If you’re like most independent restaurant and auto repair shop owners, you’re always looking for ways to improve your business. In this blog post, I will cover the key components of how to find and hire a superstar staff.

Secret Tip: You cant do exceptional things with ordinary people!

So how do you find Exceptional people to hire for your team?

Have control of the hiring process. This doesn’t mean you have to do it all, delegate a lot of the preliminary efforts in finding and narrowing down candidates.

Secret Tip: Always remember that finding suitable candidates is a function of your marketing!

It is important that you can trust your managers but don’t relinquish all authority over them. Find a balance between trusting your employees and maintaining control of the business. There should always be a stage for you in the hiring process, even if it’s the last step.

Secret Tip: Keep this in mind when interviewing; as owners, we are responsible for ALL our employees’ actions.

The key is creating an established system that involves other key team members, which will improve the quality of your applicants and save you a lot of time and energy.

Step #1-Know What You’re Looking For In Job Candidates

The first step is to understand clearly what you’re looking for in an employee. Knowing precisely what you want in an employee is the key to a successful hiring process.

What is the best way to make sure you get it right?

Developing a detailed job description that includes all of the required and desired qualifications, focusing on the hard skills needed for the role and the softer skills essential to team dynamics. This will ensure that when potential candidates look at your job ad, they know everything you need from them – from qualifications and experience to personality traits and behaviors – so that you attract great people who are adequately equipped for success.

With an in-depth evaluation of the position you are attempting to fill and the type of person best suited to the role, you can make an informed decision about the best fit for your team!

Step #2-Create An Automated Hiring Process

The hiring process can be an overwhelming monster, but with the proper preparation and technology, it doesn’t have to be. Treat hiring like a marketing challenge – good, qualified employees are scarce, expensive, and hard to find. All business owners are finding it difficult to recruit qualified staff for their businesses – which means that you need to be creative to solve this staffing challenge. It’s not an easy task, but it is possible with a few creative steps.
And that also means you have to always be hiring! Once you build a system, it should constantly generate new applications, so you are never caught short on team members. Ideally, you’ll always have a file of potential applicants you can call on when you are in need.

1. Create a Dedicated Hiring Webpage
Start by setting up a dedicated careers page on your website to which prospective candidates can be sent for information about the job requirements, salary range, company culture, or all the open positions. The more information you have here, the better, but remember, you are selling yourself and your company. It needs to convince them that you are a great place to work.

Include a video from you sharing your company culture and core values. Encourage your current employees to share testimonials about their jobs, either written or on video, and use them on your hiring page and in your hiring social media posts. Focus on what makes you better than the options they might be considering, the hiring incentives you are offering, and the benefits of the job. If you need help coming up with those things, ask your employees. What do they like about working for you, why do they stay, and what do they think are the key benefits to their position?

Next, direct applicants to an online application page. Paper applications have gone the way of the dodo bird. Get them online and keep them there. This will make it easy to collect resumes and keep track of contact information for each candidate.

2. Use A Booking System For Interviews
Once they have completed the online application, allow them to book their interview with an online calendar system. Only make available the time slots that work for your business and the person conducting the initial interview. An online calendar system will also be able to provide email and text reminders for your candidates so that you increase the likelihood of them showing up as scheduled.

Streamlining and automating your hiring process allows you to free up time, let the technology work for you, and create a steady stream of potential team members to choose from.

3. Train Others To Conduct Initial Interviews
Once the interview is set up, it’s time to train your managers in interview techniques. The person who will be the applicants’ immediate manager (s) should conduct the first interviews. That way, the managers can weed out the candidates who aren’t a good fit and provide you with a shortlist of candidates to interview for a second round.

Be sure your managers know how to interview while adhering to company policies regarding candidates’ backgrounds and other regulations. Ensuring that all hiring processes are conducted legally is of utmost importance for businesses of all sizes.

4. Ask Good Questions
At every stage of the interview process, you want to learn as much about the candidate as possible. In other words, you need interview questions focusing on the skills and experience required for the job.

That’s why interviewers should focus on open-ended questions. Open-ended interview questions allow the interviewee to elaborate and encourage them to provide more information than just a ‘yes’ or ‘no.’

The common questions are great for establishing a skill set, their “hard skills.” Can the person meet the job’s requirements, how much experience do they have, and will they work well with the team? But there are also “soft skills” to consider. What is their personality like, how well do they work with others, will they show up on time, will they take the initiative? Those qualities are harder to ask about specifically and get honest answers, so your questions need to flush them out in a more conversational manner.

Often these questions don’t have a “right” answer, but you want a good answer. One that shows their personality, work ethic, communication skills, and maturity. A candidate may not have all the specific skills you are looking for but consider that those can often be taught. The soft skills you are looking for here are usually set in a person, and you want ones that mesh well with the rest of your team.

For some great interview questions check out our previous blog post: How To Conduct An Interview That Weeds Out Crazies. Once the manager’s interview goes well, they can shortlist applicants who have successfully passed the initial interview process and consider them for further interviewing stages.

