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Listen, being in the restaurant business isn't for the faint-hearted. It's a world where one minute you're serving a quiet dinner for two, and the next, you're in the middle of a full-blown Mardi Gras. National Restaurant Association (2021) wasn't kidding when they said 31% of restaurant owners find staffing their top challenge. One moment of pandemonium can have you second-guessing your life choices. So, how do you survive the tumult? Let's break it down with a bit of data and straight talk. Knowing Your Numbers The first step in staffing up is to understand the demands of the event. The Bureau of Labor Statistics (2022) estimates that one server can efficiently handle between 3 to 4 tables at a time, depending on the complexity of the menu and service style[^2^]. From personal experience, switching to team style service can increase a server’s tables by 2.5x allowing 1 person to cover 10 tables. Alternatively, if team-style service isn’t feasible, if you expect your number of tables to double during an event, it follows that you may need to double up your FOH staff. Staffing: It's a Quality Game Now, let's not forget that this isn't just about filling aprons and extra bodies. Cornell University (2023) found that if you've got experienced staff, you're looking at a 19% uptick in customer satisfaction[^3^]. So, where do you find these culinary wizards? Well, there's a whole world of hospitality staffing solutions out there, online job platforms, recruitment agencies, even culinary schools, that can help you find the right candidate. Or an in-house recruiter like Clock’d who can set you up with an in-house applicant tracking system. Restaurant applicant tracking system can significantly streamline the recruitment process, making it easier to sift through resumes, schedule interviews, and onboard new staff. It's like your very own recruiter. Training Your Staff Training is crucial, especially for temporary staff who may not be familiar with your restaurant's operations. According to a report from the American Society for Training and Development (2021), companies that offer comprehensive training programs have 218% higher income per employee than companies without formalized training[^4^]. Even a brief training session can make a big difference in ensuring that your staff can deliver quality service during the big event. Even if you're just giving them the basics – the menu, the layout, the point-of-sale system – it's going to make a big difference. The Balancing Act How many staff is too many? 52% of restaurants reported being understaffed during high-volume periods negatively impacting their performance[^5^]. Overstaffing, on the other hand, can lead to increased labor costs. The key is to find a balance. From personal experience having one or two extra staff members on standby can be a good insurance policy against unexpected rushes or last-minute staff cancellations. It is much easier to cut someone when service slows down rather than being in the weeds Think of it as a safety net for when the inevitable chaos strikes. The Final Word Being in the restaurant business is like riding a wave – it's all about balance. Know your needs, find quality staff, train them right, and strike that perfect balance between overstaffing and understaffing. Remember, a restaurant applicant tracking system can be your secret weapon here. Embrace the chaos, make decisions based on data, and you'll ride that wave like a pro. Sources [^1^]: National Restaurant Association. (2021). Restaurant Operations Report. [^2^]: Bureau of Labor Statistics. (2022). Occupational Outlook Handbook: Food and Beverage Serving and Related Workers. [^3^]: Cornell University. (2023). The Impact of Staff Experience on Restaurant Performance. [^4^]: American Society for Training and Development. (2021). State of the Industry Report. [^5^]: Restaurant Business. (2022). The Staffing Crisis in the Restaurant Industry. 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.

