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Pacific Coast Hospitality

restaurant

#1 Tip to Encourage Innovation in Your Restaurant

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Chef holding a plate of food

Chef Christ Kimura from Lee Kum Kee (Hong Kong-based company specializing in Chinese and Asian sauces) says, “. . . innovation is one part creative, one part operational,”  To sustain your restaurant, the dishes have to have interest or connect with the customers, AND it has to be executed consistently.  The solution?  Rethink pantry staples.  Finding simple ways where one ingredient can be added to create a signature sauce or dish solves many challenges.  First, it reduces the ingredients a chef needs to order.  In addition it simplifies prep and streamlines the cooking process.  Implementing this simple solution goes along with the already shrinking menus and the financial need to purchase fewer ingredients.

Food costs are continuing to rise.  Whether it be supply chain challenges or inflation, everyone is feeling the effects.  As an individual, this affects your wallet and as a restaurant, you feel those effects with less foot traffic.  People are having to stretch their budgets, and often that means decreasing restaurant visits each month.  Mix this with the continual struggle to find hourly staff and the weight to keep the doors open is almost unbearable.  

Today’s chefs are constantly interrupted and their time is split in the kitchen and other day-to-day tasks.  Focusing on both innovation and execution is a challenge. However, a huge part of being a chef is creativity.  Being able to play in the kitchen and create new recipes is a vital part of the job.  And equally important, it keeps patrons returning.  So, how is a chef to innovate new recipes that attract customers while protecting the bottom line?

Take a look at your menu and find areas where you are using ingredients for only one dish.  Remove or tweak those recipes so that the ingredients are used all over the menu.  The fun part?  If done well, your patrons will never know that the star of your appetizer is also used in your signature dressing.

Maybe innovation is just one ingredient away?!

Job: Resort Sous Chef

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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 Bend, OR

Job Description 

Live and work in one of the west’s most desirable outdoor recreation communities, we have an outstanding Resort Sous Chef position to fill based in beautiful Bend OR. Excellent salary, benefits, work environment, and opportunity for career growth are all part of the package. Located in the heart beautiful Central Oregon, this property 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!

We are searching for a driven and talented Sous Chef with experience in high-volume restaurant and banquet management. The ideal candidate will possess a proven track record and passion for developing new menu items, mentoring and developing others, delivering outstanding guest experiences, as well as achieving superior financial results.

Requirements Ideal candidate will have the following:

  • 3-5 years high volume BOH restaurant leadership experience
  • Banquet and catering experience a must
  • Strong kitchen organizational skills
  • Passion for developing and mentoring a team
  • Track record of achieving financial results
  • Strong honesty, integrity and guest-oriented philosophy
  • Personal and professional maturity is a key attribute

Salary Range & Benefits

  • Salary – $45k – $60k (starting, based on experience level )
  • Tailor made bonus program worth up to 10% of base salary
  • Medical, Dental and Life Insurance Coverage
  • Annual Performance / Salary Review
  • Opportunity to live and work in the “outdoor playground of the West”, Bend is world famous for both its outdoor pursuits and pristine beauty.

Job Category Resort Sous Chef

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.

Job: Restaurant Manager

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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 Bend, OR

Job Description 

Pacific Coast Hospitality is searching for a Restaurant Manager to lead this authentic neighborhood spot serving up creative and inspired comfort food in the heart of downtown Bend, Oregon. This traditional-with-a-twist restaurant offers a delicious dining experience in a comfortable environment. From classic, nostalgic flavors to new and creative dishes, they cook food that is sometimes elegant, sometimes rustic and always honest. Just as important as the food is the way you feel when you’re there. One part retro neighborhood café and one part elegant bistro, a place where you and your family can get comfortable and have a good time. Their welcoming staff goes to great lengths to make diners feel at ease and well taken care of. So you’ll want to come back again and again.

