How to hire restaurant staff in 8 steps

In the restaurant industry, your staff is everything. They’re the heart and soul of your business, the people who interact with your guests and keep your operations running smoothly.

Hiring the right restaurant staff isn’t just about filling positions—it’s about building a team that’s reliable, passionate, and great at what they do. But let’s face it, finding that perfect crew can be challenging (especially with the labor shortages restaurants face).

In this guide, we’ll walk you through how to hire restaurant staff with a step-by-step approach, sharing insider tips to help you attract, interview, and retain top talent.

Why hiring the right restaurant staff is crucial

Hiring the right staff is the difference between a well-oiled machine and a disorganized mess. In restaurants, where speed, teamwork, and communication are key, one weak link can lead to chaos.

Your employees directly influence customer satisfaction, the quality of service, and even your bottom line. That’s why getting the hiring process right from the start is so important.

When you hire the right people, you’re not just filling shifts—you’re investing in the long-term success of your restaurant.

Step 1: Define your restaurant’s staffing needs

Before you even post that job ad, it’s essential to define exactly what you’re looking for. Different restaurants have different needs, depending on the type of service, size, and customer base.

Consider these key questions:

• What type of restaurant are you running? (Fast-casual, fine dining, etc.)
• How many staff members do you need for each role?
• What skills are absolutely necessary, and what can be trained on the job?
• Are there specific characteristics that fit your restaurant’s culture, like a focus on teamwork or customer service?

Understanding these factors will give you a clear picture of the kind of candidates you should be looking for.

Step 2: Write clear, engaging job descriptions

Your job description is the first impression potential candidates will have of your restaurant. It’s crucial to make it clear, concise, and appealing. Job seekers need to understand not only the role but also why they should want to work at your restaurant. (Pro tip: use our create a job description AI prompt.)

Here’s what to include:

• Job title: Be specific. Use terms like “Experienced Line Cook” or “Front of House Manager” instead of vague titles.
• Key responsibilities: Outline what the job entails, from greeting customers to preparing dishes, and mention any equipment they’ll use or any certifications required.
• Skills and qualifications: List the must-haves, like prior experience, communication skills, or specific certifications (e.g., food handling).
• Your restaurant’s culture: Give a snapshot of your restaurant’s vibe. Are you casual, fine dining, or a food truck with a loyal following? This helps candidates decide if they’ll fit in.
• Perks and benefits: Offering competitive pay? Flexible hours? Free meals during shifts? Mention these to entice more candidates.

Check out our restaurant team member job description as an example.

Step 3: Use the right hiring channels

Now that you’ve nailed down your job description, it’s time to get it in front of the right people. Where you post matters, especially when you’re looking for different types of restaurant staff.

Where to post your job:

• Industry-specific job boards: Restaurant hiring platforms like Poached or Culinary Agents attract job seekers already familiar with the restaurant industry.
• Social media: Platforms like Instagram and Facebook allow you to promote job openings to your followers and tap into your local community.
• Referral programs: Current employees often know others who would be a great fit. Offer a referral bonus to encourage them to spread the word.
• Local schools or culinary programs: If you’re hiring for entry-level kitchen positions or internships, culinary schools are a great place to find enthusiastic talent.
• In-house hiring: Sometimes, the best candidates are already in your restaurant. Promote from within to boost morale and retain your best employees.

Step 4: Screen resumes like a pro

Once applications start rolling in, the next step is to review resumes and identify the most promising candidates. Here’s a quick guide to what you should be looking for:

• Relevant experience: Has the candidate worked in similar roles or restaurant settings? Experience in a fast-paced kitchen is more valuable than just any food service role.
• Longevity at previous jobs: If they’ve bounced around a lot, it could be a red flag for high turnover.
• Skills and certifications: Depending on the role, look for relevant qualifications like food safety certifications, customer service skills, or team management experience.
• Personality fit: Some resumes include personal statements or cover letters. Use this opportunity to get a sense of their attitude and how they might fit with your team.

Step 5: Conduct structured interviews

Interviewing is where you really get to know potential hires. And in the restaurant world, you don’t have time to waste on lengthy or unfocused interviews. That’s why it’s important to conduct effective interviews with structured, targeted restaurant interview questions that help you get the information you need quickly.

