STAFFINGFINDING THE BEST TALENT

CHARACTERISTICS OF

A MODEL EMPLOYEE PUNCTUAL FLEXIBLE MOTIVATED TRUSTWORTHY COMPETENT

ORGANIZED INNOVATIVE EVEN-TEMPERED WELL-PRESENTED PROACTIVE

STAFF MEMBERS CHEFS/SOUS CHEF SERVERS DRIVERS BUSPERSON BARTENDERS

DISHWASHER RECEIVER VALET MANAGER ATTENDANT

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

FINDING STAFF CAN/WILL/FIT

NEWSPAPER/TRADE JOURNALSNETWORKINGREFERRALSRECRUITING

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.

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

TAX ISSUES & DOCUMENTATION EMPLOYEES

IMMIGRATION FORMS, W-2’S, ETC. FREELANCERS

SUB CONTRACTORS

OPTION-PAYROLL SERVICES

TRAINING TRAINING MANUAL

DESCRIPTION RESPONSIBILITIES OBJECTIVES GOALS ONGOING

PURPOSE OF TRAINING IS TO……CAN BE ON-THE-JOB OR FORMAL

POLICIES HANDBOOK IS ESSENTIAL

SANITATION CONDUCT-HARASSMENT, ETC. DRESS CODE TIME OFF

MANAGING STAFF

MOTIVATION PROBATIONARY PERIODS REVIEWS RETENTION PROMOTIONS TERMINATIONS PROGRESSIVE DISCIPLINE

PROBATIONARY PERIODS

DETERMINE IF AN EMPLOYEE IS IDEAL FOR THE LONG-TERM

CAN BE TERMINATED AT THE CATERER’S DISCRETION

TIMEFRAME IS 3-6 MONTHS MAY BE A DISCOURAGEMENT CONTRACT IS STANDARD CAN ALSO BE USED WITH EXISTING

EMPLOYEES

PERFORMANCE REVIEWS ESTABLISH CRITERIA MAINTAIN FILES AND PERFORMANCE

RECORDS REFERRALS, FEEDBACK, AND PEER

EVALUATIONS CAN BE A RESOURCE TRAINING LOGS, CERTIFICATES

EVALUATION OF EMPLOYEES’S ABILITY TO MEET CO. REQUIREMENTS

WHAT IF THEY DO OR DO NOT MEET REQUIREMENTS?

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.

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

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?

STAFF RETENTION PAY WELL & TIMELY COMMUNICATION FEEDBACK RAPPORT RECOGNITION & INCENTIVES VALUES ATTITUDE APTITUDE EXPERIENCEKEEPING STAFF SAVES MONEY & TIME