A Guide to Harnessing the Power of Student Employees in the Restaurant Business If there's one thing I've learned in my years in the kitchen, it's that the heart of a restaurant isn't in its décor or its Instagram-worthy dishes. It's in the hustle and bustle of the staff, the people who keep the ship sailing smoothly through the stormiest seas. Particularly those young, eager student employees who come in, ready to learn the ropes and, often, eager to prove themselves. Managing these student employees, however, can sometimes feel like trying to herd cats. But worry not, fellow culinary captains. Here's your guide to turning these greenhorns into your greatest asset. 1. Understanding the Student Workforce As of 2021, nearly half of the restaurant workforce was under the age of 25. That's a hefty slice of your crew that's likely juggling coursework, exams, and social lives alongside their shifts. They're not just working for the paycheck; they're also there for the experience, the references, and the skills that'll help them later in life. Remember: you're not just their boss. You're their mentor. You're the one who's going to teach them the difference between a julienne and a brunoise, and why it matters. 2. Flexible Schedules Are Key Life as a student is a whirlwind. It's essays due at midnight and cramming for exams, it's group projects, and part-time internships. Now, add a restaurant job into the mix. Here's where the magic of Clock'd can save your sanity. Clock'd is a staffing service built for the restaurant industry, designed to provide flexibility and ease to both employers and employees. Its in-house Applicant Tracking System (ATS), Seen, allows you to schedule interviews when you’re available. It's like having a personal assistant for your roster. 3. Attracting and Retaining Talent There's no denying it: the restaurant industry faces high turnover rates. According to a 2020 report by the National Restaurant Association, when covid hit the hospitality industry lost 30% of its workforce. Pre and post covid wasn’t any better with the industry average turnover being +70% consistently. For student employees, the rate is even higher. But here's the thing - students aren't just looking for a job. They're looking for a place where they can grow, learn, and be part of something. They want to know they're valued, not just as another body on the floor, but as a part of the team. And this is where Clock'd and Seen really shine. With these tools, you can track applicants, manage interviews, and streamline your hiring process. You can even highlight your restaurant’s unique selling points - like flexible schedules, learning opportunities, or great team culture - to attract the right kind of candidates. 4. Training and Development Remember your first day in a professional kitchen? The heat, the noise, the chaos? Now imagine being 20 years old, balancing school, and trying to figure out which way is up. Training is key. Make it consistent. Make it comprehensive. And most importantly, make it continuous. Don't just train them once and throw them into the deep end. Regular training sessions and check-ins, along with constructive feedback, can turn your student employees from novices into assets. 5. Recognition and Rewards We're in the hospitality industry, but sometimes we forget to extend that hospitality to our own staff. Recognize the hard work your student employees are putting in. Celebrate their successes. Give them incentives to stick around. Remember: A little recognition goes a long way in building loyalty. In the end, managing student employees in the restaurant industry is no small feat, but it's one that can yield impressive results when done right. By understanding their unique challenges, offering flexibility, attracting the right kind of talent, providing ongoing training, and acknowledging their efforts, you're not just building a stronger, more resilient workforce - you're also crafting the next generation of industry professionals. **** Embrace technology solutions like Clock'd and Seen to streamline your processes and take some of the weight off your shoulders. With the right tools and the right approach, those fresh-faced students who walk through your door could very well become the heart and soul of your establishment. 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 concept of a "stagiaire,” or “stage” for short, has deep roots in the culinary industry originating as an unpaid internship in French restaurants as part of a culinary education. A stagiaire in the modern restaurant industry serves a dual purpose. For the employer, it presents a unique opportunity to evaluate potential employees' skills and work ethic in a real-world setting, without the long-term commitment of a contractual agreement. It bypasses the traditional recruitment process, focusing instead on the individual's actual performance in the dynamic, high-pressure kitchen environment. For the aspiring chef, doing a stage is a vital step in getting a job. It provides a firsthand experience of a professional kitchen's culture, rhythms, and demands. It allows them to learn new techniques, observe seasoned chefs, and understand the nuances of the culinary operation. However, it's essential to acknowledge the challenges that come with the experience. The hours are often a full shift or two, the work is physically demanding, and monetary compensation is often non-existent. For the employer, the risk is even greater. As stages are typically done under the table, they run the risk of some serious labor violations and open a restaurant to legal trouble if done incorrectly. These primarily revolve around labor laws and workplace safety regulations. (Note we are in no way shape or form providing legal advice. Laws and regulations can vary by jurisdiction and may be subject to interpretation, therefore, it is always advisable to seek legal counsel from a qualified attorney who can provide guidance based on your specific situation) In Wisconsin, as in many other U.S. states, labor laws prohibit employers from having individuals perform work without pay except under certain limited circumstances. Below are some guidelines that must be met in order to