Hiring the right restaurant staff can make or break your business. While the labor market is improving, staffing challenges remain a top concern for many restaurant operators. According to the 2025 State of the Industry Report from the National Restaurant Association, 77% of operators say that recruiting and retaining employees are still significant challenges.
Here’s the good news: Unfilled job openings have returned to pre-pandemic levels, and employee-initiated turnover is at its lowest point in nearly a decade. Plus, more teens and young adults are joining the labor force, with over 40% choosing restaurant jobs. The net result? More restaurants are fully staffed. In 2021, 78% of operators reported not having enough employees to meet customer demand. Today, that number has dropped to 32%.
Although conditions are improving, the competition for top talent remains fierce, making an effective hiring strategy more important than ever. This guide will walk you through every step of the restaurant hiring journey, from planning your hiring process and creating an attractive careers page to optimizing job postings, conducting quality interviews, and implementing retention strategies.
With actionable insights and proven techniques, you’ll be equipped to build a skilled, motivated team that keeps your restaurant running smoothly and your guests coming back for more.
Before posting job ads, it’s crucial to develop a thoughtful and strategic hiring plan. A well-structured process not only saves time but also ensures consistency in your hiring decisions.
Start by understanding the specific roles you need to fill. For example, a lively brunch spot may need energetic servers who thrive early in the morning, while a fine-dining establishment might prioritize servers with wine knowledge and formal training. Are you hiring for front-of-house positions like servers and hosts, or back-of-house roles such as line cooks and dishwashers? Each role requires unique qualifications and personalities—think of the difference between a pastry chef with an eye for detail and a grill cook who can handle the dinner rush.
Additionally, consider your restaurant’s long-term goals. Are you gearing up for a major event like a food festival or holiday season rush? Or are you focused on building a team of long-term leaders who can grow with your business? Establishing a clear hiring timeline helps avoid last-minute scrambles that lead to poor hiring decisions.
Key considerations when planning your hiring process:
A thorough hiring plan lays the groundwork for a seamless recruitment process, reducing the likelihood of rushed or unsuitable hires. Learn how to get started here.
Your restaurant’s careers page is the first impression prospective employees will have of your brand. It should reflect your restaurant’s culture, values, and work environment.
But don’t just list job openings—tell a story that sells your restaurant as the best place to work. Does your team host taco cook-offs or wine tastings? Mention it! Have a strong commitment to farm-to-table sourcing or local community involvement? Highlight it.
Essential elements for an effective careers page:
Job postings should do more than list tasks—they must tell a story and spark excitement. Instead of a bland “Hiring Servers” ad, try: “Join Our Vibrant Rooftop Bar Team—Flexible Hours, Great Tips, and a Killer View!”
After all, well-optimized job postings serve as both marketing tools and recruitment assets, reaching the right audience through search engines and job boards. Focus on using industry-relevant keywords to improve visibility, and ensure descriptions highlight what makes your restaurant a unique workplace.
Tips for crafting optimized job postings:
An applicant tracking system (ATS) is a game-changer for busy restaurant managers. Imagine automating interview invites, seeing at a glance who’s applied, and comparing candidates with just a few clicks. It helps keep applications organized, tracks candidate progress, and ensures timely communication, all of which improve the candidate experience.
Advantages of implementing an ATS:
Pre-screening applicants is a crucial step in narrowing your candidate pool to those most likely to succeed in your restaurant. This stage helps save time by filtering out applicants who don’t meet the basic requirements, allowing you to focus on high-potential candidates during in-depth interviews. Effective pre-screening identifies not only the right skill sets but also attitudes and personalities that align with your restaurant’s culture.
Effective pre-screening methods include:
By investing time in pre-screening, you reduce the risk of mismatched hires and streamline the interview process.
Coordinating interview times can be a logistical challenge, especially in a busy restaurant environment. Automating the scheduling process saves time and reduces the risk of scheduling conflicts. Automated scheduling tools empower candidates to choose interview slots that work for them, while integrated reminders help minimize no-shows.
Key benefits of automated interview scheduling:
Automation reduces administrative overhead and keeps the hiring process moving smoothly and efficiently. Get started here.
