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Finding and retaining hourly workers to meet the ongoing demands of a restaurant is always a challenge—especially in a competitive job market. In order to attract top talent, employers must think outside the box and get creative in their hiring strategies to stand out from the competition.
Expanding on your usual recruitment methods can also help your business reach a more diverse pool of applicants and bring fresh perspectives and new skills to your workforce. Here are 47 ideas you can use to source, recruit, and retain hourly workers—as soon as today.
Optimize your job descriptions and applications
1. Write shorter job descriptions
People don't have time to read long, overly wordy job descriptions. Focus on plainly stating what you're looking for and, most importantly, what your business offers employees.
2. Clearly detail what they can expect
Accurately outline the core responsibilities and day-to-day activities of the job. When you offer this level of detail, job seekers can better determine if your role (or company) is a good fit.
3. Highlight incentives or perks
If your company offers free meals, employee discounts, or tuition reimbursement, be sure to mention it in your job posts. Incentives and perks are part of the entire benefits package.
4. Test two versions of your job post
Different job posts appeal to different applicants. Adopt a more formal, professional ad and run it against one with more casual language and fun punctuation to highlight your team's personality.
5. Avoid sounding like every other ad
Too many job posts will say something generic like “need go-getters'' or superlatives like “join a rockstar team.” Instead, describe what the job is actually about and what applicants can expect.
6. Attract interest with a signing bonus
For those difficult-to-fill roles or positions with high turnover, consider offering a signing bonus as an added incentive. Be specific on when the bonus will be paid out (e.g. after 6 months of work.)
7. Add employee reviews to job posts
Feature testimonials from employees describing what they like about the job, their coworkers, and the workplace to add credibility and help motivate applicants.
8. Don't use jargon in job descriptions
Avoid special words or expressions, acronyms, or job req numbers (i.e. use “Shift Leader” not “Shift Leader II - 32504”) to ensure greater clarity and less confusion.
9. Incorporate storytelling in your job ads
Ask a team member who does the same job what they like about the role and why they're good at it, and weave those insights into an intriguing storyline. Using their point of view makes it relatable.
10. Tell applicants what makes you different
It's important to realize not everyone is familiar with your restaurant or what makes it special. A job post is an opportunity to talk about your team culture and how employees can benefit from it.
11. Be transparent about any job requirements
Being upfront about specific hiring standards saves you from wasting time interviewing anyone who won't make the cut. For example, if the job requires a drug screening, mention it in your ad.
12. Always mention the hourly compensation
You can write the most interesting job listing, one that attracts tons of views. But once you fail to include the hourly pay in your ad, you risk losing their interest and won't get as many applicants.
13. Remember to include the working hours
Is the job part time or full time? Are you adding team members to the day shift or the night shift? Do job seekers pick their own schedule, or will one be assigned to them? People need to know.
14. Make your job listings easier to read
Italics and bolded text can help emphasize the important details of the job description and draw attention where needed. Ideal since most job seekers will skim your ads, not read them entirely.
15. Use a mobile-friendly application
2 in 3 candidates use a mobile device to apply for jobs. And they'll give up if the application takes longer than 15 minutes to fill out. So make sure your application is mobile-friendly—no clunky browser experiences!
Use a diverse sourcing strategy
16. Create a referral program
Referral programs are great for motivating current employees to recruit new ones; typically with the promise of getting a bonus once their referral is hired. And they work. Referrals are 8.7x more effective than job boards at sourcing new applicants.
17. Host a recruitment event
Consider hosting your very own recruitment event: an open day where interested applicants can visit your workplace, chat with your team members, and learn about the opportunities you offer.
18. Attend local hiring fairs
A hiring fair is a great way to attract a bunch of applicants from your local community. (Not to mention, it gets you in front of customers, too!). Throw in a signing bonus for anyone who accepts an offer on the spot.
19. Connect with local colleges
Reach out to nearby colleges and universities and ask if you can post your job opportunities in student newspapers or on campus. Emphasize flexible hours or part-time positions for students.
20. Recruit at your location
Some of your best job candidates can start as your most loyal customers. Use QR codes and text-to-apply numbers throughout your business to inspire people to apply on-site by phone. These active sourcing methods are 5x more effective than job boards at sourcing new applicants.
21. Maximizing your store receipts
Take advantage of any and every possible marketing material—including store receipts. Print those text-to-apply numbers and QR codes right on your receipts so potential hires have a way to apply to your jobs in their back pocket. Regardless of where it goes, they'll know where to find you and your job at a moment's notice.
22. Offer coupons with QR codes
You know how we recommended throwing QR codes on receipts? This works just as well on coupons. Offer a free menu item or other incentive, and include a QR code or text-to-apply number on the other side of the coupon. Not only does it entice applicants to apply, but it also serves up a tasty perk.
23. Customer recommendations
Your customers can be an unexpected source of applicant leads. Train your team to ask customers if they know anyone who might be interested in applying for openings. Word-of-mouth referrals from satisfied customers can lead to awesome new hires.
24. Use oversized signs
Sometimes, the simplest tactics are the most effective. Whip up some big ol' signs about your job openings and have your crew take turns waving them outside your business. Watch as passersby and job seekers alike can't help but take notice.
