Restaurant Recruiter Reveals Best Hiring Practices

May 29, 2008 - PRLog -- With the current market negatively affecting the restaurant industry on several fronts, many concepts are cutting back on their recruiting efforts and many managers are hoping to ride it out with the concept they are currently with.  The perception is often that the “sky is falling” and neither restaurants nor restaurant managers should make a move.  “In some ways, this is the best time for a quality restaurant manager to make a change,” says Bruce, an executive restaurant recruiter for Premier Solutions.  “During uncertain times, restaurants need strong leadership from managers who can produce. My search practice is as busy as ever because the client restaurants who hire me to recruit for them don’t want to waste their time talking to restaurant manager candidates who can’t produce.  Most of those can be found on the internet.”  

Recruiting and hiring great staff and managers is a critical component in any restaurant’s success.  And that means bringing in “A” players.  The issue here is that high quality candidates tend ot already have good jobs.  How can a restaurant concept go about finding this caliber of candidate and get them onboard?  “The most qualified and talented candidates are generally going to be passive candidates.  In other words, they won’t necessarily be looking at other opportunities but will listen should something superior come to their attention,” says Bruce.  “You want to hire the candidate who’s next in line for a promotion.  And that means contacting them directly.”  This is where Bruce is called in by his client companies to pursue such candidates directly, making first contact, pre-qualifying the managers who are interested and properly motivated to make a change, and presenting them to his clients, already interested in making a positive impact for their concept.

Bruce believes the best candidates aren’t generally on the job boards.  The ease by which these candidates are accessible increases the risk when a concept puts them in the hiring process.  “Looking past the potential performance issues that put these candidates on the job boards to begin with, a restaurant opens itself up to other risks inherent with hiring someone from an internet source.  These candidates will still be receiving calls from other restaurants long after you’ve hired them, improving the likelihood that you’ll be back to square one trying to fill the position again should they leave.”

Bruce also writes a blog for restaurant managers who are considering making a career change.  He meets some of his best candidates and clients through his writing there.  “In my search practice, I use my communication skills to quickly develop rapport with quality prospects.  I can often secure the interest of the most passive quality candidate because of how I approach them on the phone.  And that’s what sets apart a good recruiter, bringing high-performing producers to the interview table.”

Restaurant concepts and managers can contact Brian Bruce at 877-948-4001 or on his website http://www.restaurantmanagerresources.blogspot.com .

Contact Information

Brian Bruce
Premier Solutions
www.premiersolutionsinc.net
877-948-4001