Contents Successful Recruiting Introduction... 2 Recruitment Readiness... 3 Recruitng Resources... 5 Using Recruitment Sources...8
Introduction Introduction Overview A Recruitment Ready Restaurant is prepared for both walk-in and referral applicants. It's also a place where applicants feel welcome and are able to complete the application process right away. Becoming a Recruitment Ready Restaurant can help: Attract Rock Solid Real Team Members. Attract customers who may be interested in working for us. Capture all interested applicants that come into the restaurant looking for a job. Create a positive first impression of what it would be like to work in our restaurants. Respond to applications in a timely manner. Make a hiring decision quickly (before the applicant has time to find another job). Decrease recruitment costs. Make the most of future external recruiting efforts because a consistent and effective process is in place. Page 2 Successful Recruiting 2009-05-19
Recruitment Readiness Introduction Overview This section describes the recruitment readiness process. 2009-05-19 Successful Recruiting Page 3
Recruitment Readiness Standards Recruitment Readiness Advertise employment opportunities. Have now hiring POP (bag liners, tray liners, stickers, etc.) in prominent places to attract customers. To order recruitment POP, call Vivid Impact Corporation at 1 800 854 5665. Use outside signage to promote specific positions. Encourage referrals from Team Members. Keep applications clean and readily available. Make sure applications are clean and in good condition, located in an application holder on or under the front counter. Pens should always be available. Coach Team Members to respond positively to employment inquiries. Train Team Members to have a standard reply to the question Are you hiring? (e.g., Yes, we're always looking for great people!) Have Team Members practice answering this question. Make sure all Team Members know where applications are located. Tell Team Members which positions are available on an ongoing basis. Have Team Members encourage applicants to fill out the application right away. Offer applicants a complimentary drink or snack when they ask for an application to encourage immediate action. If possible, don't let them leave without completing an application. Have Team Members tell the Manager on Duty immediately when applications are given out. Have the Manager on Duty meet applicants personally, if possible. Show interest and enthusiasm. Respond quickly to applicants. All Managers should be trained to hand out applications, administer the Team Member Readiness Inventory (TMRI), and pre-screen applicants. Set a time each day to review applications received that day. Schedule a dedicated time each week (1 2 hours) to conduct applicant interviews. Have a system in place to track and organize applications (e.g., file all applications). Applications should be kept on file for 2 years. Schedule applicant for TMRI and interview when application is submitted. Schedule both for the same day, if possible. Place follow-up phone calls to each applicant within 24 hours of applying. Make hiring decision and tell applicant within 24 48 hours of interview and TMRI completion. Page 4 Successful Recruiting 2009-05-19
Recruitng Resources Introduction Overview This section describes different recruiting resources available to restaurants. Standards Team Member Referrals A coordinated and ongoing in-restaurant recruiting plan can help meet the restaurant s staffing needs. Referrals from existing Team Members can be an efficient and inexpensive way to attract new Team Members. Existing Team Members who are strong performers are likely sources of good applicants. Make sure your existing team is aware of staffing needs and encourage them to bring in friends or family (keeping in mind that family or significant others cannot be in reporting relationships with existing employees) who might be interested in joining our team. When staffing is difficult, a Team Member referral bonus program may be helpful. Choose either a monetary or non-monetary bonus, which applies to both the Team Member who refers the applicant and the new employee. Tie payment of the bonus to specific retention milestones (30 or 60 days of work or successful completion of training goals). Make sure bonuses are given in a timely manner and publicize successful referrals to the team. Get approval from your Above Restaurant Leader before offering referral bonus. In-restaurant recruiting is a key part of the overall recruiting plan. Make sure: Applications are easy to access. Team Members tell the Manager on Duty when anyone expresses interest in employment. Customer Referrals Customers are a great way to find out about potential applicants or may be interested themselves. Encourage customer referrals by: Visiting with customers while they are in your restaurant. Ask if they or someone they know might be interested in joining your team. Advertising your interest in selecting qualified Team Members on bags, cups, or tray-liners. Holding special events at your restaurant on holidays or special dates. This can bring in more customers who will see that the restaurant is a fun place to be. 2009-05-19 Successful Recruiting Page 5