Requirements Ideal candidate will have the following:

  • 3 years’ experience working as Manager in the upscale, casual dining segment
  • Must know and be passionate about food, craft beer, wine and cocktails
  • Casual, yet corporate experience/background preferred
  • BUSY environment, candidate must have the energy and mental toughness to succeed
  • High volume “foodie” experience a plus
  • Passion for developing and mentoring a team
  • Track record of achieving financial results

Salary Range & Benefits

  • Salary – $48k – $55k (starting, based on experience level )
  • Generous and Obtainable Annual Performance Bonus Program
  • Medical and Dental Health Insurance
  • Annual Performance and Salary Review

Job Category Restaurant 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.

Job: Restaurant Chef

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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 Bend, OR

Job Description 

Pacific Coast Hospitality is searching for a Restaurant Executive Chef / Kitchen Manager to lead this newly opened restaurant in beautiful Bend Oregon. An authentic neighborhood spot serving up creative and inspired food in the NorthWest Crossings neighborhood (or NWX as it’s affectionately called here in the hood). This recently opened neighborhood gathering place boasts indoor seating for 75, with an additional seating for 40 more on their spectacular outdoor patio. Casual, comfortable and inviting, always cooked from scratch, using local ingredients whenever possible.

Requirements Ideal candidate will have the following:

  • 5 years’ experience working as AKM /KM / Sous / Chef in the upscale, casual dining segment
  • Must be knowledgeable and passionate about farm to fork, locally grown, organic food
  • Casual, yet corporate experience/background preferred
  • Ability and willingness to engage with guests and patrons
  • BUSY environment, candidate must have the energy and mental toughness to succeed
  • High volume “foodie” experience a plus
  • Passion for developing and mentoring a team
  • Track record of achieving financial results

Salary Range & Benefits

  • Salary – $60k – $75k (starting, based on experience level)
  • Generous and Obtainable Annual Performance Bonus Program
  • Medical and Dental Health Insurance
  • Annual Performance and Salary Review

Job Category Restaurant Chef

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.

When Is It Time to Promote?

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When is it time to promote an employee? That question could cost you a lot… a lot of time, money and energy. The reality is, not every employee wants to be promoted, even if you can see their leadership skills developing. Plus, for the ones that want to move on up, there’s no sure path to working with hourly employees to develop their leadership skills and get them to the place you’d feel comfortable offering up a promotion.

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?

3 Ways You’re Making the Job Search Harder Than It Has to Be

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Anyone who has ever been on the search for a new job knows just how stressful the process can be. From analyzing every word on your resume to worrying over the time it takes to hear back after sending in an application, there is stress around every corner. Why would anyone intentionally make it harder than it has to be? The truth is that many of us do! Here are 3 ways that you’re making your job search more difficult than it needs to be.

You aren’t updating your resume for each application. Sure, the basic facts will always remain the same. Your last employer will always been your last employer and that alma mater is never changing, but there are some key things that should. You should determine with skills and experiences from past jobs to highlight based on the job description of the position you’re applying for. Maybe they’re looking for a kitchen manager with leadership experience? Be sure to highlight that specifically on the resume you submit for that opening.

You’re underestimating yourself. This one is what holds most people back. You see a long list of qualifications and duties on a job listing & immediately assume it isn’t for you without an extra second of thought. It’s important to take a step back and really look at your skills and experiences. Most of the time you’re more qualified than you think! If you meet most of the desired skills listed on a job posting, highlight them on your resume and go ahead and apply. Very rarely does anyone check every single box on the job description, so you’re only hurting yourself by holding back.

You don’t utilize professional staffing companies. Why wouldn’t you want the help of people who specialize in hiring and placing talent within your specific industry? Professional staffing companies work with both companies looking to hire and individuals searching for a job to find the best match for everyone involved. Many companies, like us here at Pacific Coast Hospitality, also offer additional services to help candidates put their best foot forward in the job hunt. Take a look at our candidate services here.

