STAFFING FINDING THE BEST TALENT

1. STAFFINGFINDING THE BEST TALENT

2. PUNCTUAL FLEXIBLE MOTIVATED TRUSTWORTHY COMPETENT ORGANIZED INNOVATIVE EVEN-TEMPERED WELL-PRESENTED PROACTIVE CHARACTERISTICS OF A MODEL EMPLOYEE

3. CHEFS/SOUS CHEF SERVERS DRIVERS BUSPERSON BARTENDERS DISHWASHER RECEIVER VALET MANAGER ATTENDANT STAFF MEMBERS

4. FRONT CUSTOMER DRIVEN SERVING BUS HOST ENTERTAINMENT TABLE SETTING BACK PHYSICAL MECHANICAL FINANCIAL FOOD PREP INVENTORY RECEIVING DELIVERY PAYROLL PURCHASING FRONT & BACK OF THE HOUSE

5. FINDING STAFF • CAN/WILL/FIT NEWSPAPER/TRADE JOURNALS NETWORKING REFERRALS RECRUITING

6. ACTIVITY • WRITE AN AD FOR AN OPEN POSITION AT YOUR CATERING COMPANY. • INCLUDE A DESCRIPTION OF THE CANDIDATE YOU ARE LOOKING FOR AS WELL AS WHAT WILL BE OFFERED. BE SURE TO LIST CONTACT INFORMATION ALSO.

7. HIRING • RESUME REVIEW • INTERVIEWING • SCREENING • REFERENCES • BACKGROUND • DRUG TESTING • TRIAL PERIODS • CRA –EOE WHAT ARE SOME THINGS TO LOOK FOR OR RED FLAGS WHEN HIRING? hiring

8. TAX ISSUES & DOCUMENTATION • EMPLOYEES • IMMIGRATION FORMS, W-2’S, ETC. • FREELANCERS • SUB CONTRACTORS OPTION-PAYROLL SERVICES

9. TRAINING • TRAINING MANUAL • DESCRIPTION • RESPONSIBILITIES • OBJECTIVES • GOALS • ONGOING PURPOSE OF TRAINING IS TO…… CAN BE ON-THE-JOB OR FORMAL

10. POLICIES • HANDBOOK IS ESSENTIAL • SANITATION • CONDUCT-HARASSMENT, ETC. • DRESS CODE • TIME OFF

11. MANAGING STAFF • MOTIVATION • PROBATIONARY PERIODS • REVIEWS • RETENTION • PROMOTIONS • TERMINATIONS • PROGRESSIVE DISCIPLINE

12. PROBATIONARY PERIODS • DETERMINE IF AN EMPLOYEE IS IDEAL FOR THE LONG-TERM • CAN BE TERMINATED AT THE CATERER’S DISCRETION • TIMEFRAME IS 3-6 MONTHS • MAY BE A DISCOURAGEMENT • CONTRACT IS STANDARD • CAN ALSO BE USED WITH EXISTING EMPLOYEES

13. PERFORMANCE REVIEWS • ESTABLISH CRITERIA • MAINTAIN FILES AND PERFORMANCE RECORDS • REFERRALS, FEEDBACK, AND PEER EVALUATIONS CAN BE A RESOURCE • TRAINING LOGS, CERTIFICATES EVALUATION OF EMPLOYEES’S ABILITY TO MEET CO. REQUIREMENTS WHAT IF THEY DO OR DO NOT MEET REQUIREMENTS?

14. PROGRESSIVE DISCIPLINE • A POLICY DESIGNED TO IMPROVE EMPLOYEES’ PERFORMANCE BY FIRST EXPLAINING WHY BEHAVIOR IS INAPPROPRIATE AND THEN OFFERING SOLUTIONS OR WAYS TO IMPROVE. • POLICY IS TYPICALLY EXPLAINED IN AN EMPLOYEE HANDBOOK. • ALLOWS THE EMPLOYER TO MAKE DETAILED DOCUMENTATION PERTINENT INFORMATION IN AN ORGANIZED FASHION IN THE EVENT QUESTIONS ARISE.

15. MAXIMIZING YOUR STAFF • PROVIDE INCENTIVES • OFFER GREAT BENEFITS • HAVE FLEXIBILITY WITH WORK HOURS • LEAD BY EXAMPLE- HRS, ETC. • USE APPROPRIATE MGMT STYLES • PROVIDE MEALS • TREAT THEM EQUALLY & WITH RESPECT • ENFORCE POLICIES • GIVE INCREASES/BONUSES • LISTEN TO THEIR NEEDS/SUGGESTIONS

16. SALARIES • RESEARCH INDUSTRY STANDARDS • EDUCATION • REVIEW INCENTIVE PROGRAMS • ESTABLISH A SCALE • BE CREATIVE WITH PACKAGES WHEN HIGHER SALARIES CAN BE PROHIBITIVE WHAT TYPES OF BENEFITS CAN YOU OFFER THAT ARE COST-EFFECTIVE?

17. STAFF RETENTION • PAY WELL & TIMELY • COMMUNICATION • FEEDBACK • RAPPORT • RECOGNITION & INCENTIVES • VALUES • ATTITUDE • APTITUDE • EXPERIENCE KEEPING STAFF SAVES MONEY & TIME