move forward with a stage under federal law and Wisconsin state law: The extent to which the intern and the employer clearly understand that there is no expectation of compensation. Any promise of compensation, express or implied, suggests that the intern is an employee—and vice versa. The extent to which the internship provides training that would be similar to that which would be given in an educational environment, including the clinical and other hands-on training provided by educational institutions. The extent to which the internship is tied to the intern’s formal education program by integrated coursework or the receipt of academic credit. The extent to which the internship accommodates the intern’s academic commitments by corresponding to the academic calendar. The extent to which the internship’s duration is limited to the period in which the internship provides the intern with beneficial learning. The extent to which the intern’s work complements, rather than displaces, the work of paid employees while providing significant educational benefits to the intern. The extent to which the intern and the employer understand that the internship is conducted without entitlement to a paid job at the conclusion of the internship. If a restaurant does an unpaid stage and does not meet all seven of the above criteria, it could potentially be in violation of Wisconsin labor laws. For example, if the stage performs tasks that are essential to the operation of the restaurant, displaces regular paid employees, or provides work that benefits the restaurant, the stage may be considered an employee and entitled to minimum wage and overtime protections. We here at Clock’d are all about culinary education, so here are four potential alternatives to staging that could keep you out of hot water. 1. Partner with culinary schools or training programs to provide students with practical experience in a supervised setting. These programs often have partnerships with local restaurants and provide students with structured training and education in a controlled environment. By partnering with these programs, restaurants can ensure that they are following all legal requirements while also providing valuable experience to aspiring chefs all the while possibly finding a solid chef who will work with you upon graduation. 2. Offer paid internships or apprenticeships. While this can be more expensive for the restaurant, it ensures that the intern is being compensated fairly for their work and can help avoid any legal issues. Paid internships also attract more serious candidates who are invested in the industry and are looking for a career rather than just a short-term experience. 3. Consider offering job-shadowing opportunities for those interested. While these options do not provide the same level of hands-on experience or evaluation as a stage, they can still be valuable for individuals looking to explore your operations and can help restaurants avoid any legal risks associated with unpaid work. 4. Have Clock’d run your stage! Working with our clients, we become the employer of record and will staff the potential hire for the length required. We will do all of the onboarding, paperwork, and most importantly ensure the potential hire is paid for their work. Through this system, our clients are able to cut through the HR red tape to be able to truly evaluate a candidate the way Escoffier intended! By letting Clock’d handle your stages, you're not just ensuring legality but also making a smart financial move. Our service can potentially save you up to 20% in HR-related costs, thanks to efficient staffing and management. **** So, whether you're an aspiring chef looking to learn the ropes, or a restaurant owner seeking fresh talent, remember the stage is a dance that requires the right partner. With Clock'd, you've got a partner who knows the steps and won't let you trip. The stage is set, the kitchen's heated, and the knives are sharp. With the right knowledge, measures, and partners, the culinary journey awaits. So, turn on the burners, and let's cook up success together! 🍳🔪💼 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.

Outdoor dining is not only enjoyable for customers, but it can also be a unique selling point for your establishment. With summer upon us, it's the perfect time to take advantage of beautiful patios and soak up the sun while enjoying some delicious food and drinks. And in Madison, Wisconsin, there are some truly outstanding patios that deserve recognition. #1 Terrace at the Memorial Union It's an obvious choice, but the Terrace at the Memorial Union is the best for a reason. With beautiful lake views, iconic sunburst chairs, and a fantastic lineup of summer events, the Terrace is a must-visit for anyone in Madison. It's no wonder it's a favorite among students, faculty, staff, and locals alike. #2 Great Dane on Doty Street For those looking for a downtown location, the Great Dane on East Doty Street offers a menu that takes both Wisconsin classics and internationally inspired dishes seriously with a 3-season patio to enjoy it all. To have that kind of landscaped escape from downtown bustle is quite a treat. #3 Echo Tap and Grill The Echo Tap and Grill in the Historic Fourth Ward is another must-visit spot, with its friendly atmosphere, tempting food specials, and one of the largest selections of tap beers in the city. Their new patio provides the perfect mix of sun and shade- it is an awesome place to watch a game and enjoy the garden. #4 Settle Down Tavern Last but not least, the Settle Down Tavern is a Safer Bar Certified establishment that offers a fantastic atrium for outdoor dining. And if you're feeling brave, they even have a Tundra Club for those willing to brave the winter months. **** There's nothing quite like enjoying a meal al fresco, especially in a city like Madison, Wisconsin with so many great options. These we believe are Madison's best patios for outdoor dining, but perhaps you would care to prove me wrong, or discuss this season’s staffing needs for your restaurant. There’s no better time for a chat about hiring the best. Schedule a consultation with Marc 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.

