The 3 Best Ways to Find Cooks

      Finding excellent cooks is one of the most challenging of the restaurant industry.  Cooks are the backbone of every restaurant, they are usually the ones executing the food that brings in revenue. Good cooks are essential to any thriving restaurant.  The best cooks are able to follow instructions accordingly to their respective chefs’ recipes, have some experience (but no ego), know that creativity is reserved for after they prove themselves in the kitchen - all for hourly wages and low pay.  Some of the usual obstacles of recruiting for these difficult positions include: no shows for interviews and training, candidates not looking to stay for a long period of time.  With all of these challenges turnover is high and all chefs need competent cooks - fast! There are better ways than posting on every individual job board and waiting for candidates to come to you.

1. Referrals

    When a position is open, referrals are usually the first route chefs and managers take to get someone through the door, especially for finding skilled cooks.  If your guy on grill is killing it every night and has never called out once, chances are he might know other hard working people like him.  You get his friend through the door from his old job, and she happens to be a beast in prep - problem solved!  However, referrals can be risky just as they are successful.  Be wary of hiring just anyone your employees ask to hire.  Set some parameters and restrictions on who can be referred.  The last thing you want is a husband and wife working in the same space arguing about the kids, while you’re waiting at expo for a steak on the fly because table 12 ordered steak tartare and didn’t know it was supposed to be “raw”.  Referrals are a pretty safe bet for filling a few positions, but if you hire referrals only because you need a “body on the floor” it could be a disaster.   

2. Proper Job Promotion


    Posting on job boards is very effective but posting to multiple job boards is a painstaking process.  If your job happens to be posted on the wrong board then great candidates can miss an opportunity to work for you.  Cooks have hectic schedules and a limited amount of time to apply for new jobs, so more exposure is always better. Harri’s Job Distributor takes all of the strengths of Craigslist, Indeed, ZipRecruiter, CareerJet, Jooble and more, then posts them all at once. You will be able to see your jobs (host, waiter, and chef jobs) right away. You receive the volume and quality of all of the job boards in one place, and it saves you time from posting on each one.  As an extra plus, candidates can use their smartphones to apply through the application, so they can come through your restaurant doors quickly!

 

 

Courtesy of @lupulonyc Instagram 

Courtesy of @lupulonyc Instagram 

3. Social Media

    Much like referrals this could be a hit or miss.  Being aware of peak times to post is key for having job ads on social media.  This takes a little more preparation than posting an ad on a job board or asking a cook if he has any friend or past co-workers for referrals.  A good job post on social media must be very image driven.  Usually restaurants collaborate with their marketing or PR Teams to get this completed, then they can use the same ads whenever there are positions to be filled.  For example Chipotle went all out by dedicating an entire Facebook page to gain more candidates, while Lupulo kept it simple with an Instagram post with the positions available.  When posting on Facebook remember to do so with with images and video.  Studies have shown that have 39% more post engagement, than just posting text alone.  If you go the Instagram route then note the most successful times to post are Mon-Thurs from 6AM -12PM. One of the largest drawbacks can be that expense if you don’t have internal resources to create these posts.  Overall, posting positions on social media is effective because almost everyone has a cell phone and the reach is not only instantaneous but shareable.   

 

 

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Converged Technology Group IDs Eight Ways Video Enhances HR Recruitment Efforts

VideoInterview.jpg

 

ISLANDIA, N.Y., Oct.  29, 2015 /PRNewswire/ -- When a company hires a new employee, the expectation is that the organization's overall productivity will increase. Locating, interviewing, hiring, onboarding, training and retaining qualified candidates, however, is both time consuming and costly. The goal of today's human resources (HR) professional is, therefore, to find and hire the best available talent and to integrate new employees in a way that moves them from newbies to significant contributors in the most cost-effective and timely way possible. According to Converged Technology Group (www.convergedtechgroup.com), an award-winning Managed Services Partner (MSP) serving clients throughout the Northeast, successful HR professionals have discovered they all have one secret in common, and it's one that propels them – and their organizations – to the front of the race for employee ROI: video collaboration.

"In partnership  with Cisco, we recently held an event focused on the use of video throughout the recruitment process that drew widespread attention from people in a variety of HR roles, including recruiters, learning and development professionals, as well as C-level executives," says Leo E. Galletta, President and CEO, Converged Technology Group. "The event showcased the strategies, capabilities and technologies required to engage the broad spectrum of a multi-generational workforce. During the event, we performed live demonstrations of video collaboration tools, something which all of the attendees said they found to be relevant and extremely valuable. Why did an event focused on the relationship between HR and IT resonate so well among traditionally non-technical line-of-business professionals? Because companies are having very different conversations today about business outcomes and the best ways to recruit, develop and retain top talent – and most have realized that technology is the key."

The ROI of Video Collaboration

Today's HR professionals conduct worldwide searches to fill key positions, and they need the technological tools that can help them do it. To expand their search and attract an increasingly technology-dependent millennial workforce, recruiters must embrace video and use it to its fullest extent to increase their company's return on human capital.  Experts agree that video is quickly becoming an HR pro's most valuable tool: Studies show that video yields 35 percent greater year-over-year improvements in time to hire and 32 percent greater reductions in costs per hire.1 To help HR, IT and the C-suite see eye-to-eye, Converged Technology Group has identified eight important reasons to embrace video collaboration in the recruitment, development and retention process:

  1. It's Personal: Interviewers can more effectively and efficiently pre-screen candidates face-to-face via video than they can over the phone.
  2. Putting it all Together: Group interviews are becoming more commonplace, and video allows hiring managers to assemble remote resources to conduct an interview on short notice.
  3. Part of the Team: When relocation isn't a possibility, video makes it easier to hire, train and retain remote workers where they are, yet still have them feel like a valued part of the team.
  4. Warming Cold Feet: Staying connected with employees in transition by beginning the onboarding process before they arrive keeps new hires engaged from the day the offer goes out until their first day on the job.
  5. Anywhere, Anytime Communication: Video allows for instant communication between colleagues, giving new hires a feeling of connectedness from the start that speeds the onboarding process.
  6. Experience Matters: The days of using post-it notes and rotary phones to conduct business are gone; tech-savvy millennials expect to work in a connected, digital environment and are actually shopping for employers that offer them the kind of "connected workplace" experience they envision.
  7. A Balancing Act: Because the line between work and personal time has blurred, employees want to be equipped with the tools they need to be as productive at home as they would be in the office, giving them the option of building a more flexible schedule and a better work-life balance.
  8. Love of Learning: Video helps learning and development managers present training that is more compelling and engaging, something which ultimately translates to better organizational return and employee retention.

1 Aberdeen Group: "Bridging Distance in the Talent Lifecycle"

More Information:

About Converged Technology Group

Converged Technology Group is an award-winning Managed Services Partner (MSP) focused on improving IT performance and business outcomes while lowering the cost of technology support for businesses in healthcare, financial services, education, retail, legal and other cutting-edge industries. Located in Islandia, NY, and New York City, Converged Technology Group provides enterprise networking, collaboration, virtualized data center, cloud solutions and managed services to both regional and multinational corporations. The company provides business-critical uptime all the time, and helps clients design, implement and operate their IT infrastructure, communication and computing systems for the greatest return on their IT investments. For more information on Converged Technology Group, please contact us at 631-468-5728 or info@convergedtechgroup.com, and visit our website at www.convergedtechgroup.com.

(via PR Newswire)