Restaurant Hiring: Workflows for Each Team

Separate Workflows for Hiring Restaurant Managers and Recruiting Team Members

Restaurateurs take various approaches to recruiting great talent, but what some may not realize is that effective tactics for attracting hourly labor may not be practical for hiring restaurant managers. It is helpful to view the two needs separately and evaluate the right applicant channels and screening techniques for each. Furthermore, depending on the level of skill and experience desired for kitchen staff, some restaurant owners may opt to hire chefs, cooks, or kitchen staff through a different process than they would use to recruit the front of house team. Likewise, savvy restaurateurs who have collected benchmark assessments from their current top team members on personality traits, such as integrity & math aptitude  (quick-serve cashiers), empathy & and leadership (managers), work ethic & consistency (kitchen staff), and friendliness & sales aptitude (full-service waitstaff), can leverage that information to make new hires confidently.

Designing Restaurant Hiring Workflows by Team

To begin designing or conceptualizing a new workflow for recruiting, it is helpful to think about the process in steps, from start to finish. At CareerPlug we see the following stages as the logical progression of a basic hiring process:


When it comes to attracting talent for various restaurant roles, consider where your ideal talent will find information about your open position. In the food-service industry, some of the best hourly hires are already your customers – showcasing your openings in-store, detailing an easy way to apply online, and encouraging your employees to refer their friends are all great tactics for building your talent pool. For attracting experienced managers or cooks, posting free to or even considering a sponsored posting on Indeed will put your job in front of qualified job-seekers immediately.


Once you’ve received applications, gauge the interest and skill level of the applicants by reviewing resumes and and filtering by responses to prescreen questions. One customization that may apply here is to rely on prescreen questions to filter out many applicants to a low level position, while reviewing most applicants to the management positions to identify if there are any good candidates for other roles at your restaurant, even if they aren’t a perfect fit for the one they applied for. Another key customization at this step would be to fast track the clearly qualified candidates to an immediate interview to get ahead of any competitors the candidate may have also applied to.


When it comes to evaluating applicants, we encourage our restaurant partners to send applicants personality and cognitive assessments to measure candidates on the criteria that is most important to their success in the role and their fit in your restaurant’s culture. Using candidate assessments will reveal insights beyond the resume and empower you to continue into the interview process with data and confidence. Savvy restateurs will evaluate candidate assessment scores against assessment scores of their current top performers, by role, to identify clear matches on culture fit, work ethic, and integrity. For instance, if you are hiring an additional front of house manager, and you already employ a stellar front of house manager, ask her to take the assessment so you can benchmark her leadership traits and have a basis for evaluating the strengths and weaknesses of the new hire candidates. Obviously, no two employees are the same, so identifying the personality and cognitive traits that are most important to success in the role will be critical for clear evaluation.


After you’ve received assessment scores back from your applicants, scheduling an initial phone screen is the next step in a lean hiring process. A quick phone screen can reveal many of the intangible and less quantifiable insights about the applicant, and it saves time for both parties. Assuming that the candidate passes the phone screen, it’s time to arrange the first face to face interview – for lower level staff, an assessment, phone screen, and interview may be all you need to make a confident, informed hire. However, if you are hiring a manager, you’ll probably want to setup additional interview rounds with other team members to meet and evaluate the candidate, so this process, while customizable, should be consistent every time you hire for that role. Likewise, there may be interview steps that some roles require – for instance, if you want to role play with a waitstaff candidate, build that step into your waitstaff hiring workflow and leave it out of your workflow for kitchen staff. This way, you can ensure that you are building a consistent, repeatable process that leads to predictable hires, every time.


You have an outstanding, qualified candidate who scored well on the assessments, nailed the interviews, and is available to start immediately – so it’s time to extend an offer, right? Wrong. Too many recruiting horror stories are a result of skipping the verification step, and while it may seem like just a formality, it’s absolutely in the best interest of your restaurant. At a minimum dedicating a step in your restaurant’s hiring process for calling candidate references will help you validate the candidate’s claims about their experience and work history. Sometimes, it yields no surprises, and other times it can be the single most insightful step of your hiring process. Lastly, for some roles, a background check or drug screen may be required, while for others it is not necessary. A fully customizeable process allows you to set protocol by role and even facilitates reference checks with consistent guides, in case you want to delegate that task to hiring managers.


