BurgerBusters Inc.’s most valuable assets are the talent and resources of our workforce, but attracting and retaining top talent is difficult.  At our recent RGM conference, we discussed the many things we will have to do well to avoid the hiring roadblocks that comes with today’s record low unemployment, increased employee turnover, and cut throat competition. It takes strategic thought and planning to recruit and retain employees and show the community that we are an employer of choice. Here are some tips to help you accomplish this:

  • Now would be a great time to conduct a “Recruiting Friendly” checklist. A copy can be found in the Hiring Zone Toolkit your District Manager downloaded to your restaurant computer. Pay particular attention to the condition of your interior and exterior “Now Hiring” signage. If any signs are faded or worn, let your District Manager know so we can get them replaced
  • Check TalentReef at least once or twice per day to identify great candidates. Set up interviews as quickly as possible. Most hourly employees will apply to multiple places and accept a job within a week of starting their job search. They will remember who called them back first.
  • Use the interview guides included in your Hiring Toolkit to conduct thorough interviews. Let all candidates know what makes BurgerBusters Inc. a great place to work. Career growth, perks, benefits, scholarship opportunities, GED program, and tuition discounts through Guild Education and ECPI University to name a few. Give all great candidates a copy of our benefits and career growth flyers to take home with them.
  • Provide all new hires with a great training experience. First impressions matter. Fifty percent of our hourly employees leave within the first 90 days and many make the decision after their second shift. Conduct “Stay Surveys” on all great new hires after 30 days of employment. This short survey gives you an opportunity to learn what you must do to strengthen the employee’s engagement and retention within the organization.
  • Reward and recognize employees for great performance. If you want employees to care about the business, show you care about them.
  • Make a commitment to identify employees with growth potential and help them get promoted. Internal promotes have better retention and a higher success rate than external hires, so this is a win for the employee and a win for your restaurant.

 

By: Mike Greco
Staffing Manager