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National Restaurant Association - Competitively recruit candidates to your restaurant

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Competitively recruit candidates to your restaurant

While recruiting might be relatively easy for large companies with high brand recognition, smaller companies also can distinguish themselves to potential job candidates. Incorporating marketing techniques into your recruiting plan can amplify your efforts.

First, think about what makes your restaurant company a desirable place to work. Then, follow these steps:

1. Define who you want to hire. Think about the characteristics of people who would be successful at your organization, those who would be satisfied working at your operation, and those who would be likely to stay.

2. Define your culture. Ask others from your team to help define your culture. Survey – and learn from – your top 20 percent of performers. Inquire about what they like best about working here and what personal attributes are most important for employees to be successful at your operation. Then, request that they describe the company culture.

3.  Make your culture your brand. Enlist a marketing professional to help you create your employment brand message. Your message should communicate what makes you different from your competitors. Ask yourself, “What is unique about my company and its culture?” (This is where that feedback from your employees will come in handy.)

4. Create your marketing message. Showcase your company culture on your website by including photos from company events, awards and recognitions your company has received, employee testimonials and recruitment videos. Candidates are more likely to respond to the stories those photos show than facts about your company.

5. Leverage employee networks. Employee referrals represent many external hires and are key to your recruiting success. Recruit your top performers to be brand ambassadors. Consider making them the stars of your recruitment videos. Have your employees speak to your company’s values.

6. Create a consistent message across multiple channels. Although you might have to overhaul your career website, your social media pages and other sites that list your job openings, the investment can pay off with quality candidates. If you create a strong, clear and consistent brand message across several channels, the best candidates eventually will start ‘selecting in’ while other candidates screen themselves out.

This content was provided by CareerBuilder.

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