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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! 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.

The Role of an Applicant Tracking System (ATS) in Streamlining Your Restaurant’s Hiring Process In the bustling landscape of the restaurant industry, an astute hiring strategy is more than just a good-to-have, it's a key determinant of your establishment's success. Whether it's a front-of-house server whose charm leaves a lasting impression, or a sous-chef whose culinary prowess amplifies your menu, the right talent can make all the difference. To stay competitive, it's crucial to explore efficient, tech-enabled hiring solutions like Applicant Tracking Systems (ATS). An ATS is a specialized software that organizes and accelerates the recruitment process. As per a LinkedIn study, businesses utilizing ATS have witnessed a 60% reduction in their time-to-hire. The benefits are tangible - but how do you, as a restaurant owner or operator, harness the power of an ATS? Streamline Hiring Workflow An ATS enables you to keep track of every application that comes your way, meaning you won't lose a potential star hire in a sea of emails. You can track an applicant's progress and get a real-time update on their status, ensuring that no candidate is overlooked. Maximize Job Visibility You can distribute job postings across multiple platforms with just one click, thereby reaching a broader candidate pool. This is crucial in an industry where job seekers are increasingly turning to online platforms. Improved Pre-Screening You can customize pre-screening questions according to the job role, ensuring that only suitable candidates progress in the recruitment pipeline. This reduces time spent on reviewing unqualified applications. Maintain Effective Communication An ATS allows you to automate processes like interview scheduling and sending rejection letters. This keeps candidates informed, reflecting positively on your establishment's professionalism. Establish a Talent Database An ATS enables you to keep a database of past applicants. These could be great potential hires for future vacancies, reducing time spent on sourcing candidates. Tangible Advice for Restaurant Owners and Operators: An ATS isn't just a tool; it's a strategic solution to build a competitive edge in the restaurant industry. By optimizing your recruitment process, you can focus on what truly matters - creating memorable dining experiences for your customers. Remember, as Anthony Bourdain said, "Food may not be the answer to world peace, but it's a start". So let's start by getting the right people on board and creating the culinary magic that brings people together. **** Interested in setting up your business's ATS? Schedule a consultation with Clock'd today! 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.

Lessons from a former line cook, turned CEO on the first season of The Bear looking forward to watching Season 2. To those of you unfamiliar with the Chicagoan cultural phenomenon, “The Bear” is about a young chef from the fine dining world returning to Chicago to run his family's sandwich shop. Carmen Berzatto, a brilliant young chef from the fine-dining world is forced to return home to run his family sandwich shop - the Original Beef of Chicagoland - after a heartbreaking death in his family. At his family’s shop, he becomes familiar with the employees his brother hired and must navigate stepping into a leadership role that was thrust upon him. The Bear comes with many themes and lessons around human relationships and loss, all wrapped up with some dark humor like an Italian Beef with Gravy. As someone who has cooked in establishments ranging from James Beard award-winning kitchens to to-go chicken wing joints, The Bear perfectly captures the distinct dichotomy between the ritz, cold, high-intensity world of fine dining clashing with the local, warm, uncouth greasy spoon comfort food joints we love. This grounded realism is so intense, a single episode will make you feel like you’re hitting the dinner rush while working a double. Through all this, as a leader navigating this new environment, Carmy demonstrates some of the best on-screen leadership skills that any manager from any industry can learn from (of course until s**t hits the fan). So here are 3 lessons any leader can take away from Carmy in season 1 of The Bear. Yes, Chef. One unique aspect of Carmy’s leadership style is that everyone in his brigade is addressed as “Chef.” From the dishwashers to the line cooks who have been there the longest. When watching this for the first time this caught me off guard. Having come up in the industry, anyone who was a Kitchen Manager, Sous Chef, or higher had the title. To me, referring to someone as “Chef” in the kitchen was something that was earned solely by your position. But as Carmy points out, he calls everyone Chef “because it is a sign of respect.” I have heard some managers say “You should treat the janitor the same as the CEO” but those that actually follow through on that advice are few and far between. Following Carmy’s example, every position and every team member is equally important in a high-performing organization. In Carmy’s kitchen, the Janitor is the CEO of their station. Behind! Aside from the ringing of the ticket machine or the sound of the El train rattling by, by far the most common sound in The Bear is someone shouting “Behind!” It is a common term, and if you have ever seen a busy kitchen