Your job posting says "hiring immediately" and you're interviewing anyone who applies because you're desperate. I've hired staff for restaurants across the Pacific Northwest, and desperation hiring is why you have constant turnover. Here's how to actually find people who show up and stay.
Write specific job posts that scare away bad candidates. "Must be available all weekends, holidays, and close shifts" filters out people who can't commit. "We run a tight, fast-paced kitchen—no phone breaks during service" tells slackers to skip applying. Vague posts like "great opportunity for the right person" attract everyone, including people who'll quit after one shift.
Post jobs everywhere, not just Indeed. Craigslist, local Facebook groups, culinary school job boards, industry Discord servers, even Instagram Stories if you have followers. Cast a wide net because the best candidates aren't actively job searching on traditional sites. They're working somewhere else and might switch for the right opportunity.
Respond to applications within four hours during business hours. Good candidates apply to multiple restaurants. If you wait two days to reply, they've already interviewed somewhere else and accepted an offer. Speed matters more than perfect screening at the application stage. Get them on the phone fast.
Do phone screens before wasting time on in-person interviews. Five minutes on the phone reveals if someone can communicate, if their availability actually works, and if they understand the job. "Can you work every Friday and Saturday night without exception?" eliminates people who said yes on the application but meant "sometimes."
Conduct working interviews, not just talking interviews. Have candidates work a two-hour paid trial shift doing actual tasks. You'll immediately see their hustle, how they take direction, if they're overwhelmed by the pace, and how they interact with existing staff. Sitting in an office telling you they're a hard worker means nothing.
Ask situational questions, not hypothetical ones. "Tell me about a time you had to deal with an angry customer" beats "How would you handle an angry customer?" Real examples reveal actual behavior. Anyone can describe what they'd theoretically do. Few can articulate specific situations and what they actually did.
Check references, actually call them. Most restaurants skip this because it's tedious. Two five-minute calls reveal if someone was reliable, why they really left, and if they'd be rehired. If their previous manager hesitates at "would you hire them again," that's your answer. Trust the hesitation.
Make expectations crystal clear during hiring. "You're scheduled four shifts a week minimum, you cannot call out on weekends except emergencies, and showing up more than five minutes late twice is termination." People respect clear boundaries. Vague expectations lead to constant testing and negotiation.
Pay slightly above market rate for your area. If competitors pay servers $15/hour plus tips, pay $16. The extra dollar per hour costs you $160 per month per employee but dramatically improves your applicant quality and retention. Being the low-pay option attracts people with no better options.
Hire for attitude over experience for most positions. A motivated person with restaurant interest and no experience beats a burned-out veteran who's just collecting paychecks. You can teach someone to carry plates. You can't teach someone to care about doing a good job.
Have a structured onboarding process, not "shadow someone for a shift." Written procedures, specific training milestones, and a clear timeline to full productivity shows you run a professional operation. Wing-it onboarding signals disorganization and makes new hires quit before they start.
Managing the hiring process, screening candidates, conducting working interviews, and proper onboarding while being short-staffed is why restaurants make desperation hires that quit immediately. RestaurantDestinations.com directories ensure customers find your restaurant and have great experiences, but having reliable staff is what makes those experiences consistent.
Quick Action Checklist
Job Posting:
- Write specific requirements (availability, pace, expectations)
- Include deal-breakers that filter bad candidates
- State pay range honestly (don't waste anyone's time)
- Post on 5+ platforms (Indeed, Craigslist, Facebook, culinary schools)
- Add photos of your actual team and workspace
Application Response:
- Respond within 4 hours during business hours
- Do 5-minute phone screen before scheduling interview
- Confirm their availability actually matches your needs
- Ask why they're leaving current job (red flags matter)
Interview Process:
- Schedule working interview (2-hour paid trial shift)
- Ask situational questions about real past experiences
- Have them interact with current team during trial
- Observe: hustle, communication, ability to take direction
- Make hiring decision within 24 hours of trial
Before Hiring:
- Call at least 2 references (actually talk to them)
- Ask reference: "Would you rehire them?" (listen for hesitation)
- Make expectations crystal clear in writing
- Give them written schedule expectations before start date
Onboarding:
- Create written training checklist for first week
- Assign specific trainer (not "shadow whoever")
- Set clear milestones (day 3: solo stations, week 2: full shifts)
- Check in daily during first week
- Address issues immediately, don't let them compound