After you feel confident in a new hire and have verified that they are the right person for the role, extending an offer is the next step. A restaurant owner may want to configure standardized compensation for entry-level positions while leaving pay for management roles a bit more open. This is part of creating a repeatable process and equipping hiring managers with standard offer letter templates not only ensures consistency, it saves overhead time and costs. Taking a few minutes to configure templates for each hiring workflow can empower managers to extend offers to top candidates with ease and confidence.

Hire & Onboard

Pending offer acceptance, the final step is hiring and onboarding the new employee, and having an approved document checklist is the part of any onboarding process. With a truly paperless onboarding process, a restaurant owner can ensure compliance and streamline employee onboarding by configuring which forms need to be completed for part-time, full-time, and management (I-9, W-4, direct deposit, benefits, any custom forms, etc). This is typically a clunky, time-consuming, and error-prone process, but with a small time investment from the restaurant owner or HR manager, it can actually set a precedent of professionalism and consistency for all new employees.

Building Custom Hiring Workflows With CareerPlug

CareerPlug is a dedicated partner to restaurant franchise systems and restaurant owners, providing powerful, easy to use hiring software that empowers users who consider themselves “non-software people” to hire effectively and build great teams. If you’d like to learn more about our software, services, or approach to hiring, please reach out to our restaurant hiring experts for more information. You can also download our free ebook, How to Build a Talent Magnet.

Chick-fil-A Case Study: A Recipe for Hiring Success

Walk into any Chick-fil-A location and you will enjoy not only a delicious chicken sandwich, but an unrivaled customer service experience.  How has Chick-fil-A created such an enduring culture of service? By focusing on their people.

As Chick-fil-A founder Truett Cathy stated, “Our people are the cornerstone of all that we do at Chick-fil-A. As a chain, we believe that attracting great people helps create an unforgettable experience for our customers.” With this philosophy in mind, it’s not surprising that operators across the country utilize an ATS to help them develop a successful hiring process.

CareerPlug’s partnership with Chick-fil-A began with a single operator in Raleigh, North Carolina: Rally DeLeon of Chick-fil-A North Hills. DeLeon’s location received plenty of applications from walk-ins and employee referrals but he was looking for a way to cast a larger net into the applicant pool and find quality applicants faster. CareerPlug would provide a single system for all applicants – no matter the source – and a consistent process that would lead to better hiring decisions.

Besides casting a larger net, DeLeon needed to:

  • Build an employment brand
  • Quickly identify top applicants
  • Create a consistent process

Partnership Goal: to make long-term hires by building an employment brand and a consistent process for attracting, screening, and identifying the highest quality applicants.

The Ingredient List for Making Better Hires

Our relationship started with the creation of a consistent employment brand. Without a centralized application and tracking system, creating a uniform experience for multiple sources of applicants is difficult. With CareerPlug, Chick-fil-A North Hills is now able to showcase their career opportunities and highlight core values, benefits, and their location’s culture on a customizable Careers Page. This allows them to automatically make a great first impression for potential applicants. And whether an applicant is coming from the job boards or accessing the link from a sign at the store, they land on the same application.

As stated previously, finding applicants isn’t difficult for Chick-fil-A North Hills. They have a great reputation in the community and a successful employee referral program. CareerPlug gives them a way to efficiently screen the large applicant pool and narrow it down to the quality applicants worth interviewing. They screen applicants by asking questions about previous experience, availability, and personality and then Fast Track these quality applicants to contact them before competitors.

Once applicants are in the interview stage, DeLeon uses the Chick-fil-A core values to develop interview standards and guides to evaluate not only a candidate’s ability to complete the day-to-day tasks of the position but to evaluate their culture fit. He is an avid user of the personality and intellect assessments CareerPlug provides to let you benchmark your top performers and evaluate candidates consistently.

As an operator, DeLeon has an investment in the hiring process. He knows what it takes to be in each position and because of this, has developed an intense recruitment and training program for team members. These are the people who interact with your customers on a daily basis and are the ambassadors of your brand. Making a bad hire can affect your business’ reputation taking the time to build a consistent process for attracting, and screening applicants is worth it.

Since partnering with CareerPlug, DeLeon has interviewed hundreds of applicants and grown his team. With a centralized platform, he is able to scale consistently and continuously make better hires.  

More and more Chick-fil-A operators and managers began to work with us to improve their hiring process. They’ve quickly realized that advertising openings with “Now Hiring” signs and utilizing open interviews as the only step in the hiring process resulted in poor hiring decisions. Building a strong employment brand and instituting an effective hiring practice is a true investment in the long term growth of your restaurant.