Interviews provide an opportunity to assess not only candidates’ skills but also their potential fit within your restaurant’s culture. A structured interview process increases fairness and consistency, ensuring you evaluate all candidates on the same criteria. Focus on behavior-based questions that reveal how candidates have handled past situations and how they might perform in your environment.
Best practices for effective interviews:
Quality interviews result in better hiring decisions, reducing turnover by selecting candidates who are both capable and aligned with your team culture.
When you find the right candidate, speed and professionalism in extending the job offer make a difference. Candidates often explore multiple opportunities, so having a streamlined offer process ensures you secure top talent promptly. Offer letter templates help maintain consistency while allowing customization for individual hires.
For example, a letter template should include:
Hiring isn’t just about filling a spot—it’s about building a team that stays. That’s why retention strategies should be baked into your hiring process from the beginning. A focus on retention reduces turnover costs, boosts morale, and ensures consistent service quality. Hiring candidates who are likely to stay and thrive in your work environment creates a positive cycle that benefits both employees and the business.
Proven retention strategies include:
Leveraging data is key to continuously improving your hiring process. Analytics provide insights into what’s working, what isn’t, and where adjustments are needed.
Tracking specific hiring metrics allows you to refine strategies, reduce costs, and ultimately hire more effectively. For example, keep an eye on:
Great employees don’t just look for a paycheck—they look for a place where they feel valued, supported, and excited to come to work. Creating that kind of environment not only helps you attract top talent but also keeps them around for the long haul.
The job description is your restaurant’s first impression on potential employees. Make it count by being clear, inviting, and showcasing why your restaurant is a great place to work.
Attracting and retaining top talent in the restaurant industry starts with offering a competitive wage and valuable employee benefits. In a market where employees have plenty of options, a strong compensation package is key to standing out and showing your team that they are valued. A fair wage and thoughtful benefits package can make all the difference in ensuring your restaurant becomes the employer of choice.
Your restaurant’s culture speaks volumes about what it’s like to work there—and it’s one of the most powerful tools to attract top talent. It’s not just about what you do as a business, but how you do it and how it feels to be part of the team. By putting your company culture front and center, you’ll show potential employees why your restaurant is a great place to be.
Employees want to know they’re not just working for a paycheck, but that they have room to grow and advance within your restaurant. By offering clear career paths and opportunities for professional development, you show your team that you’re invested in their long-term success.
While the kitchen and front-of-house teams are often the face of your restaurant, your CFO plays a crucial behind-the-scenes role in shaping your hiring strategy. They not only manage the finances but also influence decisions that affect staffing levels, wages, and overall workforce planning. By working closely with restaurant leadership, a CFO ensures that hiring decisions are aligned with both the restaurant’s financial health and its long-term goals.
Hiring the right team is key to your restaurant’s success, but it’s easy to make some common mistakes along the way. Steering clear of these pitfalls can help you build a team that’s motivated, reliable, and ready to deliver great service.
Hiring the right team doesn’t have to take forever. Streamlining your hiring process can help you fill positions faster without sacrificing quality, ensuring your restaurant runs smoothly and efficiently.
Finding great bartenders and bar staff is crucial to creating an unforgettable guest experience. These team members are the face of your bar, so getting the right fit is key to keeping customers coming back.
Gen Z brings fresh energy and new perspectives to your restaurant but hiring them requires a different approach. Here’s how to connect with and attract the best talent from this generation:
Hiring for your restaurant can feel like a challenge, but the right tools can make all the difference. The right restaurant hiring platform doesn’t just save you time—it helps you find the talent that fits your team perfectly. With Restaurant365, you get a solution that works seamlessly with your existing operations, making the entire hiring process smoother and way more efficient. Less hassle, more great hires.
Here’s how we help:
Hiring the right people for your restaurant doesn’t have to be complicated. By focusing on key areas like streamlining your hiring process, offering competitive pay, highlighting your unique culture, and providing growth opportunities, you can attract a dedicated team that will help your restaurant succeed. With the right tools and approach, you’ll build a team that’s passionate about your restaurant’s vision and helps your business succeed.
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