you’ll know that unless you declare it to the world you will be bumped into. Communication is key in any industry, multi-billion dollar tech platforms like Slack have reached unicorn status for the sole purpose of trying to increase communication in organizations. However, often these channels become flooded with useless gifs, pictures of pets, and mandatory happy hour invites. Mission-critical messages can get lost in the noise, or worse, not stated at all. In a kitchen that is not the case, everything is time sensitive and the cooks develop an unconscious 2nd language in kitchen slang to keep things running smoothly. These messages are declared directly and out loud, failure to do so can result in lost product or serious injury. Leaders need to develop not only an ear for these messages but channels to directly receive them as well. Back to your station. As it goes, s**t will eventually hit the fan. It happens to the team in The Bear near the end of season one, when Sydney opens the online ordering system without any limits. This floods the kitchen with orders, sending Carmy into a tailspin that crashes the restaurant that night, multiple team members quit, someone gets stabbed, and months of work are undone in 10 minutes. In the peak of chaos, it is easy to get overwhelmed, focus on the wrong things, and sink yourself further. It is even easier to take out your frustration on others in your organization. Too many times I have seen entire kitchen staffs walk out on an unappreciative or disrespectful manager in the middle of service (in the industry we call it a walkout). As I wrote in an earlier article, leaders navigating uncertainty need to know the big picture but take things one day and one ticket at a time. Eventually whatever your organization is going through will pass, and at the end of the day, it is how you treat others when under pressure that will matter. **** Interested in putting these lessons into action? Schedule a consultation with Clock'd today! 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.

In the dynamic and highly competitive world of hospitality, attracting and retaining top-tier staff is a pressing challenge. With the hospitality industry grappling with labor shortages and facing an annual turnover rate of over 70%, as reported by the Bureau of Labor Statistics, it's clear that effective retention strategies are paramount to success. The secret to a thriving restaurant extends beyond the delectable food on a customer's plate. It's also about the individuals who bring that dish from the kitchen to the table. The passion, dedication, and skill of these staff members can transform a good dining experience into an unforgettable one. But how can a restaurant secure its best employees in an industry characterized by transience? 1. Competitive Compensation and Benefits Although not the only motivator, remuneration undoubtedly plays a vital role. In an industry notorious for low wages, establishments offering competitive compensation and robust benefits packages distinguish themselves. Data from Harvard Business Review shows that a 10% increase in base pay can decrease the likelihood of employee departure by 1.5%. Yet, enticing employees isn't always about cash; offering health insurance, paid time off, or flexible scheduling can be equally compelling incentives. 2. Culture and Values A positive and respectful work environment is a significant determinant of employee retention. A study by Built-In found that for 46% of employees, company culture was the deciding factor in choosing a job. Employees are more likely to remain where they feel valued and respected. A culture that promotes teamwork, values feedback and celebrates success can significantly bolster the retention of top talent. 3. Opportunities for Growth Providing opportunities for advancement plays a significant role in staff retention. A LinkedIn study revealed that 94% of employees would commit longer to a company if it invested in their career development. From cross-training in different roles to offering educational programs, restaurant owners should provide ample growth opportunities. Not only do these measures improve retention, but they also foster a more proficient and versatile workforce. 4. Employee Recognition The impact of recognition in the workplace cannot be underestimated. A study from TINYpulse, an employee engagement firm, found that employees who don’t feel recognized are twice as likely to quit within the next year. Implementing a regular recognition program can be instrumental. Even minor acknowledgments, such as an "Employee of the Month" award, can boost morale and stimulate staff to deliver their best. 5. Work-Life Balance Finally, it's essential to remember that hospitality professionals, like everyone else, have lives beyond work. Respecting this can lead to higher job satisfaction and lower turnover rates. Companies that promote a healthy work-life balance experience 25% lower staff turnover, according to a study by Intux. A thriving restaurant is a product of collective effort. Retaining the best staff demands an understanding of their needs and aspirations and a commitment to invest in them. While the specifics may vary between establishments, the principles remain constant: competitive pay and benefits, a positive culture, growth opportunities, recognition, and work-life balance. By embodying these elements, restaurant owners can truly master the art of retention. 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.

