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Mistakes = LOST MONEY!!! And lots of it.



Mistakes = LOST MONEY!!! And lots of it.

Hiring Tips for F&B Industry

Hiring Mistakes Are Expensive

Hiring the wrong person is the most costly mistake you’ll make this year AND next year AND the year after (if you’re still in business).

The bar and restaurant business is busy—you really don’t have enough time in the day to run back-to-back interviews to find employees who do the job effectively, and who’ll be a good fit for your business.

The F & B Industry is also mega-competative. Everyone wants to hire the best people, right?

Eventually, if you don’t put in the work in the begining to attract, hire, and retain great employees, you’re throwing money (and time) out the window. It doesn’t matter if you’re hiring for front of the house or back of the house, the problems and solutions are the same.

You Really Don’t Have the Time or Money to Waste on Poor Hiring Practices

Fortunately, after years of running our own businesses, and by working with some of the best bar and restaurant operators in the world, we’ve come up with the formula for interviewing that will guarantee you’ll hire the best people.

Keep in mind, you’re not just looking for a warm body to fill a position. It may feel that way when you’re in a bind, but in the long-run, that type of hiring practice will hamper your ability to grow. (Read: You’ll lose money faster)

Take a broader look at your business, and hone in on these three areas:

  3. The CHARACTER you value in an employee.

The first is easy—are you a black-tie venue, or are you a come-as-you-are pub? What type of people will be best suited to work in and grow inside that environment?

The second and third take a little more brain power and self-reflection.

For example, at Barmetrix, we value continuous education and learning. We believe if you’re not growing, you’re decaying. So when we’re looking for new talent, we want to make sure that a potential candidate is an avid learner.

Ask the Right Questions to Get the Right Results

Be prepared to ask 5 relevant questions for each of the three categories; Character, Environment, Values. Previous employment or education are important, but they’re not deal-breakers. Pay attention to character and values; that’s what the candidate brings to the table, you can’t teach that.

Hire for attitude, train for skill.

Check out this 4 minute video, where you’ll learn:

  • HOW to uncover the candidates that match your company’s values with 15 SIMPLE QUESTIONS.
  • HOW to find employees whose character will BETTER your BUSINESS.
  • WHY you need to be a patient teacher – yes YOU!!

Want More? Check out The 4 Step HR Blueprint

One last insider tip: Think outside the box when considering your interview format. (Watch for it in the video)


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