For more information on how CareerPlug makes hiring easier contact us today!

Restaurants: Meet Employment Demand & Build a Dream Team

Food-service employment demand growing, job-seeker interest low

The restaurant industry has seen a tremendous rebound from the economic downturn of the previous decade, and that growth has propelled full-service and quick-serve brands to expand their retail presence. This holds true for huge franchised brands, such as Popeyes Louisiana Kitchen, and locally owned chains, such as Austin’s own Torchy’s Tacos, and the store growth has, of course, led to significantly more employment opportunity in traditional culinary destinations, such as NYC and San Francisco, as well as markets that had formerly been less appetizing. The truth is simple: young consumers are spending more at restaurants than they are at grocery stores, and most signals point to that trend continuing. While restaurateurs, franchisees, and franchisors are all reaping the benefits of serving the millennial generation, finding talented team members who cater to the high expectations of this young audience is critical to sustainable brand growth. Unfortunately, it’s becoming more difficult to staff restaurants, quick-serve and full-service alike, with experienced, dedicated talent. The brands that are able to build experienced teams will benefit on all fronts from diligent recruiting.

Competing for talent in the restaurant industry

With recruitment becoming more competitive in the industry, restaurateurs and franchisees need to prioritize hiring practices as a key differentiator between their brands and the competition, and most know that their staff is the key to success. Owners can feel trapped in their current hiring process because efforts to branch out from job fairs, walk-ins, and open interviews have failed to produce value at scale. However, competing on hiring can be one of the most effective and fruitful strategies an owner can employ – most just don’t know where to start.

Here’s the truth: building the perfect team can take years, and it’s incredibly challenging.

Here’s the key: start hiring more intentionally today.

If restaurateurs continue to rely on open interviews and walk-ins, they are doomed to limit their teams to the same quality of hires they’ve always made. If they find outstanding talent through these antiquated processes, it’s more of an anomaly than a predictable, repeatable success. Many full-service and boutique restaurant owners are frustrated by hiring and training chefs with minimal experience, only to see them leave to work elsewhere. Most quick-serve employers would say that they hire primarily students and inexperienced staff and view that employment as temporary from the start. The hidden cost of the high-turnover approach is astronomical, and the fact is that there are experienced candidates in almost every demographic – the food-service industry at large has settled for ineffective, expensive recruitment and trained owners to expect talent to walk in the door and ask for a job.

Great teams will not assemble themselves. Restaurateurs and franchisees must take a more active role in staffing.

Finding and fast tracking food-service talent

It’s possible to reach and attract experienced candidates with the help of job boards and referrals, but in order to identify them in your candidate pool, you’ll need hiring tools to evaluate and interview all applicants effectively. An applicant tracking system is a great place to start, and routing all applicants, regardless of where they applied, into a central system will reduce uncertainty about referrals and provide a basic framework for the hiring process. Leveraging an ATS is just the beginning, and building a repeatable process for management to follow is crucial. However, where restaurateurs and franchisees can become more competitive is by reaching out to promising candidates faster than the competition.

The concept is simple; job-seekers typically apply to more than one restaurant or business, and fast-moving hiring managers will have an edge on the competition by scheduling interviews first. This is why CareerPlug offers Fast Track. We encourage our food-service clients to determine their core criteria for evaluating talent and fast track applicants who meet those criteria to an immediate interview, enabling them to get ahead of the competition and quickly meet with experienced applicants. For instance, if a restaurant owner is looking to add a junior cook with at least a year of kitchen experience, we help speed up the process by surfacing the experienced candidates as soon as they apply, allowing our client to immediately schedule interviews. In some scenarios, responding to top talent promptly will make all the difference, and when restaurateurs are looking to handpick a phenomenal team, it’s critical to identify experienced talent without sifting through hundreds of resumes.

Build your dream team with CareerPlug

CareerPlug’s user-friendly hiring system offers a comprehensive menu of branded careers pages, job post distribution, mobile friendly applications and assessments, pre-screen questions, fast track, and paperless onboarding, plated with dedicated support to help your restaurant make hiring easier. We exist to help you assemble your ideal team, and we are committed to that goal, every step of the way. Connect with a hiring expert today!