The demands of managing a flourishing restaurant or bar are diverse and challenging, requiring a blend of skills that allow managers to navigate the high tides of this dynamic industry. Research shows that the right set of skills can transform a good manager into a great one, promoting business growth and enhancing customer satisfaction. According to the National Restaurant Association, the restaurant industry was projected to generate $997 billion in sales in 2023, representing a critical component of the American economy. Successful management is key to claiming a share of this burgeoning market. There are currently over 130,000 restaurant managers in the US, here are the 4 essential skills every successful restaurant and bar manager needs: 1. Hard Skills Aka they need to know how to do the job. Our industry is not some cushy office job or sales role where schmoozing your way through middle management secures a long tenure. Leaders in the industry are born from the ground up. A successful manager will have time or experience in every role they cover. 8 out of every 10 restaurant managers began as entry level employees; a good manager will have spent that time learning every role they wish to manage. An employee missing their shift is not going to sink service and that comes from a manager being able to step in and delegate when necessary. 2. Customer Service Orientation No matter if you are the head chef or the bar manager, guest satisfaction is the #1 most important part of running a restaurant. If your customers are happy and returning then you are in business. Everything, from the mise en place, to the way the bill is presented should be done with the customer in mind. 3. Financial Acumen Understanding cash flow, cost control, inventory, and profit margins is crucial. The Restaurant Report highlighted that approximately 60% of restaurants fail within the first year. A comprehensive understanding of financials can significantly reduce this risk. Every manager needs to know how to read a P&L, period. If you cannot understand where the business is bleeding money, or where your section needs improvement you have no business being in management. 4. Staff Management and Development Good managers don't just hire well—they also nurture their teams, fostering a positive and productive environment. Only 38% of managers are focused on engaging their team through professional development and training. Developing the industry leaders of tomorrow needs to be the #1 priority when working with your team. In the contemporary landscape, staffing services such as Clock'd can play a vital role in easing the process of candidate management and recruitment. Clock'd offers an in-house Applicant Tracking System (ATS) tailored for the hospitality industry. It can help streamline the recruitment process, track applicants efficiently, and identify top talent quickly. Managers who utilize such tools can gain an edge in the competitive restaurant and bar industry. To conclude, it's not just about mastering these essential skills but also remaining open to learning and growth. Managers must continually refine these skills, committed to providing the best experience for both staff and customers alike. Stay tuned for more invaluable insights from the realm of restaurant recruitment. We're here to help those eager for success in the industry. Sources: https://webinarcare.com/best-restaurant-management-software/restaurant-management-statistics/ 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.