Digital innovations, such as ordering apps, reservation apps, payroll technology, and inventory systems, are changing the way restaurants operate and enhancing the customer experience. 1. Ordering Apps It wasn't long ago that if a restaurant wanted to take a to-go order someone would need to manage incoming phone calls, making the host position a direct line to the kitchen. Also millennials and older will remember a time when the only food that could be delivered was Pizza or Chinese cuisine. According to a survey, 60% of U.S. consumers order takeout or delivery once a week or more, and 31% use a restaurant's app or website to place the order. Ordering apps can increase order accuracy by up to 95% and reduce wait times by up to 20%. Restaurants that offer online ordering see a 30% increase in takeout orders and a 20% increase in revenue. 2. Reservation Apps These have been the latest improvement in our industry, with competitors coming out of every corner. They all function with relatively the same technology but the key difference is the pricing model, some will guarantee the party shows up by taking a deposit. All of a sudden “no-shows” become your most profitable item. Reservation apps have seen a surge in popularity, with a 66% increase in reservations made through mobile devices in 2020. Restaurants that use reservation systems report an average increase of 25% in table turnover and a 20% increase in revenue. Reservation apps allow restaurants to collect customer data, which can be used to create personalized promotions and offers. 3. Payroll Technology HR is the industry's strong suit, but with new more efficient systems even small businesses can avoid spreadsheets and run payroll with a few clicks. The challenge comes from that middle ground, where a business is too big for the owner to manage the payroll alone, but not big enough that they can hire a dedicated accredited HR professional. Maybe these businesses can look to Clock’d. The use of payroll technology can reduce payroll processing time by up to 80%. Payroll technology can help restaurants to comply with labor laws and avoid costly penalties for noncompliance. Payroll technology can help restaurants to manage employee schedules, reducing the risk of understaffing or overstaffing and optimizing labor costs. 4. Inventory Systems Aka the lifeblood of the kitchen. Ditching the pen and paper can be the most satisfying innovation for any chef or KM, however, when it comes to training rookie staff be prepared to spend an extra few hours reviewing the system. For inventory systems to be effective, they need to integrate with the restaurant's POS and accounting systems. This can be challenging if the restaurant is using outdated technology or if the systems are not compatible with one another. Implementing inventory systems can reduce food waste by up to 20% and save up to 5% in food costs. Inventory systems can help restaurants to reduce overstocking and understocking, leading to more efficient use of storage space and reduced spoilage. By automating inventory management, restaurants can save up to 50 hours per week on manual inventory tracking. 5. Applicant Tracking Systems (ATS) The essential system for tracking every job description, applicant, and stage in the hiring process, along with the paper trail that goes along with it. Clock’d designed SEEN for this purpose so our own clients could have the latest and greatest ATS that was designed specifically for the hospitality industry. Our SEEN applicant tracking system (ATS) is a game-changer for the hiring process. Hospitality industry specific design Customized per client Streamlines everything posting job listings screening resumes scheduling interviews Designed for mobile users One click hiring Automatic new hire document delivery **** Are you still manually publishing each individual job post to Craigslist and sorting through physical piles of resumes? Are you interested in automating and centralizing all of your hiring in one central dashboard? Schedule a consultation today and we can create a customized hiring plan to meet your needs! Sources Ordering Apps "The State of Online Ordering," Toast, 2021 "How to Use Mobile Apps to Improve Your Restaurant's Operations," Upserve, 2021 Reservation Apps "The Benefits of Using a Restaurant Reservation System," The Fork, 2021, "The Impact of Technology on the Restaurant Industry," Bizimply, 2021 Payroll Technology "The Importance of Payroll Technology for Restaurants," Harri, 2021 "5 Payroll Management Challenges in the Restaurant Industry," Timeclock Plus, 2021 Inventory Systems "Food Inventory Management System: The Benefits and How to Choose the Right One," BlueCart, 2021 "The Benefits of Automating Your Restaurant's Inventory Management," TouchBistro, 2021 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.