25. Create promotional videos
Visual content can be a powerful tool for recruitment. Produce a video discussing job opportunities and benefits at your organization. Upload it to YouTube and invest in targeted promotion within your zip code. Nowadays, no one can resist a good video, and job seekers will be drawn to an engaging one that helps them land a job.
26. Get on the local radio
Don't underestimate the power of traditional media. Making a quick cameo on your local radio station is a great way to share information about open job opportunities with commuters.
27. Reconnect with previous applicants
Remember past applicants who almost made the cut? Well, don't write them off just yet. Shoot them a friendly text and let them know your organization is still on the lookout for new hires.
28. Build a social media presence for your store
Applicants often search your brand's website and social media presence to make their decision about working for your business. Use it to curate your workplace's image.
29. Get employees involved in your social media
Encourage your team to share their positive work experiences on platforms like Instagram and TikTok. Ask them to share why they like their jobs, highlighting the unique aspects that make your company stand out. To sweeten the deal, offer them a gift card as an incentive for their participation.
30. Leverage your personal social media
Your social media channels are just as valuable as your employees'. Share those job openings on platforms like Instagram or Facebook to cast your net even wider. Your circle of friends might just include the perfect fit for your team, and they could help spread the word like wildfire.
31. Take advantage of job boards
Don't discount job boards altogether. Include them in the mix! Online job sites like Indeed and Craigslist are great for advertising your job listings. Especially since these job boards are typically visited by thousands of active job seekers on a daily basis.
32. Sponsor a job post
Sponsored jobs get priority over free listings in relevant search results. They retain their optimal visibility for as long as they're sponsored, which means they're seen more often by job seekers.
33. Change how you use job boards
With some tools, you can post your job listings to multiple job boards at once and view all applicants within a single dashboard. This enables you to get your job posting in front of more applicants with less manual effort.
34. Explore niche job boards
It's all about having a diverse sourcing strategy—that includes major job boards, but especially niche ones. These specialized platforms are treasure troves tailored to specific industries or skills. They're perfect for finding applicants with those special qualifications you're after.
35. Anticipate seasonal hiring trends
High schools, colleges, and universities are filled with potential job seekers who need work and extra cash whenever summer hits or term breaks occur. Post job listings on campus or in town.
36. Turn new store openings into job fairs
People get excited whenever a new restaurant opens in their city. Take advantage of that excitement for your organization's grand opening by accepting applications while you enjoy added foot traffic in-store.
37. Advertise in local print media
In the digital age, print media may seem old-fashioned, but it can still be a valuable resource for reaching certain demographics. Consider placing advertisements in local newspapers or magazines that have a strong readership in your area. This approach can help you reach folks who might not be glued to their screens all day.
38. Network with local businesses
Join local business networking groups to beef up your professional connections. By building bonds with fellow business owners and pros, you might just score some referrals or recommendations for top-notch applicants.
39. Give someone a second chance
Workers with criminal records are often grateful for a fresh start. With 12.2% lower than average annual turnover rates and federal tax credits up to $9,600 per new hire, it's a sound investment.
40. Partner with community-based organizations
Building strong ties with your local community can pay off in your search for qualified applicants. Chat with community-based organizations in your area and explore the possibility of forming partnerships. With their deep connections and local know-how, they'll serve up applicants that fit your values and needs.
41. Reach out to veteran organizations
Supporting veterans as they transition to civilian life is both a noble endeavor and a smart recruitment strategy. Reach out to local veteran organizations and ask about potential partnerships. Veterans often bring unique skills and qualities to the workforce, making them valuable assets to any team. By collaborating with these organizations, you can tap into a talent pool that is dedicated and disciplined.
Provide an applicant-friendly hiring process
42. Embrace automation
Applicants don't want to wait around for a response. In fact, employers who reach out within one hour of receiving an application increase their chances of making a hire by 25%! Automation allows you to send trigger communications at key points in the hiring process and keep applicants engaged in your opportunity.
43. Appeal to your Spanish-speaking applicants
Use a hiring platform that allows job seekers to find your job postings, schedule interviews, and receive automated messages about their applications' status—all in Spanish from start to finish.
44. Save time with smart screening questions
Use an applicant tracking system that automatically filters and rejects applicants who fail to meet your hiring criteria. Like someone who indicates they have 2 years of experience when your job requires at least 4.
45. Cut hiring steps
Not every role or position in your hourly workforce requires multiple interviews to make a hiring decision. If they're qualified and pass your background check, make an offer within a day or two.
46. Try text messaging
Given that 90% of people read a text within the first three minutes, using text messaging in your recruiting strategy increases the chances applicants will stay engaged in your opportunity.
47. Set aside regular times for interviews
Rather than scramble to find time throughout your busy day to meet with candidates at the last minute, always block out specific hours throughout the week to schedule interviews. Even better, advertise open interview hours where anyone can do a walk-in interview.
Conclusion
With Workstream's HR, Hiring, and Payroll platform, you can put these ideas into practice as you hire, manage, and pay your teams. If you want to see how you can keep your business running smoothly, create a better, more engaging work environment, and improve employee satisfaction along the way, explore what an all-in-one HR platform can do for you.