Hello, fellow food lovers and hospitality aficionados, Let's talk about the most significant factor a restaurateur needs to master, one that's not on any menu but forms the very soul of a successful enterprise: Retaining quality staff. Much like crafting a classic cocktail or orchestrating a flawless service on a bustling Saturday night, it's a feat that requires skill, patience, and a lot of understanding. In the dynamic world of hospitality, turnover is an ever-present challenge. Did you know that the hospitality industry, prior to the pandemic, experienced a turnover rate of over 70%, peaking as high as 75%? It's a startling statistic from the Bureau of Labor Statistics that underscores the magnitude of the challenge we face. But where some see an insurmountable mountain, we see a call to elevate our game. Now more than ever, we need to understand the art of staff retention. It's the secret ingredient that distinguishes the merely good from the truly great. 1. Competitive Compensation This is a no-brainer, and yet, it's worth repeating. If we want to hold onto our best employees, we need to pay them their worth. A 2022 Payscale report indicated that hospitality workers who believe they are paid below market are 50% more likely to leave, even if they aren’t. That's a perception that translates into loyalty. Many operators are switching to extreme tip pools to offer workers higher, more consistent hourly pay. A much larger improvement over the $2.33 + tips that have been the standard for over two decades. Aside from the money, have regular conversations with your team about compensation; it should not be a mystery how much they will make. 2. Development Opportunities Our industry thrives on dynamism, and so do our staff. In a survey of employees, 7shifts found that 1/3 of employees are looking for recognition in the form of promotions. Good restaurant and bar operators are always learning and wanting to improve, if your business cannot develop your employees they will leave you for someone who can. 3. Foster a Respectful Work Environment With the rise of the “Karen” it is more important than ever to protect our front-line employees from hostile customers. This is something Anthony Bourdain often passionately spoke about. Our kitchens and dining rooms should be places of respect, diversity, and teamwork. The Harvard Business Review revealed that 98% of employees stayed longer in a respectful work environment. Let's make sure everyone feels they're a valued part of the team. 4. Work-Life Balance The old image of the overworked, under-slept chef or server doesn't cut it anymore. The mental health of our staff is paramount. It's high time we reevaluate our norms to encourage a better work-life balance. Unsurprisingly, 38% of employees have missed important life events (birthdays, anniversaries, weddings, funerals, etc.) because of bad work-life balance practices. 5. Recognition and Reward Finally, remember that everyone likes to feel appreciated. A simple "great job tonight" or an Employee of the Month award can go a long way. An appreciation culture reduces the turnover rate by a significant 31%, according to a 2022 study by Zippia. That same survey stated that 29% of employees had not received recognition in over a year. In the end, it's about cultivating a sense of belonging, of community, that ensures our best people stay our best people. Because the secret ingredient to any unforgettable meal, any unforgettable experience, isn't just what's served on the plate—it's who’s serving it. The art of retention, much like our industry, is all about the heart. Sources: https://www.payscale.com/research-and-insights/fair-pay-impact/ https://www.7shifts.com/blog/why-restaurant-workers-quit-how-to-retain/ https://hbr.org/2018/01/make-civility-the-norm-on-your-team https://www.touchbistro.com/blog/the-quest-for-work-life-balance-in-the-24-7-restaurant-industry/ https://www.zippia.com/advice/employee-recognition-statistics/ 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.

Let’s delve into the hierarchy of the kitchen, to decode and differentiate the roles of two of the most critical players - the Head Chef and the Executive Chef. To the outside world, these positions are one and the same, you’ll even see job ads that will try and blend the roles. However much like a well-crafted symphony, a successful kitchen requires every role to be in harmony, and understanding these distinctions can make all the difference. First off, let's break the ice by considering the numbers. In a survey conducted in 2022, the U.S. Bureau of Labor Statistics reported that there were 160,000 chefs and head cooks in the country. However, there is no discernable data to tell us how many “Executive Chefs” there are in the US. As it goes, the position of Executive Chef is a much rarer title; let’s break it down. The Head Chef – The Maestro of the Kitchen Often called the ‘Chef De Cuisine’ or Head Chef, is the heart and soul of the restaurant kitchen's day-to-day operations. As their many interchangeable titles would suggest, they are responsible for the direct management of kitchen staff, ensuring the quality and consistency of dishes, and often playing a hands-on role in food preparation. As of 2022, the average salary of a head chef in the United States ranged from $52k-$59k per year. In actuality proper Head Chefs are typically paid a lot more in larger cities, the data is again skewed by misused titles such as “Kitchen Manager” or “Lead cook. “ While remuneration may vary based on the restaurant's size and location, it's safe to say that the role demands significant culinary skill and leadership prowess. The Head Chef will oversee hiring, training, ordering, inventory across all stations, vendor relationships, and most importantly the flow of service. The Executive Chef – The Visionary Strategist On the other end of the spectrum, the Executive Chef is akin to the CEO of the kitchen. Their role extends beyond the immediate culinary operations and oftentimes is the title of an