Understanding the Truth about your Restaurant Managers

A recent Harvard University study reported that 80 percent of job turnover is due to hiring mistakes. And the U.S. Department of Labor has noted that the average cost of a bad hire is 30 percent of a new employee’s first-year salary. You can avoid being part of these discouraging statistics by conducting effective background and reference checks on your potential restaurant managers – and deep diving during your interview process to uncover their true motivations, qualifications and aspirations.

Ask the Right Questions

When dialoguing with potential new hires, it’s critical to spot evasions and untruths (for instance, one in seven candidates are dishonest regarding their educational credentials) and ensure that their management style aligns with your organizational goals.

  • Avoid relying solely on your first impression. Use behavioral techniques to root out past performance indicators that tell a candidate’s real story. For example, “Tell me specifically what you’ve accomplished in your current restaurant” or “Give me an example of a major problem you had to solve. Tell me about the issue, how you addressed it, who helped you, and the final outcome.”

  • Clearly outline the expectations of the position. Share these in terms of anticipated measurable results: “This is what we’re looking for you to achieve at our company. How would you go about accomplishing it? What resources would you need? What action steps would you take and how would you measure your progress?”

Checking References

Robust reference checks allow you to talk to candidates’ past supervisors to determine their suitability for the job. This can help you avoid the costs associated with failed probation periods and poor performance, which can have a devastating impact on guest relations and your company’s reputation.

  • Be upfront with candidates. Tell them ahead of time that you plan to speak to people who supervised them.

  • Speak to two or three prior supervisors but ALSO speak with their prior subordinates and peers! If a candidate’s current employer doesn’t know they’re seeking work elsewhere, turn to a manager at a previous job.

  • Make a list of questions in advance, so you’re consistent in what you ask. On an important related note, all questions must be within legal parameters. You cannot ask questions during a reference check that would be prohibited during an interview.

  • During a reference check, identify yourself and the candidate and tell them why you’re calling. Make sure they know you have consent from the job applicant and that all responses will remain confidential. Describe the role for which you’re considering the candidate, so they can comment in context.

Education and Employment Verification

Make sure a candidate’s information regarding their educational and employment history are accurate by:

  • Calling the registrar’s office at their schools or universities. Under the federal Family Educational Rights and Privacy Act, graduation and degree verification may be provided, as they are considered “directory information.”

  • Going to the Council for Higher Education Accreditation’s website to confirm that educational institutions are accredited and legitimate.

  • Contacting previous employers. Often, companies will only release certain information, but you should be able to confirm titles, positions and dates of employment.

Working with a hospitality recruiting firm can save you the time and cost involved in properly vetting and pre-screening restaurant management candidates – and provide additional resources on surefire interview tactics. To learn more, read our related posts or contact Horizons Hospitality today.

If you are looking for an restaurant management recruiter, contact us today!

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