Attracting and retaining qualified staff has never exactly been easy, but now it seems to be even more complicated. So, we’ve compiled some suggestions for making the process smoother, more efficient, and more fruitful.

Identify staffing needs

You know you’re going to need more help on the floor, maybe some additional prep cooks, and a line cook or two who can help lessen the scheduling burden on your existing staff. But beyond that, take a look at areas where you always seem to need extra support. Is it the dish pit or hosting? If so, make sure to include those roles in your hiring outreach. Create a plan that identifies exactly how many and which positions you need to fill, and prioritize those positions so that you can prioritize your own time in the application process.

Start early

Like, as in right now if you haven’t started already. As the holidays approach, competition for employees is going to get even more heated, so begin the process in earnest this week to avoid losing talented candidates to other businesses.

Customize seasonal job descriptions

Accurate, clear job descriptions are extremely important, but they tend to get overlooked because employers think that the jobs are self-explanatory. Take a look at the job descriptions for each role for which you’re hiring and make sure it’s appropriate. Check in with existing staff to get their input on how their jobs match up with or differ from the job descriptions you have, and then edit them accordingly. Spell out exactly what the time commitment is for each position as well as any other requirements you have to help make sure applicants are aware of your needs before they ever submit their application. Speak candidly with recruits about how much time they are looking for, both on a weekly basis as well as on a yearly basis. For example, if a new hire is a college student, find out if they’re planning to work through every break or not. For some, this may be a temporary situation, while others would be more interested in transitioning to long-term employment. Try to assess how many of each type of worker you have and how many you need to hire.

Look for virtual hiring opportunities

Search online for virtual job fairs and look at resources like FlexJobs and ZipRecruiter to see if they might be useful for reaching a wide range of applicants. Connect with local colleges to see if you can tap into their workforce. The past 18 months have moved many in-person activities online, including hiring. Are you able to interview a candidate on the phone or via Zoom before requiring them to meet in person? Doing so may save both the applicant and you valuable time.

Streamline the process

One of the biggest challenges applicants face is the time it takes to apply to each job. By creating a recruitment and interviewing process that is more streamlined, you show a commitment to not wasting anyone’s time. Your application should be mobile friendly and free of redundancies. If you require a cover letter and resume, you probably don’t need a lengthy application document on top of that. Ask for exactly what you need and avoid filler. Lean on Zoom and phone interviews to narrow down your candidate pool before in-person interviews.

Offer bonuses to existing employees

Your existing employees can be an excellent source of new recruits. They understand the job and will be motivated to bring people on the team with whom they work well. For that reason, it can be very useful to offer a bonus to existing employees who can recruit new hires. Create clear terms, including how long the new team member needs to stay on staff, and create a one-page to share with your existing staff encouraging them to help recruit new team members.

Create a training plan

All employees, even seasonal workforce members, want to do the best job they can; and they all need good training to make that a reality. Designate members of your senior staff to onboard and train new employees, and make sure they’re well compensated for the effort, because good training can make all the difference when it comes to retention.