The hiring process is time-consuming. It takes a lot of money, and it’s usually an ongoing task. To help prevent bad hires and mistakes, Ninja Gig has compiled a list of tips to help ensure you hire the right candidates the first time around.
Better Job Descriptions – If you post a poorly written job description, you’ll detour excellent, qualified candidates from wanting to apply. A recent study showed that long, detailed job descriptions are a turn-off. What applicants want to see is what the company can do for them instead of what the company expects from the applicant. This defies traditional job descriptions, but it dramatically improves the quality of candidates that apply. For example, use this type of wording in online job applications and descriptions.
“We want to provide employees with consistent career growth and foster constructive feedback.”
“This position will give you many opportunities to work and collaborate with a talented group of people.”
Mobile-Friendly – Applicants want to know that companies are staying ahead of digital trends and social media, which includes having a mobile-friendly website so candidates can easily browse job openings on their Smartphones. Additionally, more than 50% of applicants use their phones to apply for jobs.
Soft Skills – Instead of focusing on someone who has the exact level of job experience, keep an open mind and look for candidates that also have personality and social skills. Communication skills, interpersonal skills, emotional intelligence and thought processes are not job skills that are easy to teach.
Personality – Make sure that the applicant has a personality that fits with your current team. Consider asking other team members to participate in the interview process.
Boost Interviews – Improve your interviews by listening to red flags that come up. Hiring an applicant that exhibits red flags can ultimately cost your company a lot of money.
Ask Questions – Asking the right kinds of questions can expose any red flags. For example, ask why someone left his/her last job. If they blame someone else, this might be the sign of someone who is not a team player and cannot take the responsibility for his/her actions. Make sure to include questions about their futures, such as, “Where do you see yourself professionally in 10 years?” This can unearth motivated and unmotivated candidates.
Let Candidates Interview – Make sure that candidates receive ample opportunity to ask their questions. If you want to hire applicants that stay long-term, be realistic about the work environment. It’s best to determine if the job is a good fit before hiring them.
Reviews – Keep a close eye on reviews, as nearly 50% of applicants research a company and read online reviews before applying. Additionally, close to 70% of applicants said they would not work for a company that receives negative reviews.
Ninja Gig can help simply your interview process by providing customizable job applications online. To stay on top of the latest mobile trends, contact Ninja Gig to learn more about how to accept online employment applications. Sign up today for a 30-day free trial.
As employers, we all want the workplace to flow with positive energy. However, we have all run into problem employees that bring their negativity into the workplace. To help avoid any toxic energy, the best solution is to not hire these “bad apples” in the first place. But how can you identify potential candidates that will be bad for your business? We have identified 10 questions to include in your interviews.
Ask how they handled a difficult work situation. One sign of a toxic employee is to never take the blame for anything, while regularly pointing the finger at other people. Ask potential employees to describe experiences that didn’t turn out according to plan and how they reacted. If they will not admit their own faults or shortcomings, this is a red flag.
Set up several different interview stages. Having multiple interview stages with various people within your company can help identify toxic employees. Whether it’s co-workers, managers or owners interviewing applicants based on their experience, skills and attitude, no one can deny that having a cultural fit is necessary. It’s easy for people to put on a good act for an hour, but interacting with several different people and personality types makes it easier to identify problem candidates.
Ask where they see themselves in 5 to 10 years. To see if employees are a long-term fit for your company, always ask where they see themselves in the future. Make sure that employees describe clear visions of their future instead of just going down a checklist of right answers.
Ask them about their favorite work moments. Candidates can put a negative spins on their past jobs. To catch them off guard, ask them about their favorite on-the-job work moments. If these answers only revolve around superficial aspects, such as free lunches or office parties, you likely don’t have a candidate that will work to improve your company.
History always repeats itself. People that are not happy with themselves will not be happy with you or their jobs. As a general rule of thumb, if they bad mouth their past employers and co-workers, they’ll do it to you too.
Listen carefully for complaints. Employees that constantly complain are the least productive team members. Candidates can dislike something about their previous jobs, but listen to how they explain the issues surrounding to them looking for new employment.
Always ask forced negative questions. Forced negative questions are proven to help candidates let their guard down and open up. An example is, “Why shouldn’t I hire you?” or “Who is the worst employee you were responsible for hiring and why?” Questions that are framed positively have a higher rate of receiving prefabricated responses. Asking applicants questions that make them think to provide answers that are more truthful.
Ask behavioral questions. Asking behavioral questions about how candidates behaved in certain situational-based scenarios makes it more difficult for them to fabricate stories. When they’re put on the spot, they’ll usually offer interviewers a glimpse into who they really are on the job.
Always listen for “we.” Candidates that are not team players and only reference everything as in terms of “I” or brag about themselves may have an ego problem and not be a good fit for your company.
Opt to deviate from the standard line of interview questions. We’ve all heard the routine, “What are your strengths and weaknesses?” line of questioning. Deviate from the norm and ask off the wall questions, such as “What is your pet peeve?” or “What lie do you tell most often?” These answers will give you more insight into if applicants are a good fit for your organization.
Ninja Gig allows businesses to accept job applications online. You can quickly weed through and organize potential candidates that will be a good fit for your company and team. You can also tailor your online job application questions to suit specific job descriptions. Sign up today for a 30-day free trial.
Ninja Gig has put together the list to help stop your restaurant turnover and get your food business back on track.
Last week we highlighted some of the top things you can do to ensure that you attract and retain better employees. We highlighted making sure that your job descriptions are accurate, implementing an interview process that matches your job requirements, having interview questions that pertain to the actual job, why not having a top-tier culinary education shouldn’t eliminate potential candidates and why eliminating applicants strictly based on background checks is something to reconsider.