What Restaurant Owners Really Want You know firsthand the importance of having a strong team in the kitchen. There’s a lot more to it than hiring someone with the right skills and experience. We’re talking about finding someone who fits within the culture of your restaurant and who has a true passion for the craft. As a hiring manager, you have the power to shape the future of your restaurant by choosing the right leader for your kitchen. First and foremost, look for someone who made it up the ranks. How quickly did they progress in their career and how fast do they jump ship? When looking at leaders in the kitchen you want to make sure they spent the proper time learning every station. Depends on the context, but most of the time someone who jumps 2 or more stations doesn’t deserve the position. I.e. A line cook applying for an executive chef role, or someone who goes from “Garmo” (Slang for the apps and salads station Garde Manager) to Sous Chef. But title alone isn't enough. You also need someone who has the ability to lead and manage a team. Look for someone who has experience working in a busy kitchen, who can handle the pressure and keep a cool head in a crisis. This of course comes from working your way up but the kitchen size matters as well. Running a short-order cook role in a 2 person kitchen does not prepare you to take on a team of 10 unless you’ve been in that role before. And finally, look for someone who fits within the culture of your restaurant. Do you value creativity and experimentation or are you looking for someone who can plug and play the menu at scale? Then look for a chef who shares those values, operational experience, and cuisine styles. If you’re serving hearty Italian food then a chef who spent the last 10 years doing Tapas might not be the best fit. Yes, a good chef can be flexible and carries many techniques across many disciplines, but you need a leader with a proven track record in the direction your business is headed. Otherwise, you’re going to have some weird fusions coming out of the kitchen. After all is said and done and you found the perfect candidate, how do you know this person is legit and isn’t “blowing smoke”’? That's where staging comes in. By inviting potential hires to come and work in your kitchen for a day or two, you can see firsthand how they handle the pressures of the job and how they fit within your team. **** So, to all the hiring managers out there, I urge you to develop a refined taste for head chefs. Look for someone who is passionate, skilled, and fits within your restaurant's culture. And don't be afraid to ask for help finding the right candidate. After all, your head chef is the heart and soul of your kitchen, and finding the right one can make all the difference in the world. We happen to excel at finding, staging, and handing clients the best. Schedule time with Marc 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.

