Finding the Right Restaurant Employee
Whether you’re hiring the first employee, gaining back furloughed workers after COVID-19, or just find that your current staff doesn’t fit anymore, your restaurant is hiring once again. Now it just comes down to who you need and for how long.
Different types of workers fill different gaps. Perhaps you only need extra people for the winter holiday rush. Maybe you want someone with low skills, in whom you can invest time and mentor into a superstar. These questions, alongside your hiring budget, the time span for which you need coverage, and how many hours need filling, determine the staff.
Knowing What You Need
Hiring is a big decision. First, determine what you expect from the role. What kind of skills should this person have? What tasks will they regularly fulfill, and how often do they need to come in? Based on these answers, narrow down who will most likely answer the job listing. Attracting your target worker is just as important as getting those with the right professional background.
For example: Will this new person fit in with the rest of the staff, their hours, and personal accommodations? How will onboarding disrupt or improve the flow of business? In an industry rife with turnover and low-profit margins, you have to consider all of these factors. Think about all of this while creating a job posting.
Finding the Right Employee
Depending on who you hire, it affects their timecards, payroll, and schedule. These are a few of the different types of workers you might find in your restaurant.
Full-time workers have a minimum mandated amount of hours they have to work. They’re also entitled to health benefits. How much they have to work to qualify as a full-timer depends on where you’re located. However, it’s relevant to note that the IRS considers people full-time if they work more than thirty hours each week, or more than 130 hours per month. The Bureau of Labor Statistics determines that it’s thirty-five or more.
Minimum mandated hours may differ, but they matter for health insurance purposes. Depending on how many employees you have, it may be required to offer full-time employees these benefits under the Affordable Care Act.
According to the Affordable Care Act, part-time employees work fewer than thirty hours each week (or an average of 130 hours per month). Unlike full-timers, they are typically paid by the hour. Businesses usually hire seasonal workers during times when demand skyrockets and regular staff requests off, like during the winter holidays or summer vacation. Still, they’re considered part-time because they still work those hours when they are on the schedule. They may also be able to collect unemployment during the rest of the year because of this classification.
Temporary workers, often shortened to just temps, come to your restaurant to work a specific time period. Although they complete the same daily tasks as your regular workforce and can do either full or part-time hours, they don’t receive benefits and are classified separately.
Often, restaurants hire temps through agencies that understand the ins and outs of the process, or else in a probationary capacity. They can become a full- or part-time employee if they succeed in the position.
Which Employee Will You Choose?
These aren’t the only kinds of workers, although they’re some of the most common. Restaurants also offer apprenticeships, which pay for learning on the job so they can get to know the industry more in-depth. The concept is similar to internships but with a greater promise of a job after they complete training. You may also offer internships for school credit instead of a paycheck.
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