3 Ways You're Making the Job Search Harder Than It Has to Be

by

Anyone who has ever been on the search for a new job knows just how stressful the process can be. From analyzing every word on your resume to worrying over the time it takes to hear back after sending in an application, there is stress around every corner. Why would anyone intentionally make it harder than it has to be? The truth is that many of us do! Here are 3 ways that you’re making your job search more difficult than it needs to be.
You aren’t updating your resume for each application. Sure, the basic facts will always remain the same. Your last employer will always been your last employer and that alma mater is never changing, but there are some key things that should. You should determine with skills and experiences from past jobs to highlight based on the job description of the position you’re applying for. Maybe they’re looking for a kitchen manager with leadership experience? Be sure to highlight that specifically on the resume you submit for that opening.
You’re underestimating yourself. This one is what holds most people back. You see a long list of qualifications and duties on a job listing & immediately assume it isn’t for you without an extra second of thought. It’s important to take a step back and really look at your skills and experiences. Most of the time you’re more qualified than you think! If you meet most of the desired skills listed on a job posting, highlight them on your resume and go ahead and apply. Very rarely does anyone check every single box on the job description, so you’re only hurting yourself by holding back.
You don’t utilize professional staffing companies. Why wouldn’t you want the help of people who specialize in hiring and placing talent within your specific industry? Professional staffing companies work with both companies looking to hire and individuals searching for a job to find the best match for everyone involved. Many companies, like us here at Pacific Coast Hospitality, also offer additional services to help candidates put their best foot forward in the job hunt. Take a look at our candidate services here.

KEY HIRING ESSENTIALS TO AVOIDING TURNOVER

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From what goes on the plates to who serves it, it all comes down to who you hire.  What are they like? How do they interact with the guest? What’s their reaction to conflict? One bad hire can infect and affect an entire staff and bring a line of issues for yourself and your guest.
Beyond a bad hire ruining a guest experience, the cost of a bad hire is high.  According to the Council of Hotel and Restaurant Trainers, the average cost wasted on a bad hire is $20,000 per manager and $2,225 per hourly employee. Let the numbers speak for themselves.
So before your cash goes down the drain and a bad reputation spreads from poor guest experiences, consider these 2 key hiring essentials – it might just save you both time and money!
Hire the candidates with a level of high engagement. 
What’s the employee’s engagement level? It’s a candidates market and individuals are looking for the greatest and newest opportunities consistently.  Beyond the hire that stands out on paper with the skills to perform well, who are the ones with a genuine interest in the food and beverage industry as a whole? They are the ones likely to be satisfied in your working environment and therefore a steady employee.
More than just engaged in the industry, hire the candidate with shown social engagement skills too.  When employees are socially engaged in their career, guests notice it too. So what’s “socially engaged” mean? We’re talking about the candidates who like to lend a helping hand to their fellow co-workers, find importance in celebrating accomplishments and are not out to just make a buck or two…We’re talking about the ones who speak with the guest dining and are eager to ensure their experience is the best and most welcoming possible. Whether you’re after a close knit family culture, a strong team emphasis or any other cultural work ideas, hire the candidates who have shown you the social skills to meet your goals.  Your guest and other employees will thank you for the engagement levels each new employee possesses.
Hire the candidate you have screened fully.
It’s the 21st century and that means a whole new world of opportunity to automate the age-old hiring process.
From online applications to personality test, take advantage of the tools available to help “do the legwork” for you to weed out the candidates who don’t make a qualified fit.  Find out more than just previous work history and education… discover their character and outlook on work with a variety of online questionnaire surveys.
There’s far more to screening a candidate for hire beyond a one-time face to face interview.  In fact, it’s the hires that you interview one time with just a paper application who are costing you the big bucks we call turnover.  One example to setting an automated screening process to help eliminate high turnover rates could include setting up online surveys for previous employers and references to reply with detailed information on each candidate’s performance.
There’s more to the age-old practice of hiring than ever before… what are you doing to make it not only hard for candidates to want to walk away from your company after their hire, but before even accepting the position to ensure you’ve got the right hire?