As a manager, you want to build a team of dedicated and enthusiastic employees to work with you every day and help your business thrive. Unfortunately, it’s not always easy to find and keep the right people, especially since restaurant managers face some of the highest turnover rates across all industries.
Finding the right employees can be a challenge. But how do you attract the right candidates when your competitors are trying to do the same? Here are 5 key things you can do to differentiate yourself from your competitors.
1. Establish your brand culture
You want potential employees to get a sense for what it means to be part of your team. This will guide the right people to your door, since they’ll already know what to expect. Consider the culture and brand you’re building and whether your current strategies and team members are reflecting that culture. Not only is a strong culture beneficial to your current employees and appealing to potential hires, it also attracts customers and helps guide you in decision-making.
2. Personalize your job postings
With 50% of millennials reporting that they’d accept a lower wage to work at a company that shares their values, it’s important that your job postings reflect your culture and brand. Paint a picture of what it means to be part of your team. Authenticity is key. Be creative, but don’t stray too far from what candidates expect to see. Highlighting your values in your job posting can set you apart from your competitors, but it’s still important to clearly outline daily responsibilities and preferred skills and experience.
3. Stay organized
- Develop a well-oiled sourcing and hiring machine to reduce the pressure of the hiring process. Consider using an applicant tracking system to screen candidates, evaluate skills and experience, and check references. The goal is to streamline the process to easily find the right candidates who will be loyal and dedicated team members. If you don’t already, you might consider hiring an HR specialist. Their role will be solely dedicated to finding new recruits and making sure your current employees are happy.
4. Establish an employee value proposition
An employee value proposition (EVP) reflects all the things employees get in return for their hard work, time, and effort. It’s a great way to stand out to existing and potential employees against your competition. Your EVP should include everything from financial compensation and health benefits to work-life balance and career development opportunities.
Whatever you include, make sure you communicate it clearly to applicants and that you’re able to deliver on it. Companies that are successful in keeping the promises made in their EVPs can decrease their turnover rates by almost 70%.
5. Become a master interviewer
A resume can tell you a lot, but interviews remain the best way to determine whether a candidate will be a good cultural fit. Ask strategic questions, using past experiences to guide you. Remember that an interview is a two-way street. You’re evaluating the candidate, but they’re also deciding whether or not they want to work for you. Use the interview not only as a way to vet candidates, but also to show them what type of manager you are and discuss expectations.
In short, the hiring process can be a challenge. Finding loyal and hardworking employees is made much easier when you know what you’re looking for; having a streamlined sourcing and hiring process; and differentiating your culture and brand from your competitors.