Restaurants: Diverse Sources, Predictable Hiring Success

There are many hats you need to wear as a restaurant owner or manager. You have to manage inventory control, scheduling, food safety, customer experience, and staffing – just to name a few. In 2016, recruiting and retention are some of the biggest challenges restaurant operators are looking to address. While they are constant sources of pain, many restaurateurs don’t understand how to begin addressing them. The answer lies in predictable hiring that comes from creating a standard process by which all applicants are vetted, regardless of where they came from. This can lead to lower turnover, fewer recruiting costs, and an improved dining experience for your guests.

Building a diverse applicant pool for your restaurant

Restaurants need to rely on more than one applicant source to identify and hire great people. Walk-ins and referrals are probably your strongest source of applicants right now, and while these candidates will always be at the heart of your hiring, restaurants need to reach job seekers beyond the “Now Hiring” sign in the window. After all, job seekers (customers) are not always on location at the right time. Many job seekers first visit a company’s website when interested in their brand. Therefore, a compelling careers page, mobile friendly online applications, and job board distribution are effective tactics that go a long way towards selling online job seekers on your opportunities and attracting a diverse and qualified applicant pool.

One hiring process for a variety of applicants 

Do you treat applicants differently based on how they apply? You may not mean to, but perhaps a walk-in applicant gets to immediately talk to a manager and have a hiring decision made on the spot, while an online applicant must go through a resume review and phone screen before they meet the manager in person. Though it’s not intentional for the processes to differ – usually a matter of convenience – it becomes an issue when trying to design a process for predictable hiring.

A central system and process to manage ALL of your applicants, regardless of how they came to you, is the solution. A central applicant tracking system ensures hiring managers take every applicant through the same process before they are hired. For multi-unit operators, this helps ensure both brand consistency and hiring compliance across all locations.

The bonus: this also allows you to build a talent pipeline and be proactive about your recruiting and hiring needs. With hourly restaurant employee turnover averaging 114% (via Council of Hotel and Restaurant Trainers) it is imperative to establish an ongoing recruiting program.

The benefits of repeatable restaurant recruitment

Having a standardized process for all of your applicants helps you in many ways. Most importantly, it helps you create predictable, repeatable hiring, empowering you to make better hires and reign in turnover.

Predictability in hiring allows you to consistently take applicants through your hiring process in an efficient and timely manner. It also allows you to look for commonalities in your applicants regarding their background, personality, and work history that match your opportunity. When you understand who you are looking for when you interview, you can create predictability that ultimately leads to making better hires.

Taking the approach of hiring a bunch of people and seeing who sticks doesn’t make sense in today’s market. The ability to make better hires hinges on making more data driven decisions, as opposed to gut-level decisions. In order to do so, you need to leverage all of the tools available to you and do so consistently as a part of your process.

In the long run, making data driven hiring decisions will ultimately benefit your restaurant more than subjective guesswork, even if you have experience in staffing. This helps to reduce the operational costs that come along with hiring and training new team members. Finally, as a result of being fully staffed with the right employees, your guests can have a more enjoyable restaurant experience, which will benefit revenue. Hire the right people, and the rest gets easier.

Restaurant hiring with CareerPlug – a recipe for success

CareerPlug helps thousands of small businesses and franchise systems institute and leverage effective hiring practices to provide drastic returns on investment. We think about it this way – a great customer can provide repeat revenue to a restaurant, but a strong team will deliver exponentially greater long-term value to the business. Likewise, an upset customer may write a negative online review, but one toxic team member will be a drain on the whole team and on revenue potential. To learn more about how CareerPlug can help you turn your restaurant into a talent magnet, request a demo today!

To learn more about the approach we take to hiring, download our free ebook, How to Build a Talent Magnet.

Restaurant Hiring: Building a Recruitment Process

Why Restaurants Need a Clear Recruiting Process

Savvy restaurateurs know that processes are the key to achieving consistency within their businesses. The problem is that some restaurant owners only leverage repeatable processes for their employees to follow, particularly if the restaurant is franchised – recipes for each dish, guidelines around cleanliness and food safety, consistent greetings to customers, standards for busing and cleaning tables, etc. There are even employee scheduling practices and conflict resolution tactics for restaurant managers to implement daily. Too many restaurants, however, are plagued year-round by the lack of clear recruitment and hiring processes, leading to bad hires, high turnover, and a poor employment brand. While most restaurateurs did not get their start in recruiting and are hardly experts on predictable hiring, they can still implement effective recruiting practices and build a strong employment brand by investing just a couple hours a week. The 80/20 rule certainly applies here, so we’ve outlined a few areas of focus that will help food service owners maximize their efforts.

