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Seven Mistakes In Restaurant Hiring & How to Avoid Them

It’s an employee’s market. If you want more applicants, change the way you hire.

Restaurant hiring in 2022 has been difficult to say the least. As of May 2022, the industry is still down 750,000 jobs – 6.1% of its total workforce – from pre-pandemic levels, according to data from the National Restaurant Association. To add to the headache, food service workers leave jobs more frequently than almost any other profession, spending an average of just 19 months at one job. According to the Bureau of Labor Statistics, this is the lowest among all professions in the service industry.

Restaurants on average need 62 applicants to find one employee. In an environment with more jobs and less applicants, this may feel hard to achieve. So how to restaurants combat the labor crisis and find employees? How do you get more and better applicants to your job postings? And probably most importantly, how do you make sure you’re hiring the right people?

The answers to these questions all depend on having a thorough, proficient hiring strategy in place at your restaurant. If you haven’t made updates in a while, it’s time to modernize your hiring, interviewing, and onboarding. This guide walks through seven common mistakes in restaurant hiring in 2022 as well as best practices to correct them.

“If you’re relying solely on phone calls and emails, you may be missing out on talent. The average response rate of response from applicants contacted by phone is below 20% and email isn’t much better. These are old, often ineffective ways of communicating and ultimately thin out your applicant pool…”

Page 6 – Ineffective Communication With Applicants