The biggest challenge in restaurant hiring today? It’s not directly about hiring—it’s about retention. Employees are leaving jobs in record numbers due to pandemic-induced societal changes. Some moved to new cities. Some changed careers and aren’t returning to hospitality. So what’s the best way to ensure you don’t have to navigate this tough labor market? Keep the staff that you already have.
Keeping your team around longer comes down to a few key things. And those can also help you attract new talent to fill the gaps:
Raising Wages
Restaurant employees want to be paid fairly, making wages the main reason behind why employees quit their jobs. Nearly half of all restaurant employees are hovering in the range of $11-15/hour (45.8%). 73% of those employees still receive tips. With 34.6% citing wages as a reason for leaving a job, or reason for planning to, it can't be ignored.
Another aspect of pay to increase is the frequency of it. There’s no reason to lock wages behind a two-week paywall. New tools make it easy for restaurants to offer real-time pay—so employees can access wages right when they clock out. It's a perk 4 out of 5 workers want, too.
Schedule With Empathy
A living wage has become the expectation, and you have to pay as much as or more than the other restaurants on your block. It’s valued, but not the only factor. 56% of employees say that flexible scheduling would greatly affect their happiness at work. Don't let a schedule become a list of names. Remember that everyone on your team has unique life circumstances that must be accounted for when building the schedule. College classes, kids at home, second jobs, and other responsibilities all factor into someone's availability. Mike Bausch of Andolini's in Tulsa calls this “scheduling with empathy,” and it's essential to remember to maintain a happy and healthy team.
Pave Career Paths
When every restaurant raises the pay, it’s your company culture and benefits that set you apart. Raising pay to and above a living wage is significant. But employees are looking for opportunities for career growth, too. In the latest episode of our podcast, we spoke to Dan Simpson, CEO of Taziki’s. They broke their team up based on demographics and offer tailored benefits to a few different core groups. It doesn’t make sense for every team, but the idea of learning who your team is and providing the benefits they want makes an impact.
Look to Your Staff
The best recruiting tool you have in your restaurant is the team you have right now. The hospitality network runs deep. Create a workplace that treats people well, pays a living wage, and gives them the opportunity to grow. You’ll attract great talent through word of mouth.
To inspire employees to refer their network, you can offer a referral bonus to the employee to refer a new hire. Or take it a step further and create a referral program, with tiers and a competitive element to see who can refer the most industry folks.
Double down on what makes you you
What’s the biggest mistake restaurants make in their job postings? Not highlighting what sets them apart. It’s not enough to just post a “Help Wanted” sign, or it’s digital equivalent—a short, uninspired job posting. Use job descriptions to tell prospective employees what you’re all about: your core values, your personality, and why they should work for you. It doesn’t hurt to put a wage in the description, either.
Conclusion: How to Find (And Keep) Great Talent
Improving your offerings to meet the workforce where it is right now means looking at wages, schedules and career paths. There is no denying that we’re in the midst of a labor shortage. But taking a good hard look about what you are offering can make a huge impact on finding and keeping great talent.