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The Power of Proactive Hiring: Building a Talent Pool for Your Restaurant's Success

Two men sitting at a table having an interview

Dear restaurant owners and esteemed hiring managers, today we delve into an important strategic discussion in the hiring landscape - proactive versus reactive hiring. As industry professionals, it's essential to understand these concepts and use them effectively to drive our businesses' success.

Traditionally, the restaurant industry has leaned towards reactive hiring, filling vacancies as they arise. However, recent studies indicate that this approach can be more detrimental than beneficial. According to a 2021 National Restaurant Association report, 75% of restaurant operators cited retention as their top operational challenge. Much of this strain is attributed to the reactive hiring process, leading to hurried decisions and consequent high employee turnover.

Shifting to a proactive hiring strategy could be the key to overcoming these staffing challenges. LinkedIn's research indicates that 55% of talent professionals and hiring managers claim proactive recruitment strengthens their company's employer brand and reduces hiring costs by 50%. In the context of the restaurant industry, proactive hiring translates to building a talent pool - a database of potential candidates who can be engaged as soon as a position becomes available.

“Luck is not a business model.” - Anthony Bourdain

Managing this talent pool can be an intricate task. This is where technological innovations, like Applicant Tracking Systems (ATS), come into play. An ATS, such as the one incorporated in Clock'd's staffing services, provides a unified platform for job posting, application management, and candidate engagement.

The Clock’d in-house ATS-SEEN, is a valuable tool for maintaining an organized, accessible talent pool. However, the value of SEEN or any ATS goes beyond mere organization. It enables a shift from reactive to proactive hiring. By consistently engaging with potential candidates, you can fill vacancies faster with higher-quality candidates, thereby reducing recruitment costs and time.

Anthony Bourdain, a man whose passion and professionalism in the culinary world is revered, once said, “Luck is not a business model.” This insight holds true in hiring practices as well. Rather than leaving our staffing up to chance, we should strive for a well-planned, proactive approach.

Remember, in an industry marked by its dynamic nature, being proactive in your hiring strategy is not just a choice; it's a necessity for sustained success. As we navigate the ever-evolving world of hospitality, let's embrace foresight and strategy in our hiring practices.

In conclusion, whether you choose to use Clock'd, SEEN, or any other platform, the key takeaway is this: building a talent pool through proactive hiring can empower your restaurant to operate efficiently, adapt quickly, and ultimately, flourish in a competitive industry.

Thank you for your dedication to exceptional hospitality. I wish you success in all your staffing endeavors.


Interested in building out your proactive hiring process? Schedule a consultation today!


Head shot of Marc Lapierre, founder and CEO of Clock'd

Marc LaPierre is a 10-year veteran of the food and hospitality industry, Certified Staffing Professional, and CEO/Founder of Clock’d + SEEN. From cooking in James Beard award-winning kitchens to opening and managing a nightclub in Mexico, he worked every job in the industry. Today he connects professionals looking to advance their careers with clients eager to find an all-star team.


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