owner or partner in the business. They are tasked with developing menus, creating and managing budgets, and setting up suppliers. Moreover, they establish the culinary direction and ethos of the restaurant, bringing the brand's culinary vision to life. The median salary for an executive chef ranges anywhere from $65k to well into six figures. The higher pay reflects the extensive experience and broader managerial responsibilities associated with this role. Many times these roles are blended in a corporate setting into a Food and Beverage (F&B) Director. Depending on the size of the venue, this role could oversee multiple outlets or operations within the company. The Dance of Distinction Now, while both roles are undeniably important, it's their interplay that sets the stage for a successful restaurant. Much like how a great dish is more than the sum of its ingredients, a high-functioning kitchen relies on the seamless integration of these two roles. Often the head chef reports directly to the executive chef, however, the executive chef is only able to be effective at their job by relying on the head chef to execute the day-to-day operations. To put it in an oversimplified analogy, if the kitchen were a pirate ship, the Head Chef would be the First Mate, managing the crew and ensuring everything runs smoothly, while the Executive Chef would be the Captain, charting the course and setting the vision. *** In the world of hospitality recruitment, it's our job to ensure that these roles are filled with not just the best talent, but the right talent - those who understand and respect the delicate balance of these distinct roles. 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.

In the high-stakes world of hospitality, the quality of your staff can make or break your restaurant. Hiring effectively is essential. Like a well-orchestrated kitchen, the hiring process requires precision, coordination, consistency, and a good amount of intuition. Here, we'll outline a 6-step guide to help restaurant owners more effectively recruit and retain talent. Step 1: Identify your needs Know what roles you need to fill and the skills and experience necessary for each. Consider both hard skills, such as culinary expertise for a chef, and soft skills, like a waiter’s ability to manage a busy floor while remaining gracious and attentive. If you’re up north like us, take note of when seasonality will affect your business. For example, prepare to hire a lot more part-time individuals in the summer months with Patio season, and look for cooks with banquet experience come Winter for those holiday parties. Step 2: Craft compelling job descriptions Your job description is a candidate's first impression of your establishment. It should accurately portray the job’s responsibilities and required skills while showcasing your restaurant’s culture and values. Make it engaging and authentic to attract the right candidates. Step 3: Use your network The hospitality industry thrives on relationships. Reach out to your professional network for potential hires. Engage with culinary schools, attend industry events, and connect with people who can recommend or refer potential candidates. Referrals should be a strong part of your recruitment strategy, according to Zippa, 45% of hired candidates come from referrals. Thinking outside the box. Asking your competition next door if they have anyone they could send your way may seem odd, but chances are they might have someone who could use the extra hours. Offer a referral bonus program to encourage future recommendations and thank your network for doing the leg work in recruiting for you Step 4: Leverage technology The use of technology, like Applicant Tracking Systems (ATS), can streamline the hiring process. Services like Clock'd provide a platform to connect employers with potential employees, while the in-house ATS, SEEN, organizes and tracks your applicants, easing the hiring burden. Step 5: Conduct structured interviews When interviewing, it’s essential to have a standardized set of questions that reflect the position's skills and attitude. This not only helps maintain consistency but also reduces bias. Be sure to also include behavioral questions to assess how candidates handle specific scenarios. During this time with the candidate make sure they have some one on one time with the managers they will be working with. You need to train and trust your managers to have input on these hiring decisions. Efficiency and effectiveness are key. Second interviews are rare in our industry (except for manager roles) so if you’re lucky enough to have one hour with a skilled candidate make sure you are effective with your time. Step 6: Follow up and onboard effectively If the interview goes well and you're wanting to move forward, then the most important thing to do is reference check! With Clock’d all of our clients’ manager placements are vetted, and reference checking is just one of many best practices we use and encourage our clients to use as well. A 5-minute call with a fellow restaurant owner can be all you need to inform your next decision. If you have any questions about what you can or should ask in a reference check please reach out to us! Finally, when you are ready to hire, simplified onboarding can reduce turnover and increase job satisfaction. Once you’ve made a hire, set them up for success with comprehensive training and a clear understanding of their role. *** In the tumultuous world of hospitality hiring, it's about finding and keeping the right talent. Keep in mind, a fantastic team isn't just about skills; it's about a shared passion for the industry and a dedication to creating memorable experiences for your customers. Navigating the hiring process might seem daunting, but with these steps, you're well on your way to building a team that can weather any dinner rush, handle any food critic, and will pour their heart and soul into every dish they serve. Now, let's get cooking. 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.

