Between tracking food costs, trying to bring in more cash-strapped customers, and abiding by the new health care requirements, proper hiring practices can fall by the wayside on the list of day-to-day tasks operators face. But one wrong hire can have devastating consequences. Best-case scenario: They quit in a week, wasting your time and money. Worst-case scenario: They mistreat a customer and damage your brand’s reputation.
To prevent that from happening, QSR asked a team of five experts your top 40 hiring questions. All of the answers are direct, honest, and (perhaps most importantly) short. So even the busiest of operators can put them into practice and start reaping the benefits.
Behavioral-based assessments. They let you know very quickly who a person really is and what motivates them—more so than interviews do. Kronos.com has a good one for quick service.
It’s great to have employees who are smart and ambitious, but being humble is just as—if not more—important. If they don’t have that humility factor, employees will think they know best and won’t be as teachable.
Rushing through the hiring process. Sometimes operators get too busy or just want to have a body in place, and that can lead to a host of problems—both for you and for customers—down the road.
Good hiring requires at least two interviews, phone reference checks, and background checks. That should take at least two or three days, but all of that due diligence will pay off.
Hiring from within. It shows people who want to move up that they should stick around, and you assume less risk since you already know the candidate. That said, outside hires can bring a fresh perspective to your concept.
When you get people early, they’re more likely to stick around long-term. If you’d waited until those people got out of college to hire them, they might not have even considered working for a quick serve.
Nonstudents can be easier to schedule. If you hire only teenagers, finding someone to work the Saturday night shift will be next to impossible. Also, older employees can be fantastic mentors to the younger ones. A good mix is ideal.
There are company and state requirements, and both can vary based on the position. Minors can also have additional legal considerations such as special paperwork, restricted hours, and prohibited duties. Learn more at the Department of Labor website, dol.gov.