Business Killer 3: Staffing and Labor
Posted by Ryan Volberg at September 4, 2007 2:00 PM

Get an edge with a strong staffing strategy

Attracting and retaining great employees is not unlike the activity of attracting and retaining customers. Your ability to attract and recruit potential candidates, refine your hiring practices and how successful you are at retaining great employees can significantly impact your customers' experiences and hence, your sales.

Recruiting

1. Always be recruiting. Whenever a person asks, "Are you hiring?", your response should be "We're always looking for great people!". Even if you don't say it out loud, it should be your attitude. By coming into your business and showing genuine interest, they've already set themselves apart. A quick interview in person, or over the phone will help you qualify whether they're a fit for your business. Even if you don't have a spot available immediately, make notes on them and call them when an opening arises.

2. Hire from within - and without. Reward your employees for recruiting suitable applicants. Great employees tend to know other quality people. As well, look to your customers. Some customers might be interested in coming to work for you, while others might know of someone who'd be an excellent fit.

3. Build a network with your neighbors. When an applicant doesn't work out, think of who else you know that they might be right for. In return, let your neighbors know what you're looking for in potential applicants. By sharing some employees, many restaurants and retailers are able to give quality employees full time work in traditionally part time industries.

Hiring

1. Plan your interviews. Create a list of standard questions to ask during interviews. This structured approach will help you discern the extraordinary from the ordinary. It also gives you the ability to observe more. When you know the road, you notice more of the scenery.

2. Trust your gut. Almost without exception, nearly everyone who has a bad hire knew they were going to be an issue from the start. Malcolm Gladwell in his book Blink, The Art of Thinking Without Thinking, demonstrates that at an almost subconcious level, we see tiny differences which make up that "gut feeling". Learn to trust your intuition when it comes to hiring.

3. Hire for Attitude, then for technical ability. A prospective employee with little serving experience might be okay if the person is eager to please and seems naturally happy. A technically proficient server with a sour attitude is never a good choice. Likewise for retail. Sales skills can be taught. A good attitude is much more difficult.

Stay tuned for next week when we will discuss Employee Retention.

Ryan Volberg is CEO of Vivonet, a company dedicated to ensuring restaurant and retail success.

Category: Survival Tips

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