Real-life advice from a real-life recruiter

Posts tagged ‘credit card’


What do Bill Murray, Garth Brooks, Bette Midler and a dog all have in common? These were the last guests on classic late night television talk shows in the past years. Letterman, Leno, Carson and Parr, respectively, all said goodbye in a definitive way. And just like those guys, so must we with our Eat’n Park Career Connection BLOG.

We started the BLOG back in November 2011. The first subject was “A Woman’s POV on why to work in the Hospitality Industry.” Over the next five years we have discussed topics such as Professional Advantage, Conflict in the Workplace, Benefits of a Smile and Online Etiquette. We also saw highlights of our team members and recently, we learned about the upcoming workforce with Generation Z. It has been a wonderful five years and we really appreciate all of you that have stopped in and read along with us. We wanted you to know that we have enjoyed your comments and your “likes” each time.

While we can’t be as cool as David Letterman and signoff with a celebrity, however, we feel that you, the followers, are the celebrities. Always checking in and reading what we have to say. We hope that you have learned some things, met some great people that you didn’t know and hopefully shared with friends and other team member some of our topics.

Thank you once again but it is time for us to say Good-bye. Adios. Adieu. Ciao. Farewell. You will be missed.

Using Scheduling as a Recruiting/Retention Tool

Let’s face it! We all know that the restaurant industry has some crazy shifts it needs to cover. In our case, Eat’n Park is open for breakfast, lunch, dinner and late evening. We even have some locations that are open 24 hours. We need to attract team members that have flexibility in their availability, but we, as managers, need to be consistent in scheduling all these hours.

According to an article written by Ron Ruggless from Nation’s Restaurant News, he states that unpredictable and inconsistent scheduling practices for team members affect not only retention, but the ability to recruit new workers. Some team member scheduling concerns included those previously mentioned and the dreaded “clopening” shifts. A clopen shift is when someone is scheduled to close, then open the restaurant the very next morning.

In a recent WorkJam survey (WorkJam is an employee relationship management platform), they found that 46% of restaurants reported frequently or sometimes being understaffed. Of those, 53% said it compromised the customer experience. Why? Most often when you find dissatisfied team members you will also find dissatisfied guests. This leads to higher staff turnover, poor customer service, less repeat guests and declining sales.

In addition, the survey also proved that 60% of team members said the most difficult part of a job search was finding positions that fit their schedules and that were close to home. Also, 26% of team members left their last job because of inconsistent schedules. However, 68% of managers said the most difficult part of scheduling was assigning shifts that took care of business need and staff availability.

Joshua Ostrega, COO for WorkJam said, “To maintain growth and minimize costs, businesses must quickly adopt more comprehensive systems to manage the employer-employee relationship. Managers need to realize that investing in better ways of hiring, scheduling and managing employees is an investment in the company’s bottom line.”

When you take a look at your own scheduling, ask yourself, “Do I use best practices when I produce a team member schedule?”

Here is a list of best practices of a great schedule:

  1. Post it on time and within enough time that team members can plan out their week. If schedules are posted a week or less in advance, frustrations is created for them.
  2. Keep scheduling consistent. Team members don’t want big changes week to week.
  3. Treat everyone fairly. Do not play favoritism.
  4. Make sure closes, opens, mid and overnight shifts flow from day to day. Avoid “Clopening.”
  5. Schedule your staff according to business need but accommodates team member availability. This is were flexibility come into play. Also, hiring the right person.

Scheduling is a very difficult science. It has to blend a myriad of details from hiring the right people, hiring the availability the business is dictating, posting it on time, good flow from shift to shift and being honest and fair. If we throw all the different ingredients into the scheduling pot, stir it up and create a fantastic schedule, you will be sure to keep your team members happy, your environment positive, guest happy and returning to do more business with you. I encourage you to take a good, long look at your team member scheduling practices and make any adjustment you think you need to make.


Generation Z. What else do we want to know?

Last week we talked about Generation Z, the group of young people entering the workforce behind the Millennials. They are tech savvy, they expect technology in the workplace but feel uncomfortable about the future due to September 11 and the Great Recession in 2007.

Today, let’s learn about how they feel about Education and how they like to learn.

