The food service industry is almost wholly dependent on human capital. Your restaurant’s employees are your most significant assets, from preparing food to serving it. However, restaurant staffing, hiring, and retaining talent remain among the biggest challenges of running a restaurant. High competition, low pay, and severe work conditions all contribute to the high attrition rate in the industry.
However, as any successful restaurant owner would tell you, a great restaurant management team leads to excellent customer service. This makes restaurant staff hiring an even more difficult task. Restaurant staff is a restaurant brand extension and an efficient restaurant management system. Therefore, it is important to put in the effort and focus on hiring the right people for your restaurant and then training them well.
This blog will help you to understand how to source and hire good employees for your restaurant.
Determining The Requirements
You must determine the staff requirements before posting vacancy ads and the restaurant hiring process. There is no point in hiring more people than required. You need to analyze the need, talk to department heads like the manager, sous chef, etc., and ask them if any extra help is required. Plan your budget, and then go ahead and determine the number of people you can hire and how much you’ll pay them.
Some factors that affect the requirements are:
- The type of restaurant setup you have – You generally need highly experienced head chefs for a fine dining restaurant. Still, for a quick-service restaurant, you can hire someone less experienced.
- The number of tables you have – The number of tables and the average turnover help you determine the number of servers required. You also need to forecast your sales correctly so that you would have a clear idea about the number of people you’d need.
- Your restaurant’s peak hours – Some restaurants are famous for their brunch and have more people coming in during the daytime, while some are known for their fantastic nightlife and attracting more people at night. You can have more staff coming to work during peak hours.
- How long the restaurant has been in business – A new restaurant generally has a low footfall. Therefore, having an army of staff at the beginning is not advised. You can hire a few yet skilled staff and then hire more as business picks up.
Restaurant Staffing
Hiring and retaining skilled restaurant employees has become increasingly challenging in today’s competitive hospitality industry. The ongoing labor shortage, evolving work preferences, and high turnover rates have made it essential for restaurant owners to adopt effective staffing strategies.
Industry Insight
An article in SmartBrief reports the increasing job opportunities in the restaurant industry:
“According to the National Restaurant Association, restaurants hired about 300,000 employees last year and expect to hire another 200,000 this year (not including the more than 500,000 jobs restaurants expect to fill for the summer). About 45% of restaurant operators said they need more employees to meet customer demand”.
Whether you’re hiring servers, chefs, or kitchen staff, choosing the right hiring strategy and channel can impact your restaurant’s success. Various methods of restaurant staffing are:-
- Hiring through word of mouth
- Hiring through social media
- Hiring through referrals
- Hiring through job portals
- Hiring through consultants
1. Hiring Restaurant Employees Through Word-Of-Mouth
Word-of-mouth remains one of the most cost-effective and reliable restaurant staffing methods, particularly for entry-level and junior positions. In a time when the restaurant industry faces high turnover rates (averaging 75% annually in the U.S.), referrals from current employees, industry peers, and trusted colleagues can help streamline hiring.
Many chefs and restaurant staff recommend former coworkers they have worked with as new hires, ensuring a pre-vetted and culturally aligned hire. Additionally, employee referral programs have gained popularity, with businesses offering cash incentives ($100–$500 per hire) to encourage staff participation.
2. Hiring Restaurant Employees Through Ads And Posts On Social Media
With over 4.9 billion social media users worldwide, platforms like Facebook, LinkedIn, and Instagram have become powerful recruitment tools for the restaurant industry. Many restaurant owners and hiring managers now leverage industry-specific groups, pages, and communities on these platforms to connect with potential employees.
These digital spaces allow employers to post job descriptions and openings, engage with candidates directly, and receive referrals from industry professionals. Social media also enables quick and targeted outreach, making it easier to find qualified talent while enhancing brand visibility in the hospitality sector.
3. Hiring Restaurant Employees Through Referrals & Notice Board Bulletin
Referred candidates are more trustworthy and a better fit than the ones who apply directly. A background check is also essential and can be done quickly in the case of referral candidates. It is advisable to run a referral scheme if you have a small outlet. Depending upon the position, you can pay a commission of Rs 500 or Rs 1000 as an incentive for each hired referral.
4. Hiring Restaurant Employees Through Online Job Portals
Popular job boards like Indeed, ZipRecruiter, Culinary Agents, Poached Jobs, and Glassdoor have revolutionized restaurant staffing by providing access to a vast pool of qualified candidates actively seeking employment. These platforms allow restaurant owners to post job listings, filter candidates based on experience and skill set, and track applications efficiently. Many job portals also offer premium features such as targeted job promotions, resume databases, and AI-driven candidate matching to streamline hiring.
For higher-level roles like restaurant managers, executive chefs, and sommeliers, platforms like Culinary Agents cater specifically to the hospitality industry, ensuring access to top-tier talent. While some portals offer free job postings, premium listings typically range from $150 to $500 per month, depending on the location and level of exposure required. Using job portals effectively can significantly reduce hiring time, increase applicant quality, and improve overall recruitment efficiency in a competitive labor market.
5. Hiring Through Restaurant Recruitment Consultants
Recruitment agencies or restaurant staffing consultants are often considered a last resort for restaurant owners when other hiring methods fail. With the hospitality industry facing a labor shortage, many restaurants rely on agencies to quickly find pre-screened, qualified candidates.
