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When you are ready to hire a new chef or hospitality industry professional for your restaurant, you probably already have a good idea of what you're searching for. You want someone with a quality education and years of experience. You want someone who will fit in with your existing team perhaps someone who can take the reigns and direct your cuisine and restaurant image to new heights. Most of all, you want to find restaurant employees you can trust.
Hiring in the Current Job Market
With more culinary and hospitality graduates entering the workforce than ever before, it seems as though employers seeking to fill their ranks with culinary and hospitality industry professionals should have no problems. However, anyone who has ever tried to handle the recruitment, interview process, and employee screening process to fill even a single position knows that finding and securing quality staff is no simple matter.
Part of the reason these difficulties abound is because of the time investment required in becoming your own restaurant recruiter. Restaurant owners and managers are notoriously good at their jobs; they handle the supervision of large numbers of staff, oversee the dining experience of their patrons, create marketing campaigns, and work with chefs to come up with great menus. However, there are only so many "hats" a single person can wear, and spreading yourself too thin is never a good idea.
That's where the restaurant recruitment specialists at JDeane Jobs come into the picture. They offer professional placement services that give you direct access to qualified, earnest prospective employees without the hassle of recruitment and screening. After all, you leave the food service up to the wait staff. Shouldn't you leave the employee recruitment process up to someone whose sole job is just that?
Job Screening for Culinary and Hospitality Industry Professionals
When you bring on the restaurant recruiters at JDeane Jobs to supply you with potential candidates for your next job opening, you get the benefits of employment screening without any of the burden. It is a faster, easier way to find restaurant employees that will fit in with your establishment and your vision for the future.
When you find restaurant employees the traditional way, you are usually forced to wade through stacks of resumes and applications (especially if you posted on a job board or in the classifieds), the majority of which will not fit the stipulations you already specified were a necessity. In addition, this time-consuming process doesn't always work, since you may overlook potentially strong candidates or let a few "undesirables" slip by.
In this same time-intensive way, initial interviews are often used to determine the feasibility of the prospective employee. Considered a sort of "weeding out" process, it all boils down to seeing how the candidates compose themselves and determining whether or not they are telling the truth about their educational and professional backgrounds. Oftentimes, these interviews only lead to second interviews, a lengthy process that you may not have time to even consider, let alone perform.
