take Seattle for example, the Seattle city council voted in June 2014 to increase the city’s minimum wage to $15 per hour over a period of a few years. Seattle’s minimum wage hit $13 last year (on its way to $15), and the consequences aren’t pretty.

A team of researchers at the University of Washington found that the number of low-wage jobs in Seattle declined considerably as a consequence of the $13 per hour mandate. They also found that the number of hours worked by low-wage labor declined by 9 percent, while wages increased by only 3 percent. Since hours went down more than wages went up, the net result is that the amount of money earned by low-wage workers actually fell.

So, what’s the workforce and business owners supposed to do about the good, the bad and the honest stats from minimum wage increases?

We’d propose one thing: there may not be a perfect blanket solution for all employees in every industry and in every city across the United States. Perhaps it’s more of a city by city or industry by industry standard which should be set.

We want to hear your feedback. What ways has the change of wage requirements affected your business or career search? Are you running an establishment on less employees but paying more?

The post Losers and Winners: High Minimum Wages appeared first on Pacific Coast Hospitality.

Staffing is one of the biggest challenges a business owner overcomes. There’s a lot of juggling between interviewing, training and maintaining employees. The stats are in favor of promoting current employees when hiring managers with exceptional characteristics and work ethic.

The less time as a business owner you may have to spend seeking out new management, the more time you’ve got to begin hiring and training hourly employees to grow with your business.

So, what does it take for an hourly employee to look and act ready for a promotion into management?

They’re self-managed.

There’s a lot to say about an employee who arrives on time, takes care of business and is always solving problems for themselves in a professional manor. From the get go, it’s usually easy to see what standout individuals are a part of your team.

They lead in a way they’d want to be led.

Among the restaurant industry, there can be a lot of personalities which sometimes result in some unpleasant moments in the back of house. An employee ready to manage carries themselves in the way they’d want their own manager to handle conflict and works to keep themselves clear of causing personal conflict. Whether it’s getting along with every employee or you use her or him as an example of patience, performance and productivity – employees working towards promotion lead by example.

They invest their time with quality employees greater than themselves to learn.

It’s been said that you are the cumulative sum of the five people you spend the most time with. Outstanding team members tend to hang with people who they can learn from and look up to.

They set goals and achieve them.

Leaders set goals and develop a roadmap to accomplish them. And when they need help to accomplish their goals? They ask! Look at your timecards… who is putting in the hours during the busy days and during the times it is somewhat inconvenient to work, whether that be holidays or evening. The best future manager you can hire is the one who puts in the time today.

Working to identify and continue developing leaders within your staff who can grow with you and become a manager is one of the most stressful yet rewarding roles of owning a restaurant.

What’s been the top way you’ve been able to identify todays leaders that will be tomorrows managers?

The post When Is It Time to Promote? appeared first on Pacific Coast Hospitality.

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