There's more to the restaurant industry than just the food. It's about the people, the ambiance, and the stories that unfold over a glass of well-crafted cocktail or a pint of the finest brew. In particular, it's about the bartenders - those unsung heroes who do more than just mix drinks. They set the tone, they're the lifeblood of the bar. The art of bartending isn't just about knowing how to shake a martini or craft a flawless Old Fashioned. It's about creating a memorable experience for the guests. As a restaurant owner or manager, you need to understand that the process of developing and training these wizards of modern chemistry behind the bar is a crucial part of your business. Let's delve into the nitty-gritty of how you can develop and train your bartenders, and how services like Clock'd can help you hire the right candidates. 1. Hiring Right Finding the right bartender can be a daunting task. According to the U.S. Bureau of Labor Statistics, there were over 644,100 bartenders in the US in 2019. By 2029, this number is expected to increase by 6%. However, not all of these bartenders have the chops to take your establishment to the next level. This is where Clock'd comes in. It's a staffing service that specializes in hiring for the restaurant industry. With a comprehensive understanding of the industry's needs, they can help you find both hourly and managerial candidates who fit your business's ethos and can deliver the experience your patrons expect. 2. Training and Skill Development Once you've hired the right candidates, training becomes crucial. According to a study by the National Restaurant Association, 90% of restaurant managers started at entry-level. This suggests that with the right training, bartenders can not only excel at their current roles but also grow within the industry. We always recommend to our clients to have a bar-back position or bar training program; you’ll see 15% more applications on average across the board from candidates looking to learn the trade. Here's what you should focus on: Product Knowledge: It's essential for bartenders to know their spirits, beers, wines, and mixers. They should be able to recommend the right drink to pair with a dish and explain why they've made a specific cocktail a certain way. Technique: This includes everything from shaking, stirring, muddling, pouring, and garnishing. Most importantly how they handle the bottles, how clean they keep the wells, and making sure they put everything back in its proper place. On a packed night, Id take an organized bartender over a fast hot mess any day. Customer Service: Your bartenders should know how to engage with customers, handle difficult situations, and foster a friendly, inviting atmosphere. Most importantly they need to work with the floor staff. The worst thing is to make the bartender position an ivory tower, they should never be above working a bar-back or serving shift. Rotate them in every once and while on the floor to ensure a good relationship with your floor staff. 3. Continuous Learning and Improvement The world of cocktails and spirits is always evolving. Just as chefs need to stay updated with food trends, bartenders must also stay on top of the latest in the beverage world. Encourage your bartenders to participate in workshops, tastings, and industry events. Remember, a good bartender is a knowledgeable one. 4. Encouraging Creativity Let your bartenders experiment and create. Encourage them to come up with their signature cocktails. Not only will this give them a sense of ownership, but it can also draw in crowds looking for a unique drink experience. In the words of Bourdain, "Without experimentation, a willingness to ask questions and try new things, we shall surely become static, repetitive, and moribund." This applies to bartending as much as it does to the culinary world. Developing and training bartenders is no small task, but it's one that can pay off in the long run. 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.

