Did you know that the restaurant sector employs more than 12 million people, making it the nation's largest government employer? At the same time, the food industry enjoys the industry's highest turnover, typically between 100 and 300 percent.
Creating a successful interviewing process to hire a high-quality team, and hasty, rushing decisions will be paid in the long run. Taking the right employees reduces traffic and rental costs and will be the driving force for hosting hostility and positive rumors.
The following steps will help you make the right rental decisions:
Step One: Investing in Upfront: Make yourself successful by organizing the right time and structuring the entire recruitment process. The well-established, organized system allows you to interview during the day. You may endanger the loss of a highly skilled worker by limiting yourself to too limited hours. Follow the steps recommended for starting the following initial work:
1. Decide what positions you need to complete, ensuring that you meet your most important staffing needs.
2. Creating a job ad profile with defined criteria. Ask yourself, "What kind of person is the best fit for this job?" And "What kind of experience and background do you possess?"
3. Identify well-rounded questions and work out issues based on the information obtained by the candidate to match their goals. Ask open-ended questions that are not a simple "yes" or "no" provocation, but initiate the conversation. It will make further inquiries when you start the hearing. A deeper problem is to clarify how the interviewee answers the original questions. If a candidate gives a generic or broad answer, do not be afraid to dig deeper and ask for examples. Do not ask illegal questions about gender, age, race, disability, or any form of discrimination.
There are three types of questions that can help you get the information you need:
The icebreaker issue solves the candidate and gives him warm-up time before detailed, work-related issues. These questions are easy to answer and do not intimidate the candidate.
Sample Questions: "How is your day far away?" Or "How was traffic on the road?" Patrick Pendola, owner of the Whistle Stop Grill restaurant at the Port of Florida, in Portland, Florida, said: "Facilitating interviewing is critical in the interview … they feel more relaxed and comfortable, the better they will talk and the guards are released, so we can get as much information as possible, and take advantage of the interview process. "
The background question Collects more information about candidate job history.
Sample questions: "Why did you leave your last job?" Or: "How long have you been unemployed during the break?"
Behavioral Issues Identify Mark's Behavioral Signs and Characteristics to Learn How He and She Behave and What Battles.
Sample Questions: "Please give me a specific example for a time when you had to meet a politician you disagreed with." Or: in a situation where he had to deal with a very nervous client or employee. "
Step Two: Examine the sequel / app to see if there is a potential job The candidate's continuation / application test determines whether the candidate is an initial screening or interview Some recommended tips for continuation / application testing:
1. Make it realistic and fair, without being too reluctant to give up on a restart / application for a few minor concerns, over-criticism limits your choices and reduces the number of candidates.
2. Identifier / Focus on dealers and key criteria, keeping in mind the well-established working environment. For example, if part of a profile requires it, it may not be justified to exclude a candidate who qualifies as a skilled worker. candidates to have their previous experience in the restaurant industry, their aim is to acquire this knowledge.
3. Take a note of any red flags or areas on a separate sheet of paper or copy of the CV / application that require further clarification and prepare to discuss them with the candidate. Next, prepare the right questions to help you further measure and forget about the necessary clarification. Never make any comments about discrimination such as young, cute or severe discrimination.
Step Three: Start an initial screening. In many cases, the employer should assist in initial screening on the phone before the interview is prepared. Initial screening helps determine whether a candidate is in a "personally" conversation. This is a good time to inquire about your job history. The candidate's job history is the best indicator of his future success. Some areas that you should be interested in are starting times, endpoints, and reasons for leaving preliminary companies. In addition, initial screening is a good time to make sure the number of hours and days worked by your staff. Immediately during the initial screening phase or during the interview later, you can call the applicant's references in the sequel / app. Keep in mind that employers are restricted by the law to the type of information that can be provided to employees.
4th Step up to the interview. Preparing for the interview will prove that you are a candidate for being a specialist and taking the recruitment process seriously. Get Ready for Interview:
• Interview Questions
• Copy of Resume / Application with Comments
Fifth Step: Performing the Interview Process. While the previous steps are important for the lease process, the interview process is a solid way to determine whether a worker is fit and able to be a solid entrepreneur. Follow the steps below during the interview:
1. Make sure your mindset is open and without any preconceived notions.
2. Find a quiet spot in your restaurant that will work in a quiet environment and a place where you will not be disturbed.
3. Do not plan to sit behind a table. This can create an intimidating situation in your power position. Instead, aim for yourself to stand on the floor sitting side by side next to the candidate.
4. Shake your hand and offer a drink after receiving the candidate.
5. Be ready for silence, continuous eye contact and body language. Make a note if the candidate rotates or looks at the floor when he is talking. Also note if you have bad habits like chewing gum.
6. Talk to the little conversation and ask a few ice-breaking questions to get rid of the interviewee.
7. Ask the interviewee to explain the areas of concern / red flags. For example, if you left out more jobs shortly after applying for the candidate, be sure to clarify the cause.
Step Six: Close the interview. It is important that you close the interview with a strong, positive note and finish it after you know all the information you need. To save time, shorten the interview if 100% is certain that a particular candidate is inappropriate. Here are some guidelines for closing the interview:
1. Ask the candidate if you have any questions.
2. Describe the "next steps" of the candidate. For example, tell the candidate that you will ask more candidates for the position and will notify them of their position within a week. It is a good practice to keep track of all applicants, but if you do not allow time, you can tell them they will not know if they are considering a second interview or your correspondent's letter. proceed to the next step.
3. Strongly shake the candidate's hand and thank him for the meeting position
Appropriate rental time will help you easily and honestly assess job candidates. Recruiting staff for your restaurants requires less time for management, training, training and development. And most importantly, the assembly of the highest team wins the guests and creates a memorable experience that will result in more profits.
Please note: five-star training representatives are not employment professionals. The above information is for information purposes only. Please contact your colleague in the jurisprudence of labor law and legal issues.
Source by sbobet