As the only dedicated recruiter for the hospitality industry, we know firsthand how important it is to have the right people in the kitchen and in FOH. Are you feeling the patio season rush coming on and need to staff up? Clock’d offers you our three tips for attracting top talent in the restaurant industry. Tip #1 Be clear about who and what you're looking for. This means writing great job descriptions that are specific about the skills and experience you're looking for in a candidate. Job seekers like knowing exactly what they’re getting into. Don't settle for someone who only seems like a good fit - take the time to find someone who truly has the skills, experience, and references you need. Finally, there is the intangible “culture fit.” How will this new hire fit with the current employees, the regulars, does their pace and attitude fit with what you are looking for; at the end of the day do you mind spending 14-hour days with this person? Clock’d tip: Most businesses have an ideal “Customer Bio” a fake biography with attributes about your customer base. If you don't already have this, take a minute to look at your regulars to understand your target demographic. Then do the same thing for your ideal hire. What experience do they bring to the table, how do they interact with your regulars & team, and what about them best represents your business? Tip #2 Offer competitive compensation and benefits. In the hospitality industry, excellent loyal talent is in high demand, and if you're not offering a competitive package, you're going to struggle to attract, hire, and keep top talent. Take a look at our 2023 Hiring Report to see what benefits current day employees find important based on their position. Clock’d tip: The smallest benefit can make the difference in hiring. Of course, nothing will close the gap if you don’t offer some basic benefits to full-time employees (see aforementioned hiring guide). However, if you are in the same ballpark as most places, small considerations that make life easier go a long way. Examples include free parking, rideshare/carpool options, team outings, flexible schedules, free espresso, etc. We spend as much as a third of our life working, it might as well be at a place that takes care of its employees. Tip #3 Work with a dedicated recruiter. This makes a valuable difference in your ability to find and properly onboard the best chefs, line cooks, soups chefs, bar managers, catering managers… You name the talent in our industry and we’ve personally handed the right candidates to our clients. A recruiter like Clock’d who specializes in the hospitality industry helps you customize and navigate your hiring process while finding you the best fits fast for your restaurant, catering business, or hotel. **** People are the lifeblood of your business. Hiring top talent in the hospitality industry comes down to being clear about what you're looking for, offering competitive compensation and benefits, and working with a recruiter like Clock’d who understands the industry. By following these tips, you'll be well on your way to building a strong and loyal team for years of success. Have we talked yet? 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.

Our unique restaurant language is a crucial part of our lurid industry. It's a universal language These terms help staff effectively communicate and orchestrate shift after shift at the restaurant with supreme performance. Learn the lingo to earn your spot in our beautiful mayhem Front of House (FOH) 86 – The kitchen ran out or the chef is cutting it. 86 Fried Perch! All Day – The total of orders from fresh tickets is called out ‘all day’. 7 Caesars all day! Behind – Call out this warning so people in front of you don’t crash into your trays of food. Campers – Slang for diners lingering at their table without ordering or eating. Chit – Slang for order ticket. Coming in/around Hot; Hot – Announcing that you are coming through with hot food. Comp- Not charging a diner for something. The chicken is comped. Corner – Call out this warning when rounding a corner with tray service. Covers – The number of guests served in a shift or wave of business. Cut – When the boss ends a shift short. Double – Two serving shifts worked in a row. I’m working a double on Mother’s Day. FOH – Front of house, meaning the area of the restaurant where the host, servers, runners, bussers, and bartenders work. Heard – That harmonic term called out when the FOH and BOH are in sync and that you understand the instructions. In the Weeds – Overwhelmed with loads of orders. Sweating and panicking about it. Mid – A work shift that starts midday. On the Fly – Much to the chagrin of the chef, quickly adding or correcting an order, usually because the server forgot something on the ticket. One Star – A customer determined to report a negative experience in a review. Party – A group of restaurant guests. Party of 6. QSR – Acronym for quick service restaurant. Run – To quickly and calmly bring something to a table. You’re not actually running a race here. Runner – Someone who helps the servers deliver to the tables. Scripting – Describing and selling the specials to the diners. Split Shift – When, in one day, a staff member works two separate shifts with a break in between. Styling – When a server is a total rock star while operating at maximum capacity. You’re styling this Friday night, Olivia! Sub – To substitute one menu item for another. Subbing fries for broccoli. Table turn – The full cycle of a table: sitting diners, serving, taking payment, cleaning, and setting up for the next party. Top – The number in a dining party at a table. Can you take that 3 top for me? Walkout- The miserable bane of society, the diner who leaves without paying. Waxing a table – Treating a party like royalty or VIPs. Back of House (BOH) BOH – Back of House. The back of the restaurant, meaning the kitchen and storage areas where the cooks, preps, and dishwashers work. Bump it – To move an order off the cook screen once it is prepared. Drop – Start cooking the side dishes. Drop those frites. Expo – Expeditor. The person in charge of reading out orders that come in, and organizing and adding the final touches to the orders on their way out of the kitchen. FIFO – Full hands in, Full hands out; First in, First out. Prepped food items timed correctly for the dish. Fire it – Order given to start preparing the dish. Fire the duck confit for table 5. Fly – When you need to stop what you are doing and make something asap. I need a burger on the fly! Mise en Place – Our favorite French term that translates to, “everything in place” and make sure your workstation is tidy and ready to go. Sharp – Call out this warning when you’re moving through with a sharp object in hand. Side work – The less diner-focused work duties in a restaurant, including cleaning, garbage, prep work, etc. Walk – When you’re moving with a dish that is ready to be served. Walking 2 burgers! Walk-in – Refers to the walk-in refrigerator. Reach In-The knee-high fridge beneath you. Wheelman – The kitchen expeditor. See Expo. Working – Food that is currently in preparation. **** If you’re looking for a successful career in the hospitality industry or are opening your own venue, we can help. Contact Clock’d now for a hands-on approach to preparing and placing you in the right restaurant. 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.