These agencies shortlist, interview, and verify potential hires, allowing restaurant owners to select the most suitable candidates without investing too much time in hiring.
Many hospitality recruitment firms now offer guarantees—if an employee leaves within three to six months, the agency provides a free replacement to ensure stability. However, this convenience comes at a cost. Recruitment agencies typically charge 10-20% of the hired new employee’s annual salary, meaning hiring a restaurant manager with a $50,000 salary could cost up to $10,000 in fees. While expensive, this method is often effective for hiring high-level staff like executive chefs, managers, and sommeliers who require specialized skills and experience.
The cost of replacing an employee can be up to 30% of their annual salary, so focusing on employee retention strategies is crucial. Instead of frequently hiring new staff, restaurants should invest in training, employee satisfaction, and competitive wages to build a stable and motivated workforce.
Restaurant Hiring Process
Hiring the right restaurant staff ensures smooth operations, excellent customer service, and long-term success for the restaurant business. A structured hiring process helps find skilled candidates that align with your restaurant’s culture and values. Below is a step-by-step guide to hiring restaurant employees efficiently:
1. Screening Applications & Resumes
Before conducting interviews, filter through resumes to identify candidates with relevant experience and skills. Look for:
- Relevant work experience in the food and hospitality industry.
- Customer service skills for front-of-house roles.
- Technical expertise in food preparation and kitchen operations for back-of-house roles.
- Availability and flexibility, especially for weekends and peak hours.
- Certifications such as food handler permits or culinary training.
2. Conducting Effective Interviews
Interviews should assess not only technical skills but also personality and problem-solving abilities. Use a mix of behavioral and situational interview questions to evaluate a candidate’s response to real-life restaurant challenges.
Assessing Soft Skills: Look for strong communication skills and the ability to work in a fast-paced environment—gauge teamwork and adaptability, which are essential for restaurant employees.
3. Skills Testing & Trial Shifts
To ensure candidates meet your expectations, conduct skills assessments such as:
- Chefs use cooking tests to evaluate techniques and food presentation.
- Mock service tasks for servers to test efficiency and professionalism.
- Problem-solving scenarios to gauge decision-making under pressure.
4. Checking References & Backgrounds
Before making an offer, verify the candidate’s work history and reliability. Ask previous employers about the following:
- Work ethic and dependability.
- Customer service and teamwork skills.
- Attendance and punctuality.
5. Making the Right Hiring Decision
Finding the best fit means balancing experience with personality and attitude. Prioritize:
- A willingness to learn over years of experience.
- Positive attitude and teamwork over technical skills alone.
- Cultural fit with your restaurant’s values.
Conclusion
Hiring the best restaurant staff is not just about filling positions—it’s about building a strong, cohesive team that enhances customer experience and drives business success. A well-structured hiring process ensures you attract skilled, motivated, and reliable employees who align with your restaurant’s values and goals.
However, recruitment is only the first step. To reduce turnover and maximize employee retention, restaurant owners must prioritize ongoing training, career development opportunities, and a positive workplace culture. Providing competitive wages, fostering a supportive work environment, and recognizing employees’ contributions can significantly improve job satisfaction and loyalty.
Investing in your team leads to better service, increased efficiency, and higher profitability. By focusing on long-term employee satisfaction and retention, restaurants can build a dedicated workforce that enhances customer experience and operational success.
Frequently Asked Questions
To hire restaurant workers, start by defining and writing job descriptions for roles, posting job listings on platforms like Indeed or Culinary Agents, and leveraging social media and referrals. Conduct structured interviews, skills assessments, and trial shifts to evaluate candidates before hiring.
Hiring restaurant workers is challenging due to high industry turnover, demanding work conditions, and labor shortages, especially in post-pandemic times. Competitive wages, flexible schedules, and a positive work culture can help attract and retain talent.
The cost of staffing a restaurant depends on factors like location, size, and wage laws. On average, labor costs should make up 25-35% of a restaurant’s total revenue, including wages, benefits, and training expenses.
You can find restaurant employees through online job boards (Indeed, Poached, Culinary Agents), social media recruitment of job seekers, local culinary schools, employee referrals, and industry networking events. Offering competitive pay and benefits increases hiring success.
Recruit restaurant staff by posting jobs on hospitality-focused platforms, using social media marketing, attending job fairs, and offering referral bonuses to existing employees. Partnering with local culinary schools can also provide trained candidates.
Hiring costs include job advertising, interview time, training expenses, and onboarding. On average, the cost to hire a restaurant employee can range from $2,000 to $5,000, depending on the role and training required.
Staffing needs are based on restaurant size, peak hours, menu complexity, and service model. Use historical sales data and industry benchmarks to maintain an efficient labor-to-revenue ratio.
Use job portals, social media, word-of-mouth, local culinary schools, and hiring agencies to recruit restaurant staff. Providing a good work environment and competitive pay helps attract long-term employees.
Attract customers through promotions, social media marketing, online reviews, local advertising, and special events. Offering delicious food, excellent service and a unique dining experience encourages repeat visits.
Boost foot traffic by implementing happy hours, loyalty programs, digital marketing, influencer partnerships, and local community engagement. Ensuring high-quality food, service, and ambiance keeps customers coming back.