Step One: Selectively Attracting the Right Applicants

Unlike other business models, restaurants can tap into their customer base to find candidates for open positions by posting “Now Hiring” notices in the restaurant, on social media, and community newspapers. This approach usually results in all-day open interview sessions and job fairs, and it can be a great way to attract dozens or even hundreds of applicants. Open interviews and job fairs, however, are appallingly inefficient and require hours of management’s time spent interviewing candidates who would never have passed basic candidate screening processes. Mass-interviewing candidates this way is not only a waste of time, it increases the chances that a poor hiring decision will be made off a snap-judgement, inconsistent interview questions, or misinterpreting candidate career goals. Many restaurant owners see the open interview approach as their only option to solve seasonal or high-volume hiring needs, and in some respects, they are right. What they don’t realize, however, is that they can leverage software to narrow down the applicant pool to only the applicants that would actually be worth spending the time to interview in person. For most restaurants, this translates to time-savings for management on a monthly basis and drastically reduced associated costs.

In order to attract more qualified applicants and reduce unnecessary interviews, restaurant managers should begin by developing a quantitative and qualitative understanding of who their strongest team members are and what makes them A-players, and it should be deeper than just a demographic understanding. Great restaurant managers know that identifying goals and motivators of a millennial workforce is a more holistic approach than dismissing high school and college students as unmotivated and self-absorbed. In order to identify the strengths of the restaurant’s current team and create a repeatable, predictable hiring process, restaurant management should benchmark top employees on desired culture fit, mathematical aptitude, and verbal ability. Once they have quantified a baseline for expectations, managers know what to look for in the talent pool and can screen candidates with confidence, and with an Applicant Tracking System in place, the screening process can be automated, along with job post distribution to an even larger candidate pool. In summary, routing applicants from a restaurant’s customer base to an online, mobile-friendly application instead of a paper application or job fair will offer the best of both worlds, strong applicant flow with greater process efficiency.

Step Two: Objectively Identifying the Best Applicants

Restaurant owners know that their team members are carriers of the restaurant’s employment brand. Great employees can be the strongest carriers of an employment brand, and they’ll talk about their experiences at work with their friends and social community. Likewise, bad hires can leave lasting impressions on future applicants and can even damage the business’ reputation. Don’t settle for a below average hire just because their availability matches the restaurant’s scheduling needs. Hastily hiring on a whim or gut feeling is a surefire way to increase restaurant turnover and tarnish the brand. Our number one recommendation for identifying the applicants who are truly a great fit is to expel subjectivity from the hiring process. We recommend that management requires all applicants to follow the exact same structured hiring process, and integrating an Applicant Tracking System to power this process is a proven way to improve hiring consistency, reduce turnover, and phase out subjective interviewing.

Many restaurants still require applicants to complete paper applications, but the shortsightedness of that approach is twofold: first, with a high percentage of high school and college age applicants, a digital, mobile-friendly application process will greatly increase applicant flow; second, standard paper applications don’t provide the applicant insights that a customizable digital application process can reveal. Under the current standard, restaurants are learning less relevant information about a fewer number of applicants, and in 2016, restaurants are beginning to compete on talent in a huge way. Put simply, when restaurant owners and managers rely on paper applications, they are putting the business at a disadvantage competitively and increasing the risk of turnover and brand damage. In order to identify the best applicants, management should leverage software with qualifying tools, such as tailored pre-screen questions on the application, candidate personality and aptitude assessments, and customizable interview guides. Requiring all applicants to proceed through these hiring process steps ensures consistency by eliminating variables and minimizing subjectivity.

Step Three: Consistently Interviewing and Evaluating Top Talent

After building a consistent process for attracting, screening, and identifying the most promising applicants, restaurant owners should turn their attention to creating standards for effectively, objectively interviewing candidates. In order to restructure the interview process to prioritize objective evaluation, the restaurant owner must develop a clear picture of what makes a candidate an ideal fit within the contexts of both company culture and job responsibilities. Yes, a candidate’s ability to perform the day-to-day tasks of the job is critical to their success in the role, but keep in mind that these people will spend up to 2,000 hours a year within the walls of the restaurant, and it’s equally important to evaluate their personalities, communication styles, and motivators. Restaurant management should develop criteria for interviewing and write standardized interview questions to evaluate candidates’ culture fit. Owners should also establish “non-negotiables” with management to come to an agreement about core interview criteria.

