Three Hiring Mistakes Every Quick Service Restaurant Can Avoid

After hiring hundreds of employees for one of the best known quick service restaurants I have committed my share of mistakes. Like many managers, I wasted thousands of dollars on staffing, training, and turn over. Frustrated, I often placed the blame onto the failures that I hired. It wasn't until I took a step back and actually looked at my own hiring practices that I found the root of my staffing problems. These are the same mistakes that many restaurants make over and over again.

Don't hire anyone you wouldn't invite into your home.

It's as plain and simple as it sounds. If after interviewing an applicant you are still unsure of whether or not to hire them - ask yourself this question. Would you invite this person into your home? Would you invite them to dinner? If not, chances are you will not be happy working next to this person. If you don't want to work with them don't expect any of your employees to want to.

This may sound cold heart and cruel, but I guarantee you that this is 100% solid advice. To prove this true, ask yourself the opposite question. Would you want to hire with the type of people you wouldn't let in your home? Probably not.

Don't hire out of desperation.

Waiting until your are understaffed to hire is the same thing as waiting until a fire to purchase an extinguisher. Under staffing a business can lead to dissatisfaction among customers and employees. It can also have an affect on the reputation of your business as a whole.

Are you projecting sales growth and not projecting the increased labor to handle the additional sales? Or, are you waiting to hire until your under staffed?

Hiring in a hurry can lead to poor decisions. It can often mean filling positions with someone not qualified. Don't waste your time hiring someone now hoping someone better comes along later.

Hiring in small numbers consistently can have positive effects on all of your business dollars. Hiring a few people at a time means training a few people at a time. This could also mean a better quality of training for your newest employees.

Show your customers you are prepared to take more business. Build it and they will come. But, be prepared to handle the business before it gets there; not after it's gone.

Don't wait for them to come to you.

When you spot talent grab it. If you are shopping, eating, banking, or even at the movies and you encounter someone you think could shine in your organization - let them know. If you are served by a fantastic waitress at another restaurant - ask her to come work for you. It's not tacky. It's smart and flattering. Always have a business card on hand. Make the opportunity for them to apply at your business available.

Recruiters and headhunters are pros in this tactic. However, most managers and human resources professionals rarely choose this route. Recruiters can seem aggressive because they are most often looking for candidates who already have a job.

Even if you approach someone and they are not interested in you now, they could be later. Think of it as building a relationship with a potential employee.

Most managers don't make these mistakes because they want to. They put themselves in a position to hire this way. Set yourself and your managers up for success and you will have a successful staff.