Recruitng Resources Open House/Job Fair An Open House or Job Fair, used along with newspaper or radio advertising, can be a great way to get applications. An Open House can spotlight a single restaurant or a group of restaurants in a market or area. Key steps to a successful Open House or Job Fair include: Identifying appropriate and cost effective advertising so the community knows about the event. Choosing a restaurant that is easily accessible. A centrally located restaurant will be the most cost-effective choice. Choosing a non-peak time that is convenient for the applicants. Staffing event properly. There must be enough Managers to greet applicants, screen applications, score the TMRI, and conduct interviews. The Manager on Duty in the restaurant should not participate in the Open House. Creating a fun and professional atmosphere. Use banners, balloons, and/or other decorations. Make sure all Team Members are in complete, neat, and clean uniforms. Making sure the restaurant and parking lot are clean. Making sure the restaurant has enough recruiting supplies (applications, pencils, pens, and benefits brochures). After the Open House, follow up promptly with all of the applicants who meet the selection profile. At the end of each interview, tell the applicant what the next steps are. Remember, other employers are also competing for the same applicants. Promptly schedule second interviews, if appropriate. Open House best practices include: Offering participants a free soft drink. Introducing your team. Discussing our philosophies and goals. Focus on our How We Work Together principles. Demonstrate Southern Hospitality. Sharing the Team Member job responsibilities. Sampling products. Safely touring the restaurant, explaining critical safety and sanitation processes, procedures for preparing the products, and standards for how we treat customers. At the end of the tour, explain career advancement opportunities, wage guidelines, and benefits. Answer any questions about the application process. Thanking everyone who participated in the Open House. Using radio or newspaper advertising to support the event. Page 6 Successful Recruiting 2009-05-19
Recruitng Resources Placing Newspaper Recruitment Ads A popular way to recruit applicants is by placing Help Wanted ads in the local newspapers. The effectiveness of this approach depends on factors such as: The number of potential applicants who read the newspaper. The ads you used. The price of ads. The restaurant s location. Timely response to queries from potential applicants. While most ads will bring in some job applicants, there are 2 primary factors to consider: Will the potential applicants fit the job descriptions of available positions? What is the cost per selected applicant, and how does that cost compare with other recruitment methods used? Generally, the placement of newspaper advertisements is handled in a central location for all restaurants in the area. They must be worded carefully. Contact your Above Restaurant Leader for advice on the development and placement of advertisements. 2009-05-19 Successful Recruiting Page 7
Using Recruitment Sources Introduction Overview Identify recruiting needs for the coming months and potential sources for recruiting those applicants. Meet with the sources identified. (These sources include schools, malls, employment agencies, local Chamber of Commerce, etc.) Identify sources by plotting them on a trade area map; this becomes the Local Applicant Sourcing Map. Before each meeting understand what is important to each source. For example, schools will not want work to interfere with education; the Chamber of Commerce may want to know the number of jobs available. Standards Prepare for the Meeting Determine the goals of the meeting and how to meet those goals. Write down ideas for involving sources. Identify the materials needed for the meeting. Make an appointment. Get Acquainted Ask about: The organization. The contact s role in the organization. The contact s involvement in other job recruitment efforts. Knowing each contact and organization helps to effectively plan recruitment efforts. Discuss Ideas Discuss ideas and answer questions. Describe Team Member positions. Define recruiting and selection criteria. Explain the number of positions available each month. Describe pay rates and advancement opportunities. Discuss work schedule flexibility. Discuss the contact s concerns, if any. Review materials and procedures for referrals. Page 8 Successful Recruiting 2009-05-19
Using Recruitment Sources Follow Up To establish an ongoing relationship with contacts, follow up periodically. Thank contact for referrals and encourage continued participation. These follow-ups are an opportunity to answer questions and determine if they need additional materials. Don't wait for sources to come to contact the restaurant with referrals, questions, or requests for additional materials. Recruitment efforts will be more successful if regular contact is made. 2009-05-19 Successful Recruiting Page 9