5 Best Ways to Make the Hiring Process Less Stressful for Restaurant Managers
Hiring the right staff for a restaurant is one of the most challenging tasks for managers, especially in a high-turnover industry. It’s not just about finding someone who can do the job—it's about finding someone who fits into your team, works well under pressure, and stays committed. If you're tired of sifting through resumes, conducting awkward interviews, and feeling like you can't gauge someone's real potential until they've already been hired, you're not alone. These five simple strategies, based on shared experiences from restaurant managers, can help streamline your hiring process and make it more effective.
1. Ditch the Traditional Interview – Try Practical Assessments Instead
Traditional interviews often feel fake, both for the interviewer and the candidate. Many managers have found success by skipping the usual Q&A and getting straight to what matters—assessing skills on the spot. Whether it's asking your candidates to make an omelette or interact with customers during a busy shift, hands-on tasks reveal more about their capabilities than any resume ever could. Think of it like a working interview, but make sure it’s paid. After 20 minutes, you’ll probably know if they’re the right fit.
2. Use a Simple Skills Quiz to Filter Candidates Before Interviews
Time is precious, and you don’t want to spend it asking basic questions that could be answered with a quiz. By creating a simple skills assessment tailored to your restaurant’s needs—whether it's understanding basic kitchen hygiene or customer service standards—you can quickly gauge if someone has the knowledge they need or how much training they’ll require. This leaves more time during the actual interview to focus on personality and values, which are often more important in a customer-focused environment.
3. Focus on Personality, Not Just Experience
Experience can be taught, but personality can’t. Multiple restaurant owners have emphasized that hiring for personality—especially for front-of-house roles—is more important than hiring for experience. During interviews, ask questions that reveal the candidate’s attitude and interpersonal skills. You can ask things like, “Tell me about a time you made someone’s day,” or “What’s your favorite food and why?” These questions help you understand if someone will bring positive energy to your team.
4. Group Interviews Can Show You Who Shines Under Pressure
Instead of interviewing candidates one by one, some managers organize group interviews where applicants are given tasks like building a tower from stationery or pitching a new menu item. It might sound quirky, but it's a great way to see how they work under pressure and how they collaborate with others. Plus, making the interview process fun can help candidates relax and reveal their true selves, allowing you to pick out the best team players for your restaurant.
5. Set Clear Expectations from Day One
One of the best ways to ensure a smooth hiring process is to clearly communicate your expectations right from the start. Be upfront about what you need from your employees—whether it’s punctuality, teamwork, or the ability to handle a fast-paced environment. Many restaurant managers suggest outlining the key responsibilities during the interview and again on the first day. This way, candidates know exactly what they’re signing up for, and you can both feel confident moving forward. When expectations are clear, employees are more likely to meet them, and you’ll spend less time managing misunderstandings down the road.
By implementing these strategies, you can simplify your hiring process, reduce stress, and find the right staff for your restaurant faster. No more endless interviews, fake answers, or second-guessing—just practical, personality-based hiring that works.
