The best hiring process is to promote from within. This not only creates goodwill within the operation, but also preserves the corporate culture and reduces training costs. However, the position that was vacated will also have to be filled, and the following are just some of the many suggestions for an effective hiring program. Adhering to these rules may be difficult because no one wants to be understaffed for very long, but patience will definitely pay off in the long run.
–Rule #1: Set specific times to accept applications
If you run a help wanted ad, state that applications will only be accepted at certain times on a few dates. It is much easier for staff to have applications and pens already waiting for the applicants than to constantly be called away to do this. Also, only those applicants who are truly interested in the position will make the effort to set aside time in their day to apply, as opposed to people who will come in at their own convenience.
–Rule #2: Conduct a phone interview
After screening the applications, conduct a phone interview with potential employees. The purpose of this interview is to answer basic questions, such as: are they well-spoken, can they work the hours required, do they meet all bona fide requirements, etc. This simple interview may eliminate some applicants early, and remember, if you can’t reach them by phone now, how difficult will it be when they are hired?
–Rule #3: Schedule interviews in a timely manner
Try to interview potential employees soon after the phone interview. Do not wait too long, because they may find another position while waiting for you. Also schedule the interviews close together so that you may set aside a block of time from your day to focus solely on interviewing.
–Rule #4: Check former employers
We have a habit of hiring employees without checking on their former jobs. The only questions that need to be asked are: position held, dates of employment, and eligibility for rehire. Anything else may result in a biased answer, or may be illegal.
–Rule #5: Make a formal offer both verbally and in writing
When you hire a new employee, also write a contract stating the position title, start date, salary, and expected hours of work. This is a very simple guarantee against a new employee suddenly informing you they cannot work to closing, or any other myriad of excuses we have all encountered. Documentation and redundancy are a manager’s best friends.
–Rule #6: Be wary of employees that don’t give notice to their current employer
We may need an employee to start immediately, but it is common courtesy to give a two-week notice of resignation to an employer. If a prospective employee will not demonstrate that courtesy to their former supervisor, there is a good chance they will do the same to you.
Although we all recognize that the hiring process is of utmost importance, we tend to disregard sound business procedures and hire on a first-come, first-served basis. Do not be afraid to juggle some schedules around for a little bit of time in order to find that perfect fit for your establishment. The few weeks of additional work and longer hours will pay off generously in the end. If anyone has any more questions, feel free to contact me at 777-2380.
Chef Bill Knapp, FM