4 Tips for Hiring Seasonal Restaurant Staff

As summer approaches, many businesses in tourist-focused locales are getting busier — which means it’s probably time to hire some seasonal staff to respond to your increasing customer demand. Hiring the right people can mean the difference between a profitable season and a money-losing one, so it’s important to get it right.

Here are a few tips for successful summer hiring practices:

Bring back last year’s staff. Chances are, at least a few of the seasonal staff you used last year will be available again this season. By retaining employees who’ve worked with you before, you can skip the training process and feel confident that your business is in good hands. In order to make sure your top team members are available, make sure to stay in touch with them throughout the year — and offer them a raise over last season’s pay. This article has more tips on how to bring back your best seasonal staff.

Promote your positions to local high schools and colleges. High school and college students typically don’t command high wages, and are often available for an entire three-month summer period, making them perfect candidates for many seasonal summer positions. Check in with local schools to find out if you can promote your positions through a job bank, or hang up flyers at local coffee shops and other businesses they frequent.

Train all of your seasonal staff at the same time. Training new employees can be time-consuming, so once you’ve made your hires, plan one or two training sessions to help them learn the ropes of your business, so that you or a manager will not need to train each new employee individually. When it comes to cashing out customers, you may benefit from simplified training by implementing an iPad-based point of sale system like Instore — these solutions are easy to use, and can reduce training time from hours to minutes.

Pay attention to local laws and regulations for seasonal hires. Even if you’re only hiring staff part-time or for part of the year, you are still required to offer some benefits under federal labor laws, including social security and workers’ compensation. You may also be required to pay for unemployment benefits, depending on the length of your employment term. Before offering contracts to seasonal workers, check in with a local labor lawyer to find out about the details of your particular circumstances, and find more tips from the SBA.

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