Revamped Recruiting Process
Of course, some turnover is inevitable. Beyond keeping your great staff members, there are some strategies to attract the right people to your opportunities. The foodservice industry is constantly evolving, yet the recruiting process and offerings for cafeteria workers have looked the same. To make your position and team stand out, consider updating your job descriptions to emphasize the impact of the job. Someone will be more likely to respond to positive language that lets them know their work is fulfilling and important. Consider even renaming the positions to something a little more elevated like the Rochester Institute of Technology did. Their job descriptions had not changed in 30 years, until they added titles like “sous chef”, “garde manger”, and so on (Freehill-Maye, 2019). Be open to referrals or attending recruiting events. Once the right people are in the room, don’t neglect to perform an in-depth interview. It may be tempting to get someone in and start working, but getting to know the interviewee’s personality, goals, and values can contribute to a stronger team and better work culture. When you’re confident in hiring skilled people, your kitchen’s team can also be assured, productive, and long lasting.