The Integral Function of Clock'd Restaurants are complex organisms, an exquisite blend of culinary creativity, management prowess, customer service, and efficient logistics. Every single ingredient, every single facet you see in a restaurant, is carefully selected to create a seamless and delightful experience for you. But, have you ever wondered how the people behind the restaurant operations find their way into these culinary fortresses? This is where the role of a restaurant recruiter takes center stage. What is a Restaurant Recruiter? A restaurant recruiter, in its simplest terms, is a matchmaker. But instead of setting up romantic rendezvous, they pair skilled individuals with restaurant positions that need their expertise. These can range from hourly workers — such as line cooks, servers, and dishwashers — to management staff who oversee the restaurant's day-to-day operations. According to a report from the National Restaurant Association (2020), the restaurant industry in the U.S. employs approximately 15.6 million people. By 2030, this number is projected to grow to over 17 million. The challenge of finding the right fit for every one of these positions is colossal, and it's precisely the problem that a restaurant recruiter solves. How Does Clock'd Revolutionize Restaurant Recruitment? Clock'd is not your ordinary recruitment agency. We understand the industry's needs and have crafted a unique solution that empowers both employers and job seekers. Our platform offers a dual-edged sword, effectively catering to the hiring needs for both hourly and manager candidates. One of the most significant advantages that Clock'd brings to the table is speed. Traditionally, it could take up to 42 days to fill a restaurant position, according to a report by Glassdoor (2017). But with Clock'd, that time can be reduced significantly. Our platform's streamlined process through the in-house applicant tracking system, SEEN, and vast network of professionals make the time-to-hire nearly 2x faster with an average time to hire of 15-21 days; a critical advantage in an industry where employee turnover rates can hover around 75% (according to a report by the U.S. Bureau of Labor Statistics, 2019). Another standout feature of Clock'd is precision. By leveraging a comprehensive understanding of the restaurant industry, Clock'd can match job seekers with positions that fit their skills, experience, and interests. It increases employee satisfaction and retention rates, ultimately boosting the restaurant's bottom line. Finally, let's talk about accessibility. Clock'd has democratised the recruitment process by making it accessible to all types of restaurants, from small independent food carts to large chains. In an industry where, according to a survey by Toast (2019), 51% of restaurant owners named hiring, training, and retention of staff as their top challenge, a solution like Clock'd is not just helpful, it's essential. The Future is Clock'd The restaurant industry is a vast, dynamic, and demanding sector. The need for skilled, dedicated, and passionate individuals is constant, and the role of a restaurant recruiter in fulfilling this need cannot be overstated. Clock'd has taken this vital function and enhanced it with speed, precision, and accessibility. They've created a future where the right person in the right restaurant job is not a matter of chance, but a certainty. And that, dear readers, is a future we can all look forward to. 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.