A job title is more than just a name, so make sure it accurately reflects the position you're hiring for. As someone who has spent the majority of his life in the hospitality industry, I've seen my fair share of job descriptions. And let me tell you, hiring managers, there's a lot more to a job title than just a name. If you want to attract the best talent for your restaurant, hotel, or bar, you need to be crystal clear about the job duties, responsibilities, and qualifications required for each position. Here are my three tips for crafting job descriptions that will help you build the team of your dreams. 1. First, let's talk job titles. Kitchen Manager and Chef are two very different positions. Do not, I repeat, do not use them interchangeably. It can cost you. Similarly, for Front of House (FOH) positions, an Assistant General Manager (AGM) and Bar Manager are vastly different things. All AGMs should be able to manage a bar, but not all bar managers are qualified to be an AGM. Make sure your job title accurately reflects the position you're hiring for, and avoid confusion. 2. Next up, job duties. Don't keep this part vague. Be specific about what you need the employee to do and gain mutual agreement. Pro tip: write the position's daily schedule/duties out minute by minute. Use this as your guide on the job's duties, responsibilities, and skill level required to get the job done. This helps the new hire understand and agree to what is expected of them while you ensure that they are the right fit for the job. 3. Finally, let's talk about price. If you want to attract the best talent, you need to be competitive with your compensation. The best hospitality operators do not see labor as a cost, instead, they see it as an investment. Check out our 2023 Hiring Report for the data you need so you don't shortchange yourself or your employees. Pay them what they're worth, and you'll have a team that is dedicated, loyal and produces high-quality work that will grow your business for you. **** Take it from the only dedicated recruiter in the hospitality industry, when it comes to writing job descriptions, you need to be clear, specific, and competitive. A job title is more than just a name, so make sure it accurately reflects the position you're hiring for. Be specific about the job duties, and don't be afraid to get detailed. And finally, make sure you're offering competitive compensation. Follow these tips, and you'll build the loyal team your business deserves in no time. Want help with your job descriptions and staffing? Contact Clock'dfor 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.

40% of candidates will drop off after 24 hours of no response, and a staggering 90% will drop off after 3 days. I've seen countless hiring managers miss out on quality hires simply because they weren't quick enough. Take it from me, the only dedicated recruiter in the hospitality industry, speed is key. Candidates are actively interviewing for multiple positions in the same area, and success in hiring requires being first with the best offer. The hiring window is short, and our data speaks for itself. 40% of candidates will drop off after 24 hours of no response, and a staggering 90% will drop off after 3 days. That's why it's crucial to have a streamlined hiring process that can quickly screen and respond to candidates. At Clock'd, we've found that our process is 3X faster than average. We receive and screen 3X the number of candidates for each job, giving hiring managers a better chance at finding the right fit for their team. Applicants on average only spend 1-2 minutes applying for an hourly job, so any longer and they'll likely move on to the next opportunity. Meaning you need to have an easy way for people to apply. Not having a job board on your website can decrease applications by 35%. But speed isn't the only factor to consider. The hiring process should also focus on finding candidates who fit well within the culture of your business. This takes nuanced best practices, like writing proper job descriptions. In this industry, there's no time to waste. Don't miss out on quality hires by dragging out the hiring process or flying by the seat of your pants, unprepared. Be quick, be efficient, be smart, and perhaps look to the experts to find you the best fits fast for your team. Consider 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.