5. Create A Scoring System For Shortlist Candidates
As you are interviewing each candidate, take notes. Write down key thoughts, impressions, important facts they offer, highlights of the interview, and potential warning signals. You can’t rely on your memory to be reliable, especially when interviewing numerous people in a row. Writing notes will allow you to review each person with your team realistically.

To make it easier to compare candidates, create a scoring system. It’s important to be fair and consistent when evaluating qualifications, so setting up a scoring system will help you objectively rank qualifications and establish the best candidate for the job. Start by taking the list of qualifications from the job description. Create categories for soft and hard skills, then assign point values for each depending on how important it is for the job. This will give you an overall score for each applicant and allow you to quickly evaluate who would be best suited for the role.

By having a scoring system in place, you can quickly narrow down your shortlist of applicants from dozens or hundreds to just a few qualified candidates that have all been given an equal chance. This will make comparing with the other interviewers and selecting the right person for a job much easier and more efficient.

6. Check References
Included on your checklist should be the results of the reference checking. This is a vital step that should not be overlooked. Checking references can also help employers better understand how well a potential employee has performed in their previous roles and how the person is likely to handle different situations.
When checking references, employers need to ask questions that will provide useful information about a candidate’s qualifications, skills, experience, and qualifications. Asking probing questions can help employers get more detailed information from referees, such as how well the candidate interacted with colleagues in past roles or whether any areas of improvement could be addressed. Employers need to ensure that they are asking relevant questions about suitable qualifications and experience for the position being filled.

While there are some restrictions on what types of questions can legally be asked during reference checks (such as age or ethnicity), there are still plenty of other subjects which can help employers determine if an individual is likely to perform well in their job position. In addition to asking questions about qualifications, employers should look into potential issues such as disciplinary actions or complaints by previous employers or co-workers. This type of information may not have been disclosed during earlier stages of the interview process. Still, it could indicate potential problems if this particular employee was hired.
Moreover, it is encouraging for employers when former managers or colleagues provide positive feedback about an applicant’s qualifications or performance in previous roles – this can indicate that they are highly motivated individuals who strive for excellence in their field of work.

Step #3-Use Multiple Methods To Attract The Right Job Seekers

Once your automated system is created, you can begin directing candidates to your hiring page. When you know what types of people you are looking for, you can get your hiring marketing in front of them in as many ways as possible. Make sure you have an eye-catching headline and include all the benefits of choosing you as an employer. You need to let them know why you are the best employer option. We’ve seen huge success with these marketing avenues, and you should be using them all.

  • Google Paid Ads – With Google, you can target your ideal employee within a set geographical area of searchers using keywords and the specific benefits of choosing you as their employer. Your ad must appear at the top (first page) of results, so keeping track of how much you pay Google to stay above those recruiting sites is vital.
  • Social Media- FB Boosted Posts – Your potential staff are on Social Media, and Facebook, Twitter, Instagram, and Tiktok – are all useful platforms to find staff. Facebook is ideal because you can narrow your ad to target your geographic area, age, interests, and other pages like schools or clubs.
  • Get Your Customers To Recruit – Your customers could be your best source of leads, but they need to know you are hiring. Take advantage of this captive audience by putting your message everywhere in house. They want you to do well, and they want you to have great staff. Give them a way to help.
  • Use Your Staff To Get More Staff – Your existing staff wants to work with other great people with similar qualities who they can trust to get the job done and carry their own weight. They may know friends or other servers, bartenders, and cooks in the industry that would be happy to relocate. Make sure you put a referral program in place – if they bring you a great potential candidate that you hire, it’s important that they be recognized for their efforts.
  • Email Existing Customers – A dedicated email to your customer list is the number one way we’ve tested to get new employees. Most of the people on your list aren’t going to be looking for a restaurant job, but they know people. This works so well because you don’t have to cross-media, there’s a link in the email directly to the application page, and they can forward the email to anyone with the click of a button.
  • Print Postcards – Direct mail is always a valuable tool. The USPS offers an inexpensive way to deliver postcards in selected zip codes called Every Door Direct Mail. These can be delivered into the neighborhoods you establish that are most likely to have your potential candidates living. Since postcards are easily passed from hand to hand – they can cover a lot of ground.

All the methods you use, and you should be using them all, need a simple way to access your online application. Printed material can use a QR code readable with a smartphone and online resources with a clickable link, both of which lead to your application.

These work well for driving new staff to fill out the application and come in for the interview with little effort on your part.

Does this seem like a bunch of work?

Do you have the time?

Does anyone really enjoy finding staff?

If you want an effective Marketing Solution to generate hundreds of qualified applicants for your business…Completely Done For You…click the button below and schedule a one-on-one call with one of our DFY Hiring Experts.

We’ve worked with restaurants and auto repair shops to produce highly qualified candidates for their businesses with no work on their part. Sound too good to be true? Click the button and find out for yourself.

Michael Thibault

Michael Thibault

Known as “The Done For You Marketing Guy for Restaurants.” International Speaker on Restaurant Marketing. Published contributing author of 4 Marketing Books. Industry expert on Google Searches and Review Sites. Recovering Independent Restaurant Owner and Caterer of over 21 years. And, all-around good guy.

Follow Us On Social Media