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Pacific Coast Hospitality

Restaurant Manager

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

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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

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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

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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

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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.

#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:  Restaurant Manager

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Hello, we’re Pacific Coast Hospitality and we’re looking for a Restaurant Manager for a privately owned, locally operated, full-service quality operation in Chandler, AZ.

Chandler, AZ aerial view

Market

Chandler, AZ

Job Description

Pacific Coast Hospitality is looking for a Restaurant Manager for this privately owned, locally operated, full-service quality operation. Our client is an established company; highly successful, disciplined, with exceptional leadership, and a well-developed work/life balance culture. This opportunity comes with responsibility and autonomy This opportunity comes with responsibility and autonomy, your expertise and experience will be valued and appreciated from Day One.

This award-winning restaurant group is passionate about genuine hospitality and delivering scratch made meals from fresh, local and seasonal ingredients, the best the Southwest has to offer. Upscale elegance at casual prices, defines what has made this multi-unit, multi-concept group successful. That, and the stability of consistent top-notch leadership at every level of the organization.

Custom built hardwood grills are featured in the restaurant where the freshest seafood and steaks are charbroiled over mesquite and applewood. Local sourcing and sustainability rule the menu, and the bar programs local wines, quality cocktails, and craft beers are all part of the experience.

“The answer is YES! What is the question?” is the one and only service philosophy in this company.

Requirements

The ideal candidate must have the following to be considered:

  • Minimum 1 year experience working as a supervisor, shift lead, trainer, or manager in upscale casual dining restaurant
  • Fast learner that’s not afraid to step in and make a decision
  • Ability to follow directions given to you by leadership and complete the tasks
  • A top line, guest focused mentality is a must
  • Experience in developing and training team members
  • Ability to source and hire quality team members and successfully onboard them, orient them, and support training them
  • Ability to support, lead, and guide your team
  • Ability to communicate openly, directly, and honestly with leadership and your team
  • Basic understanding of restaurant accounting and ability to use data to improve operations

Salary Range & Benefits

  • Industry competitive compensation package: $52k – $ 55k (starting, based on experience level)
  • Obtainable performance bonus program
  • Generous benefits and vacation plan
  • Annual performance and salary review
  • Balanced lifestyle – for real, not just talked about
  • Entrepreneurial environment- yes, we have systems, but we need thinking leaders that don’t want their hand held

Job Category

Restaurant Manager

Job Type

Full Time

If this position seems like you – please click on the button below to submit your resume and cover letter.   We will contact you via telephone or email for an initial interview.

Submit Your Resume

“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.“

Job:  Restaurant Manager

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Hello, we’re Pacific Coast Hospitality and we’re looking for a Restaurant Manager for a privately owned, locally operated, full-service quality operation in Portland, OR.

Photo of Portland Oregon neon sign by Zack Spear

Market

Portland, OR

Job Description

Pacific Coast Hospitality is looking for a Restaurant Manager for this privately owned, locally operated, full-service quality operation. Our client is an established company; highly successful, disciplined, with exceptional leadership, and a well-developed work/life balance culture. This opportunity comes with responsibility and autonomy This opportunity comes with responsibility and autonomy, your expertise and experience will be valued and appreciated from Day One.

This award-winning restaurant group is passionate about genuine hospitality and delivering scratch made meals from fresh, local and seasonal ingredients, the best the Northwest has to offer. Upscale elegance at casual prices, defines what has made this multi-unit, multi-concept group successful. That, and the stability of consistent top-notch leadership at every level of the organization.

Custom built hardwood grills are featured in the restaurant where the freshest seafood and steaks are charbroiled over mesquite and applewood. Local sourcing and sustainability rule the menu, and the bar programs local wines, quality cocktails, and craft beers are all part of the experience.

“The answer is YES! What is the question?” is the one and only service philosophy in this company.

Requirements

The ideal candidate must have the following to be considered:

  • Minimum 2 years’ experience working as a supervisor, shift lead, trainer, or manager in upscale casual dining restaurant
  • Fast learner that’s not afraid to step in and make a decision
  • Ability to follow directions given to you by leadership and complete the tasks
  • A top line, guest focused mentality is a must
  • Experience in developing and training team members
  • Ability to source and hire quality team members and successfully onboard them, orient them, and support training them
  • Ability to support, lead, and guide your team
  • Ability to communicate openly, directly, and honestly with leadership and your team
  • Basic understanding of restaurant accounting and ability to use data to improve operation

Salary Range & Benefits

  • Industry competitive compensation package: $54k – $ 60k (starting, based on experience level)
  • Obtainable performance bonus program
  • Generous benefits and vacation plan
  • Annual performance and salary review
  • Balanced lifestyle – for real, not just talked about
  • Entrepreneurial environment- yes, we have systems, but we need thinking leaders that don’t want their hand held

Job Category

Restaurant Manager

Job Type

Full Time

If this position seems like you – please click on the button below to submit your resume and cover letter.   We will contact you via telephone or email for an initial interview.

Submit Your Resume

“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.“

– Photo by Zack Spear on Unsplash

Job: Restaurant Manager

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Hello, we’re Pacific Coast Hospitality and we have an outstanding Restaurant Manager position to fill based in beautiful Cannon Beach, OR.

Cannon Beach, OR, photo by r-m, Unsplash

Market

Cannon Beach, OR

Job Description

We’re seeking a dynamic, seasoned Restaurant Manager candidate for an outstanding opportunity to lead one of Oregon’s prominent seaside eateries! Set oceanfront on the spectacular Oregon coast, this Northwest icon is renowned for showcasing its simple, delicious food with a menu focused on high quality, local and seasonal ingredients along with craft cocktails, NW beers on tap, and a whiskey bar to compliment the beautiful ocean view.


The ideal candidate must be skilled at guest service, team building and training, trouble shooting, operational efficiency and restaurant management. Above all, they are the keeper of our guests’ consistent, delicious, memorable and exceptionally high-quality dining experiences, which is instrumental to the restaurant’s continued success.

Requirements

The ideal candidate must have the following to be considered:

  • 3 years’ experience working as Manager in guest focused dining segment
  • Must know and be passionate about food, beer, wine and cocktails
  • Strong commitment to guest experience
  • Upscale “foodie” experience a plus
  • Passion for developing and mentoring a team
  • Experience in product ordering and team member scheduling
  • Track record of achieving financial results
  • Passion for developing and mentoring a team
  • Track record of achieving financial results

Salary Range & Benefits

  • Salary – $70k – $80k (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

Restaurant Manager

Job Type

Full Time

If this position seems like you – please click on the button below to submit your resume and cover letter.   We will contact you via telephone or email for an initial interview.

Submit Your Resume

“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.“