As someone who has worked in the bar, restaurant, and hotel industry, I know firsthand how challenging it can be to find and retain quality employees. This is where working with a staffing agency can make all the difference. Here are some specific benefits of using a staffing agency for the hospitality industry: Increased Efficiency The hiring process can be time-consuming and overwhelming. When you work with a staffing agency, they handle the recruitment, screening, and placement processes on your behalf. This frees up your time to focus on other tasks that need your attention. A survey by the National Restaurant Association found that 67% of restaurant industry operators use staffing agencies for this reason. Access to a Larger Talent Pool Staffing agencies have access to a wider pool of applicants, including those who may not be actively seeking a job. According to the same National Restaurant Association survey, 79% of restaurant operators report that staffing agencies provide access to a wider pool of applicants. This means you have a better chance of finding quality employees who are a good fit for your business. Reduced Hiring Costs Hiring a new employee can be expensive, especially when you consider the cost of advertising, interviewing, and onboarding. When you work with a staffing agency, they handle all of these costs, which can save you money in the long run. According to the Society for Human Resource Management, the average cost-per-hire for the hospitality industry is $3,000. Improved Retention Rates Retaining good employees is crucial to the success of any business. But it is no secret that in the hospitality industry, turnover rates are notoriously high. Staffing agencies can help you find quality employees who are a good fit for your business, in turn increasing your retention rates. A study by the American Staffing Association found that employees staffed by staffing agencies stay with their employer 76% of the time, compared to only 48% for direct-hire employees. Flexibility in Staffing The hospitality industry is known for its fluctuations in staffing needs. Staffing agencies can provide the flexibility you need to meet these changing demands. Whether you need additional staff to handle a busy season or want to scale back during slower periods, staffing agencies can quickly provide the staff you need to keep your business running smoothly. Sources: - "Restaurant Industry Factbook 2019." National Restaurant Association, 2019. - "2017 Hospitality Hiring Report." Society for Human Resource Management, 2017. - "Staffing Employee Survey." American Staffing Association, 2019. 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.

Decoding the Perfect Recipe with SEEN by Clock'd There's a beautiful, brutal ballet danced in the belly of every successful restaurant. The heat, the noise, the symphony of chaos finely tuned into a machine that's both a battlefield and a sanctuary. I've spent enough of my life in those trenches to know that the heart of any restaurant is its people. But how do you find those people—the ones who can take the heat, literally and figuratively, out of a sea of applicants? Statistics from the National Restaurant Association (2021) reveal that the industry faces a turnover rate of over 70%. That's a lot of aprons to fill, and a lot of potential mistakes to make. Let me tell you, there's nothing more heartbreaking than a bad hire. Not just for you, but for the whole team. It's like adding too much salt to a dish—it ruins everything. But I'm not here to trade war stories. I'm here to tell you about a secret weapon: SEEN by Clock'd. SEEN is an Applicant Tracking System that takes the guesswork out of hiring. Picture this: it's like having your very own maitre d’ who's met all your potential hires before you have, and knows exactly who will fit your kitchen's unique rhythm. Here's what it does: SEEN gathers applicants from different sources, organizes and filters them, and presents them to you in a user-friendly dashboard. It's not about reducing people to numbers or keywords—it's about giving you a clearer vision in the smoky haze of CVs and cover letters. 80% of business owners reported that a bad hire had significantly impacted their business. The Bureau of Labor Statistics (2021) reports that restaurants and other eating places added 133,600 jobs in April alone. Now, imagine trying to sift through that number of applicants without a little help. Sounds like a recipe for disaster, doesn't it? But if you’re using a recruiter like Clock’d, it's a different story. This system streamlines the hiring process, freeing up your time to do what you do best—run your restaurant. It helps you recognize the diamonds in the rough, the ones with the right attitude, the right skills, and perhaps most importantly, the right fit for your team. Don't get me wrong. SEEN won't turn you into a mind reader. It won't tell you who's going to be the next Marco Pierre White or Thomas Keller. But it will give you a better sense of who's in front of you. In a survey by the Harvard Business Review (2022), 80% of business owners reported that a bad hire had significantly impacted their business. But the same survey also reported that businesses using effective hiring tools like SEEN saw a 50% reduction in bad hires. The restaurant business, like cooking, is part art, part science. SEEN by Clock'd brings in the science, enabling you to better practice your art. And in a world where the right people can make or break your restaurant, that's an ingredient you can't afford to leave out. **** So, if you're tired of the hiring dance, and the thought of another stack of resumes makes you want to reach for the nearest bottle of bourbon, give SEEN a try. You might just find that it's the missing piece in your hiring recipe—the secret spice that transforms your kitchen from a place of constant turnover to a place where culinary dreams come true. 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.