5 Lessons for Restaurant Recruiting Newcomers
Recruiting in the restaurant industry presents unique challenges and opportunities. This article delves into key strategies for attracting and retaining top talent in the fast-paced world of food service. Drawing on insights from industry experts, it offers practical advice for restaurant owners and managers looking to build a strong, cohesive team.
- Hire for Grit in Restaurant Recruiting
- Optimize Job Ads for Algorithms and Applicants
- Detect AI Use in Phone Interviews
- Cultivate Intentional Culture Through Smart Hiring
- Prioritize Cultural Fit in Fast-Paced Industry
Hire for Grit in Restaurant Recruiting
One piece of advice I'd give to someone new to restaurant recruiting is: hire for grit, not just experience. The most valuable lesson I've learned from working closely with restaurant owners is that the industry is unpredictable — rushes, rude customers, and tech hiccups are common. The candidates who thrive aren't always the ones with the longest CVs, but rather those who stay calm under pressure and care about the team. Look for that. Skills can be taught — attitude, not so much.
Optimize Job Ads for Algorithms and Applicants
The most important lesson I've learned is to impress the algorithm first, and second, impress the applicant.
Most job boards today are search engines, which means your job ads need to be highly optimized for visibility. Understanding what SEO principles apply to job boards and how to effectively incorporate those rules into a job ad is the best way to increase searchability, which leads to more applicant flow.
Applicants will look at your ad for 7 seconds before moving on. Following basic marketing principles is critical, which includes high-quality content and a solid call to action to convert job seekers into applicants. Too often, recruiters will just post the job description, which is neither searchable nor attractive to the applicant.
There are four things every applicant wants to know, and those should constitute the first 1-2 paragraphs of your job ad. Those four things are: the schedule, the pay, the benefits, and the WHY. Why should they work for the company; why should they work in the role itself; and why should they work for the manager they will be reporting to?
Following proper SEO principles and then incorporating quality content into the job ad is the most cost-effective way to drive applicant flow and follow the proper principles of applicant attraction.
The lesson?
Impress the algorithm first, and then impress the applicant.
Detect AI Use in Phone Interviews
Right now, I have noticed an uptick of Voice to Text AI tools being used in restaurant manager ( BOH and FOH) phone interviews. In order to get a better idea of if a candidate is using AI in the interview, you may notice a lag while the text is loading. They may also sound like they are reading. The word "foster" tips me off as well. AI loves to use the word "foster".
To get a better idea if they are leaning on AI to get through the interview I follow up and ask them to be more specific. For example, if you asked them to describe their training process and you receive a generic answer back, ask them about their last recruit. " How much experience did your last recruit have and how did you get them up to speed quickly?" If the answers continue to be generic it could be that they are using AI ( or that they are not skilled in the area you are speaking to them about. )
In a restaurant environment, the pace requires a confident, knowledgeable people leader who is able to solve problems and lead a team in the thick of a busy, high-pressure service. If you are using AI, you are tipping me off that you might not have those qualities I'm seeking.
Cultivate Intentional Culture Through Smart Hiring
If you're stepping into restaurant recruiting, the first thing to understand is that you're not just hiring staff; you're curating an experience for every customer who walks in the door. The biggest lesson I've learned when helping service-based startups is that culture isn't accidental—it's intentional, and in hospitality, it's palpable. One time, we worked with a food-tech startup tangentially connected to the restaurant industry, and it became glaringly obvious during recruitment how much emotional intelligence mattered. The best hires weren't just skilled—they thrived on creating positive interactions, which can make or break customer loyalty. My advice? Hire for attitude and train for skill. You can teach someone how to plate a dish or use a new POS system, but you can't instill genuine enthusiasm for guest experience.
Another crucial point: speed matters. Hospitality is an industry where churn can be brutal, so streamlining your hiring process is essential. I've seen startups waste weeks on complex evaluations only to lose top candidates to faster competitors. Be decisive but never sacrifice your standards. And finally, don't underestimate the value of making the potential hire feel valued during the process. One of our team members once suggested adding a personal thank-you email to candidates post-interview, even those we didn't select, and the goodwill it generated was unbelievable. The industry runs on reputation, and a kind gesture can resonate far and wide.
Prioritize Cultural Fit in Fast-Paced Industry
One piece of advice I'd give to someone new to restaurant recruiting is to really focus on understanding the unique demands of the industry—turnover is high, and the pace is fast. Early in my recruiting career, I learned the hard way that hiring purely based on resumes or experience doesn't always work. The most important lesson I've learned is to prioritize cultural fit and attitude over just skills. For example, hiring a server who's adaptable, energetic, and customer-focused can often outperform someone with more technical experience but less passion for the job. I also recommend building strong relationships with candidates and keeping communication transparent—many restaurant workers value quick responses and honest feedback. Ultimately, success in restaurant recruiting comes from balancing the right skill set with personality and work ethic tailored to the high-energy environment.