This week we want to discuss the remaining five systems you can implement to help boost your employee retention by hiring candidates that are more qualified.
Networking – Consider networking with local culinary instructors so you can get the scoop on new graduates. The better you know the instructors, the more likely they are to give their honest opinions and more accurate recommendations for qualified candidates.
American Culinary Federation chapter (ACFC) – Most ACF chapters are a resource for restaurant owners, giving you access to qualified students, instructors’ recommendations and much more.
Training Facilities – While most community colleges and major culinary academies receive accolades for producing top-quality chefs, consider looking at government-sponsored or non-profit training courses that also have culinary programs. Recruiting high school graduates that participated in local culinary competitions and programs is an excellent option.
Internal Promotions – You may have qualified candidates in house! Look at your current dishwasher and prep cooks. They already know your operation and how to work the line. Maybe you have a line that has some potential candidates to promote to sous chef. Your current employees are familiar with your policies, systems and procedures, as well as your current menu. Promoting from within can boost employee morale, as well as your bottom line.
Attitude – Instead of only hiring employees that have the necessary skills, consider hiring employees for their attitudes. Hard working employees that have awesome attitudes don’t focus on starting on the bottom. They want to work their way up, succeed and learn from those people that surround them.
Ninja Gig specializes in helping take your company to the next level by incorporating online job applications into your job descriptions, website and social media profiles. Our program allows you to accept applications online, keep track of qualified candidates and comply with federal and state resume retention regulations. Sign up today for a 30-day free trial!
Employee turnover in the restaurant industry can be a constant, unnerving battle. To help restaurants find qualified candidates to boost their businesses, it’s important to integrate some key recruiting elements.
Job Descriptions – Make sure the requirements of the job match the job description. Over or under-describing descriptions can severely limit your ability to attract potential applicants. For example, does being a dishwasher require three years of experience? Consider incorporating online job applications to manage potential candidates.
Interview Process – The interview process should match your restaurant’s goals. For example, if you are a high end, fine dining establishment and want your chef to create a unique three-course meal in under 6o minutes, this is probably an appropriate task for potential candidates. If, however, you’re a small family greasy spoon diner, having this requirement is not suitable. Even if your restaurant has always had an interview test, take a step back and analyze if it’s a realistic goal for your applicants to achieve.
Interview Questions – The questions you ask applicants should relate to your establishment. For example, asking applicants to name classic French sauces is not pertinent for a server position. How many amazing candidates could you toss aside if they don’t have the knowledge that only a French-trained chef would have?
Culinary School – To restrict your applicant pool to certain culinary schools is very limiting. If you have a high-end restaurant, this may be something to consider, but limiting qualified cooks or chefs is not advisable for restaurants. There are many loyal employees that could not afford to attend the top-tier culinary academies. Sometimes it’s worth hiring someone with strong basic skills and taking them under your current chef’s wing and teaching them the ropes. Did you know that Thomas Keller, owner and chef of the renowned The French Laundry started at the bottom and worked his way to the top of the culinary world? Dreams really do come true. Consider starting employees with entry-level jobs and take the time to coach and mentor those that actually want to learn and dedicate themselves to your business.
Background Checks – If you require background checks, have you considered why? If you don’t want to hire people with a history of violence or sex offender issues, that’s completely understandable. However, you should note that eliminating all people with histories of felonies can prove detrimental. The next time you have a job application note that a background check is required, consider if a dishwasher or food prep position is effected by something that occurred in someone’s past.
Learn more tips about how to hire the best restaurant employees by checking in with our upcoming blog post next week. See how your restaurant can manage online job applications with ease by incorporating Ninja Gig. Sign up for a 30-day free trial today!
More Human Resources professionals are reporting that open positions are becoming difficult to fill with qualified candidates. Lack of talent is one of the most significant shortages with today’s pool of potential employees. To help bridge these gaps and find the best applicants for the job, HR departments are embracing new techniques.
Artificial Intelligence (AI) – Many companies are exploring AI to automate tasks, such as communicating with candidates and providing them with constant feedback about the hiring process. Experts predict that in the future, AI will help find candidates for positions instead of employers searching resumes. AI will conduct an analysis of job descriptions, search resumes and only encourage qualified candidates to apply.
Candidates Are In Control – This year’s candidate shortage is just in the beginning phases. Candidates that are highly sought after and talented know they are in the drivers’ seats, which means that they can make more personal demands, such as better benefits and higher salaries. Employers will embrace employees being in charge, switching from what employees need to finding the benefits they want and offering those to them. More recruiters are also looking at web marketing solutions, which include designing websites that are more personalized towards specific careers.
Social Media – Targeting specific social media demographics allows businesses to potentially reach better-qualified candidates. More than 65% of job hunters say they use Facebook to search for job openings, while most recruits prefer LinkedIn.
Mobile Recruitment – Nearly 70% of candidates visit a company’s website on their Smartphone, while nearly 50% use their phones to apply for open positions. However, statistics show that only 13% of companies are investing in mobile recruitment. We are sure this trend will change in response to making it easier for qualified candidates to apply for positions in a way that is convenient and easy for them – via their mobile devices.
Diversity – Over the last several years, companies see the benefits of hiring a diverse workforce, which has both financial and social benefits. While diversity is still mandatory, we are seeing an unconscious shift where many HR teams are designing diverse strategies unconsciously.
Ninja Gig specializes in creating online job applications. These applications are easy to link to social media profiles and allow employers to sort through candidates’ information, helping to simplify the candidate selection process. Sign up today for a 30-day free trial.