Here are some questions to ask:

1. Tell me about your experience working in a restaurant.
   This helps you gauge their level of experience and how comfortable they are in a high-pressure environment.
2. What would you do if you were in the middle of a rush and a customer had a complaint?
   Problem-solving is critical in restaurants, and this question lets you see how they handle stress.
3. How do you prioritize tasks when things get busy?
   Multi-tasking is key in the kitchen and front of house. This question reveals their approach to juggling multiple responsibilities.
4. What does good customer service mean to you?
   For front-of-house roles, this helps you assess whether their approach aligns with your restaurant’s standards.
5. How do you handle conflict with coworkers or customers?
   The restaurant industry can be stressful, so it’s important to know how they’ll handle disputes calmly and professionally.

Step 6: Check references and conduct trials

Never skip checking references! A quick call to a former employer can give you valuable insight into a candidate’s reliability and work ethic.

Questions to ask references:

• Was this person dependable?
• How did they perform under pressure?
• Would you hire them again?

For roles in the kitchen, it’s often a good idea to have candidates come in for a trial shift. This gives you a real-time look at how they perform under pressure and interact with your team.

Step 7: Build a strong onboarding process

Once you’ve made your hire, the work doesn’t stop. A strong onboarding process sets the tone for the employee’s time at your restaurant. Make sure they feel welcome, supported, and ready to succeed.

Onboarding tips:

• Provide a clear training plan: Whether they’re learning to operate kitchen equipment or memorize the menu, having a structured plan helps them get up to speed faster.
• Assign a mentor or buddy: Pair new hires with a more experienced team member who can show them the ropes and make them feel comfortable.
• Set expectations early: Be clear about your expectations for performance, punctuality, and teamwork from day one. This reduces confusion and sets them up for success.

Step 8: Retain your best staff

Hiring is just one part of the equation—keeping great employees is the other half. Restaurant turnover can be high, but there are ways to keep your team happy and motivated.

Here’s how to retain top talent:

• Offer competitive pay and benefits: If you want to keep good staff, you need to compensate them fairly. Offering benefits like healthcare or paid time off can also help.
• Provide opportunities for growth: Show your team that there’s room for advancement. Whether it’s through promotions, cross-training, or additional responsibilities, employees who see a future with your restaurant are more likely to stick around.
• Recognize hard work: A simple “thank you” or a bonus after a busy season goes a long way. People want to feel appreciated for their efforts.
• Create a positive work environment: Fostering a culture of respect and teamwork will help your restaurant become a place where people want to work.

Conclusion

The people you bring on board will define your restaurant’s success, both in the kitchen and front-of-house. By following a structured, thoughtful hiring process—from defining your needs to conducting interviews and onboarding—you’ll set yourself up to build a team that not only works well together but also delivers an outstanding guest experience.

Remember, hiring doesn’t end when a contract is signed. Investing in your staff’s development and well-being is key to long-term retention and creating a workplace where people love what they do. So, take your time, use these steps to guide you, and soon you’ll have a restaurant staffed with dedicated, skilled, and passionate people.

The bottom line? Hire well, train thoroughly, and retain smartly—and your restaurant will thrive.

Frequently asked questions about hiring restaurant staff

1. What’s the best way to find experienced restaurant staff?
   Industry-specific job boards like Poached and Culinary Agents, combined with referrals, are great places to start.
2. Should I hire based on experience or personality?
   It depends on the role. For kitchen positions, experience is often critical. But for front-of-house roles, personality and customer service skills can sometimes outweigh experience.
3. How can I reduce turnover in my restaurant?
   Focus on competitive pay, clear communication, opportunities for growth, and fostering a positive work environment to improve retention.
4. Is it worth conducting trial shifts before hiring?
   Absolutely. Trial shifts allow you to see how candidates perform under pressure and interact with your current team.
5. What should I include in a job description?
   Be clear about the responsibilities, required skills, your restaurant’s culture, and any perks you offer, like flexible hours or free meals.
6. How can I speed up the hiring process?
   Streamline your interview process by using structured questions and considering group interviews for lower-level roles. Keep the application process simple and avoid unnecessary steps.