Most managers dread the hiring process. It can be time-consuming, repetitive, and extremely frustrating if you’re not attracting candidates who have the right skills. It’s important to take the right steps to find someone who is not only capable, but also fits in with your existing team members and shows passion for the job and your company. Use the tips below to create a smoother and more efficient method to hire the right people faster.
1. Get detailed in your job description.
Rather than a high-level overview, make sure that applicants know exactly what’s required of them in addition to what your company can offer for its staff members. A good job description will clearly outline duties, qualifications, years of experience required, and the role’s value proposition. The amount of detail you include can make a big difference in the type of people you attract for the position. For example, if you’re looking to hire a shift lead for your QSR location, you may want to specify that 2-3 years of management experience is required, or that applicants should be over 18 if the job entails working after-hours. Additionally, be sure to pass around your write-up to other shift leads, managers, or employees that work alongside or beneath the position for which you’re hiring. Anyone who interacts with the prospective team member may have valuable input on the necessary skills or personality traits.
2. Post your listing on appropriate platforms.
Think carefully about the position you’re trying to fill and the applicants you’d like to attract before posting your job listing. If you’re seeking a part-time, hourly employee, platforms like LinkedIn may not be the best fit. Reason being, job seekers on dedicated professional networks tend to have higher qualifications and credentials, making them more likely to push for a role with more responsibility (such as an assistant manager or manager). Usually, you won’t be looking to hire someone that will be promoted right away, so it’s best to source candidates that have no expectation of being moved up immediately. Instead, try sites like Craigslist or other job boards specific to your city that can be easily searched by job type, industry, years of experience, and/or location.
3. Communicate expectations with your recruiter.
Not everyone has a dedicated recruiter, but it’s important to communicate with whoever is filtering through resumes and/or conducting initial interviews – this could be a site manager, a family member involved with your operation, or even an outside agency. This function is critical, as you don’t want to waste time on candidates who don’t meet your base qualifications. The recruiter must know both minimum as well as maximum requirements of the position to minimize dissatisfaction with prospective candidates sent your way. If your restaurant needs a general manager, ensure your recruiter knows that industry experience as well as prior familiarity with the role is obligatory and that you won’t look at resumes without those prerequisites. If you’re disappointed with the applicant pool, touch base with whoever is sourcing the prospects and provide a reminder of the criteria, especially if the candidates are way off the map. In the end, this will save everyone time and frustration, and you’ll be happier with the results.
4. Come prepared for the interview.
The job candidate isn’t the only one that should be doing homework before the interview. Take the time to plan a list of questions that will allow you to get to know the candidate on a deeper level. These can be related to what motivates them, what gets them excited about a job, what makes them stay with a company, etc. Don’t be afraid to ask questions that will give you some indication of their personality; typically, you’re hiring someone to join an existing team, so it’s important to find candidates that will fit in. You may find a potential new hire that checks all the boxes in terms of experience and necessary skills, but if a new temperament doesn’t mesh with other team members it can be a disaster. Consider asking questions such as: how would you describe yourself; how would your family or close friends describe you; or, what do you consider the best/worst qualities in people close to you? These answers can reveal what makes a prospect comfortable, happy, or nervous in those relationships. Lastly, ensure you discuss your management style and what will be expected of a new hire on your team. This is critical in the matchmaking process to help prospects understand how they will fit into your organization and how they will be coached and managed by you.
Remember that these tips aren’t foolproof – we’ve all made bad hires and have had to deal with the fallout. However, if you put in the extra effort to source applicants that are truly aligned with your expectations and personality requirements, you’ll become much closer to acquiring the candidate who best fits the organization.