Once management has agreed on the structure of the interview process, evaluation questions, and non-negotiables, the next step is to build the criteria into a repeatable system. This is an area where an Applicant Tracking System can be incredibly valuable to managing and ensuring consistency in the interview process. At CareerPlug, we offer customizable interview guides that restaurants can tailor to the unique needs and culture values of their business. By using tailored interview guides, the restaurant owner can empower managers to make consistent hiring decisions based on the criteria and values that are most important to the restaurant’s employment brand. Structuring expectations in the interview process is one of the most effective tactics restaurant owners can employ in reducing turnover and consistently hiring A-players.

Build a Talent Magnet with CareerPlug

CareerPlug helps thousands of small businesses and franchise systems institute and leverage effective hiring practices to provide drastic returns on investment. We think about it this way – a great customer can provide repeat revenue to a restaurant, but a strong team will deliver exponentially greater long-term value to the business. Likewise, an upset customer may write a negative online review, but one toxic team member will be a drain on the whole team and on revenue potential. To learn more about how CareerPlug can help you turn your restaurant into a talent magnet, request a demo today!

To learn more about the approach we take to hiring, download our free ebook, How to Build a Talent Magnet.

Restaurants: Every Single Hire Can Make or Break Your Online Reputation

Employee Satisfaction and Customer Satisfaction

Experienced restaurant owners know that great team members are the lifeblood of their business. Consistently hiring A-players, however, can be a monthly or even weekly struggle. Many restaurateurs and franchisees did not get their start in recruiting, and without a little guidance and a few resources, it’s all too easy to get stuck in a turnover loop, making bad hire after bad hire. What’s worse: the costs of a bad hire in the food-service industry are multiplied by the negative impact these team members can have on your brand and customer perception. Dissatisfied employees can cost you time, money, and customer loyalty. At CareerPlug, we see great team members as multipliers, who build up your restaurant’s brand and reputation daily. Each hire is an investment in the future of your business, so don’t settle for just anyone with a pulse – start making predictable great hires.

One Bad Hire Can Leave a Permanent Mark on Your Brand

With the growth of local consumer review outlets, like Yelp, Google, and TripAdvisor, restaurateurs and franchisees have come to know the benefits and risks of online reviews all too well. Word-of-mouth has long been the most important marketing channel for the restaurant industry, and, for better and worse, online reviews have been multiplying the reach of word-of-mouth for years. Online reviews usually shape a customer’s impression and expectation of your restaurant before they even walk in the door. Team members are responsible for customer experience in every aspect of the restaurant operations, from their smiles table-side or at the register to their attitudes when cleaning and closing the store.

At many restaurants, quick-serve and full service, one toxic attitude can drag down the entire team. When the team isn’t playing at their best, customer complaints arise at all levels of the dining experience, not just employee-customer interaction. Put simply, one bad hire can take a heavy toll on a restaurant’s reputation, and in our digital age, that impact can be permanent. Many food-service team members, especially those who have built their career in the service industry, are hardworking, dedicated, and satisfied with their jobs. There is a method for hiring this level of talent repeatedly and predictably, and at CareerPlug, we call this method employee benchmarking.

Cloning Success with Predictable Hiring

Wouldn’t it be great if you could clone your top performers? At CareerPlug, we encourage all our restaurant owners and managers to benchmark their top team members on personality traits, such as integrity and service orientation, and technical ability, such as math and verbal aptitude. Leveraging this information to screen and qualify applicants can reveal red flags with applicants and highlight areas of candidate fit. For instance, when hiring a cashier for quick-serve, benchmarking friendly, honest, and detail-oriented team members for integrity and mathematical aptitude can help you identify candidates in your applicant pool that would be a clear fit for the role. Take the guesswork out of hiring and protect your restaurant’s reputation by developing an actionable understanding of what makes your team thrive. Then repeat the process!

Predictable Hiring is Just an Email Away

At CareerPlug, we believe that employee benchmarking is such a critical part of an efficient, effective, and informed hiring process that we include unlimited use of employee benchmarking and candidate assessments for all clients. It’s our job to help you take the guesswork out of staffing your restaurant with A-players, and our team is available to answer any questions you may have about our Applicant Tracking System or employee benchmarking. Send us an email!

To learn more about the approach we take to hiring, download our free ebook: How to Build a Talent Magnet