STAFFING FINDING THE BEST TALENT

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STAFFINGFINDING THE BEST TALENT
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CHARACTERISTICS OF A MODEL EMPLOYEE

• PUNCTUAL
• FLEXIBLE
• MOTIVATED
• TRUSTWORTHY
• COMPETENT

• ORGANIZED
• INNOVATIVE
• EVEN-TEMPERED
• WELL-PRESENTED
• PROACTIVE

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STAFF MEMBERS

• CHEFS/SOUS CHEF
• SERVERS
• DRIVERS
• BUSPERSON
• BARTENDERS

• DISHWASHER
• RECEIVER
• VALET
• MANAGER
• ATTENDANT

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FRONT BACK OF THE HOUSE

• FRONT
• CUSTOMER DRIVEN
• SERVING
• BUS
• HOST
• ENTERTAINMENT
• TABLE SETTING

• BACK
• PHYSICAL
• MECHANICAL
• FINANCIAL
• FOOD PREP
• INVENTORY
• RECEIVING
• DELIVERY
• PAYROLL
• PURCHASING

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FINDING STAFF

• CAN/WILL/FIT
• NEWSPAPER/TRADE JOURNALS
• NETWORKING
• REFERRALS
• RECRUITING

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ACTIVITY

• WRITE AN AD FOR AN OPEN POSITION AT YOUR CATERING
  COMPANY.
• INCLUDE A DESCRIPTION OF THE CANDIDATE YOU ARE
  LOOKING FOR AS WELL AS WHAT WILL BE OFFERED. BE
  SURE TO LIST CONTACT INFORMATION ALSO.

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HIRING

• RESUME REVIEW
• INTERVIEWING
• SCREENING
• REFERENCES
• BACKGROUND
• DRUG TESTING
• TRIAL PERIODS
• CRA EOE
• WHAT ARE SOME THINGS TO LOOK FOR OR RED FLAGS
  WHEN HIRING?
• hiring

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TAX ISSUES DOCUMENTATION

• EMPLOYEES
• IMMIGRATION FORMS, W-2S, ETC.
• FREELANCERS
• SUB CONTRACTORS
• OPTION-PAYROLL SERVICES

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TRAINING

• TRAINING MANUAL
• DESCRIPTION
• RESPONSIBILITIES
• OBJECTIVES
• GOALS
• ONGOING
• PURPOSE OF TRAINING IS TO
• CAN BE ON-THE-JOB OR FORMAL

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POLICIES

• HANDBOOK IS ESSENTIAL
• SANITATION
• CONDUCT-HARASSMENT, ETC.
• DRESS CODE
• TIME OFF

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MANAGING STAFF

• MOTIVATION
• PROBATIONARY PERIODS
• REVIEWS
• RETENTION
• PROMOTIONS
• TERMINATIONS
• PROGRESSIVE
• DISCIPLINE

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PROBATIONARY PERIODS

• DETERMINE IF AN EMPLOYEE IS IDEAL FOR THE
  LONG-TERM
• CAN BE TERMINATED AT THE CATERERS DISCRETION
• TIMEFRAME IS 3-6 MONTHS
• MAY BE A DISCOURAGEMENT
• CONTRACT IS STANDARD
• CAN ALSO BE USED WITH EXISTING EMPLOYEES

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PERFORMANCE REVIEWS

• ESTABLISH CRITERIA
• MAINTAIN FILES AND PERFORMANCE RECORDS
• REFERRALS, FEEDBACK, AND PEER EVALUATIONS CAN BE
  A RESOURCE
• TRAINING LOGS, CERTIFICATES
• EVALUATION OF EMPLOYEESS ABILITY TO MEET CO.
  REQUIREMENTS
• WHAT IF THEY DO OR DO NOT
• MEET REQUIREMENTS?

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PROGRESSIVE DISCIPLINE

• A POLICY DESIGNED TO IMPROVE EMPLOYEES
  PERFORMANCE BY FIRST EXPLAINING WHY BEHAVIOR IS
  INAPPROPRIATE AND THEN OFFERING SOLUTIONS OR WAYS
  TO IMPROVE.
• POLICY IS TYPICALLY EXPLAINED IN AN EMPLOYEE
  HANDBOOK.
• ALLOWS THE EMPLOYER TO MAKE DETAILED
  DOCUMENTATION PERTINENT INFORMATION IN AN
  ORGANIZED FASHION IN THE EVENT QUESTIONS ARISE.

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MAXIMIZING YOUR STAFF

• PROVIDE INCENTIVES
• OFFER GREAT BENEFITS
• HAVE FLEXIBILITY WITH WORK HOURS
• LEAD BY EXAMPLE- HRS, ETC.
• USE APPROPRIATE MGMT STYLES
• PROVIDE MEALS
• TREAT THEM EQUALLY WITH RESPECT
• ENFORCE POLICIES
• GIVE INCREASES/BONUSES
• LISTEN TO THEIR NEEDS/SUGGESTIONS

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SALARIES

• RESEARCH INDUSTRY STANDARDS
• EDUCATION
• REVIEW INCENTIVE PROGRAMS
• ESTABLISH A SCALE
• BE CREATIVE WITH PACKAGES WHEN HIGHER SALARIES
  CAN BE PROHIBITIVE
• WHAT TYPES OF BENEFITS CAN YOU OFFER THAT ARE
  COST-EFFECTIVE?

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STAFF RETENTION

• PAY WELL TIMELY
• COMMUNICATION
• FEEDBACK
• RAPPORT
• RECOGNITION
• INCENTIVES
• VALUES
• ATTITUDE
• APTITUDE
• EXPERIENCE
• KEEPING STAFF SAVES MONEY TIME