10 Tips from Restaurant Pros on Preparing for Summer As the only dedicated recruiter for the hospitality industry, we know the appeal and anxiety of patio season. When anyone asks for recommendations as to where they should enjoy drinks and a meal outside, we want people to mention your place. To make sure you kick off patio season without a hitch, here are a few tips from us at Clock’d. Update your POS and number your tables. Customers tend to camp and combine tables, and nothing is worse than being on a swing shift and having to play Clue to figure out who ordered what when it’s time to split the bill. Train all your open staff on the exact patio set up and station changes. Load up on ashtrays. Your dishwasher will appreciate fewer butts to clean out of the drain. Beautify the patio with potted plants and provide shade so your customers can dine outside without heat stroke. Invest in good heaters and make sure they work. Set a server station for the outside and make sure it is weatherproof. It ruins everyone’s experience when servers need to run 100 extra feet because there are not enough silverware rolls, water, or spare plates outside. Provide dog bowls, water and treats. Dog people with happy well-treated pets can be big business. Create a dedicated patio menu featuring quick seasonal appetizers and finger foods (hummus, quesadillas, etc.) to reduce ticket times and kitchen stress. Bonus benefit: diners feel enticed to come back to explore the expanded indoor menu. Co-brand with local producers on your patio menu. Give credit to where you source the produce, dairy, and meat so the patio feels all the more noteworthy for social media reviews. Finally, staff up with friendly talented FOH staff and extra talent in BOH. Opening up to patio season expands the dining capacity and rush hours for your establishment. Running too lean or with insufficient staff could turn a shiny happy patio season into the pits of despair. Allow your customers to bask in the sun while enjoying braggable meals in a relaxed and comfortable atmosphere. Preparing properly for patio season will create memorable dining experiences for your customers and glowing reviews online. So let's raise a glass to the beauty of the outdoors and the delicious success that goes along with it! PS- if you need the right staff fast for your restaurant, bar, or catering business, don’t panic. 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.

Staffing up for patio season? As a restaurateur, you have the opportunity to pay a livable wage and treat employees with respect. Creating an environment for your staff to succeed and thrive requires listening to them every once and a while. Lucky for you, Clock’d, the only dedicated recruiter in the food industry, gathered data from over 5,000 applicants so you can offer them what they want. Flexibility and full-time work - that’s the sweet spot restaurant staff wants. Anthony Bourdain, the renowned chef, author, and television host, once said: “Cooking is a craft, a vocation, an art, and a passion, and it’s a job that has to be taken seriously.” Today, more than ever, restaurant workers are speaking out about what they need to do their jobs well and be treated fairly. When it comes to pay, restaurant workers want to be fairly compensated for the hard work they do. It’s no secret that the restaurant industry can be grueling and demanding, and workers need to be paid appropriately. You may have noticed that hourly wages increased a few dollars, now averaging $16-18 an hour for dishwashers and line cooks. In addition, they want more control over their hours and shifts, so they can better manage their personal lives. Flexibility and full-time work - that’s the sweet spot restaurant staff wants. As far as working conditions, restaurant workers want to be in a safe and healthy environment. This means access to basic necessities like clean bathrooms, sanitized surfaces, and a pest-free establishment. Furthermore, they want reliable tools and equipment, so they can do their jobs efficiently and effectively. At the end of the day, restaurant workers just want to be treated with respect. They’re not asking for anything extraordinary, just a fair wage, flexible schedules, and safe working conditions. Good employees are worth investing in. Consider Clock’d to help you find the great fits fast. Schedule a free 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.