“If you’ve already had 2 people quit this week and it’s only Tuesday, you might be a fast-food operator. If you spend more time sourcing talent and reading resumes than improving your operations, you might be a fast-food operator. When you fall asleep at night worrying that you’ll be understaffed when hungry teenagers flood your location after the big game, you might be a fast-food operator” – Tammy Cohen, PHR, SHRM-CP.
According to The National Restaurant Association, employee turnover across the entire restaurant industry was 61% in 2016 and that percentage is almost twice as high for front-line workers. This high turnover for fast-food employees is associated with a $3,000+ loss per employee through initial recruitment costs, orientation, and training, and before they quit – productivity loss.
If you’re a fast-food operator, try implementing these recruiting strategies to find better candidates and use Sprockets to hire the best ones.
1. Use video
Videos get more than 2X the engagement as text ads, especially with younger generations. Video is not only a great tool for traditional advertising, but for marketing jobs to potential fast-food workers.
You can create short videos that show the dynamics of your team and behind-the-scenes shots of company perks. Do fast-food employees get a free meal when they work? A free milkshake to take home? Include fun bonuses in the video to attract candidates. You can shoot short stories about your positions and the benefits of working with you on the social platforms your company is on.
2. Revamp your job descriptions
If your job posting looks like this for your fast food restaurant, it’s time to revamp.
Opportunities for Advancement!
Must be hard-working and responsible.
The job posting should be specific to your business and tell the job-seeker why they should want to work for you.
What is the pay range? Are there standard raises?
What are the hours? 20 hours or 40 hours per week?
What opportunities for advancement are there? How many people have advanced?
What does a day as an employee look like?
Extra perks of working at XYZ company – as told by current employees
3. Expand Your Reach
Think about where your employees spend the majority of their time online. For entry-level, young workers in the fast-food industry, it’s often on social media. Try expanding your job postings to social media sites like Facebook, Instagram, and even Twitter to recruit applicants.
Plus, if you currently have hard-working, trusted fast-food employees, implement a referral program. If they post about the job openings on their social media and through word-of-mouth, you are more likely to find good workers like them! Keep in mind that most referral programs offer the employee a certain dollar amount when the person gets hired, and another amount after they have stayed for 6 months.
4. Keep your Current Employees
Keeping your current fast-food employees happy and engaged is vital to your business’s success. From reduced turnover costs to higher employee engagement and production, spending the extra time or money on employee retention is just as important as finding new employees.
Once you have sourced candidates, utilize a predictive hiring system like Sprockets to streamline your hiring process. Sprockets creates a Success Profile based on your top-performing employees and quickly matches all applicants to the Success Profile to rate their potential success with your company. Learn more and explore the system with a free account.