Unleashing the Power of Strategic Hiring

Ever seen someone dive headfirst into launching a bar or restaurant, only to assemble a team that misses the mark with their clientele? It's a common tale, and here's the truth – your venue's success hangs on an often overlooked factor: the art of hiring the right people.

In the dynamic world of hospitality, curating a high-performing team is key. Yet, too few invest the time and effort needed to tilt the odds in their favor.

An Eye-Opening Survey

We asked industry leaders two straightforward questions:

⓵ Do you have a structured system for interviewing candidates?

⓶ Have you ever taken a course or received training on interview techniques?

Less than 20% boasted a structured interview system, and a mere 5% had delved into interview technique training.

Front of House: Beyond Faces, the Essence of the Experience

In an industry where your front-of-house staff shapes not just the face but the entire essence of your dining/bar experience, hiring isn't merely about getting the best – it's about assembling a team that delivers on brand promises and forges a genuine connection with guests. Running multiple properties/brands taught me that staff aren't always interchangeable within the same organization.

A Personal Odyssey of Improvement

Early in my management career, a game-changer appeared – a deep dive into the world of hiring through the lens of an excellent program called Topgrading.

The harsh truth hit me: I'd been doing it all wrong. Attitude and compatibility were my compass, but I was blind to their willingness to unlearn old habits, adapt to guests, and deliver on brand promises.

Shifting from Gut Feel to Strategic Criteria

A seismic shift happened. No more relying on gut feelings; instead, a structured criteria emerged. Long-term viability, alignment with values (and anti-values), character assessment, and compatibility with our unique environment became hiring cornerstones.

The Turning Point: Two Simple Steps

The game-changer year saw the implementation of two straightforward yet impactful steps:

a) Investing in Leadership Development: Every team leader underwent an online HR program, a crash course in the art of strategic hiring.

b) Interview Scorecard: A robust scorecard, 30 questions, split into the holy trinity of Values, Character, and Work Environment. Ten questions each, guiding our interviews with precision and objectivity.

The Immediate Impact:

Results were swift. We said yes to hidden gems we'd have overlooked and bid adieu to candidates whose resumes sparkled but didn't harmonize with our ethos. The impact was not just immediate; it was profound.

Your Playbook for 2025

No arcane secrets here. Two steps – a crash course for your leaders and a robust scorecard for interviews – and your team is poised for a renaissance in 2025. Buckle up; the revolution begins now!

PS. If you want a sample scorecard I put together with past clients, just reach out.