According to Northeastern University, 81% of Gen Z think a college education is necessary to succeed in the workforce. However, about 54% of those are concerned about the financial commitment and the affordability of an education. They also begin to think about college early in high school. This would be a great time to speak to them about  Scholarship Programs. Letting them know about the options they have available.

They love to go to the internet to find information, who doesn’t? But Gen Z likes to learn on their own vs. group work. However, they do like to do their own work around others. Remember last week we learned they are entrepreneurs?  Giving them projects and problems to solve will drive this group to perform.  Also, they want their teachers to be engaging and help apply their theories. How can we translate this to the work environment? As a manager, we would want to assemble the group, have them do research on their own, then come back to tell us what they found out. As a manager, be prepared to join in, be interested in their ideas and become part of the solution process.  Help apply their ideas with them. You will have to get your hands dirty, but if you do, you will reach this generation on a new level and get a higher performance out of them. If you find yourself presenting material or procedures to them, rethink the way you are doing this. Get them involved. Get yourself involved and watch how day to day operations begin to run smoothly.

We’ll see you next week when we continue on discussion on this emerging generation.

Generation Z is coming!!

Get ready- Generation Z is coming!!!! WAIT! They’re already here!!!

GenZ, iGeneration, iGen,The Globals, The Founders or whatever name the media will define them, the generation after the Millennials are in the work force!

The first group out the gate were around 7 or 8 when the September 11 attacks hit the World Trade Centers in New York. That was 15 years ago. They are in their early 20’s, finishing college and are in the work force. What does that mean? Well, if you have anyone age 15-23 working in your restaurant, they are Gen Z. Here are some early data on the newest generation to hit workforce.


Noteworthy aspect: widespread usage of the internet. While the Millennials had to deal with “dial-up” internet, Gen Z doesn’t even know what that is. In 2001, Blackberry put out the first “smartphone”. A phone that could send and receive email, take pictures and surf the internet with a keypad. Gen Z were around 8 years old. In 2007, Apple reinvented the smartphone with their version, the iPhone. Then, the iPad. At this time, Gen Z were in high school and college. Also, with the surge of cable internet and wifi, having a phone in your hands to do everything became the norm for this generation. If the Millennials were the “I want it right now” generation, Gen Z is “I want it 5 minutes ago” and they deliver. Forbes magazine suggested that when Gen Z enters the workplace, digital technology would be an aspect of almost all career paths. Gen Z expects high technology with employers. Millennials grew up with Facebook and the introduction of YouTube for social media. Gen Z want it faster with Twitter, Instagram and Snapchat. This generation doesn’t watch YouTube, they create videos for YouTube.

Life Impact on this generation: September 11 terrorist attacks in 2001. The Great Recession in 2007. These two events have impacted their belief systems. They have uncomforting feelings and uncertainty as they were being raised during these difficult times. They are the children of Generation X and are the group that are least likely to believe in the American Dream.  They are independent and have the drive to be entrepreneurs. They have to, they saw first hand how their parents and the nation struggled in that decade.


So, this is the introduction into this next generation. Stay tuned next week to find out more about their personality and data that will impact the workforce for now and the next decade.

Living Foward

Last week I shared the importance of prioritizing so you can have a fulfilled life. I ended the discussion enlisting you in the challenge of writing out what’s most important to you. Did you rise to the occasion? If not… it’s not to late- do it now J

Once you’ve completed your list, I encourage you to take advantage of this wonderful, free tool from the authors of the book “Living Forward” by Michael Hyatt & Daniel Harkavy. This assessment is designed to help you assess each of your priorities so you can see where you are doing well and identify areas where you may want to invest more time and focus.

Upon you completing the assessment, you’ll be able to immediately view your results. Also they’ll email you a link so you can access them whenever you want.

Check it out…It’s take about 15 minutes to complete.

What do you really want?

Did you know that the average person spends more time planning for vacation than for their retirement…? To be honest to most it makes perfect logical sense if you’re thinking in terms of “things that are fun and soon” versus “things that are necessary and far away”.

Today I’m not going to speak to you about the importance of planning for retirement, today I’m going to share information with you to help you prioritize what’s REALLY important to YOU. Maybe it is your goal to travel and explore the world or maybe your goal is to retire by 45. My point is you’ll need to put actions in place to attain what you want.

A great starting point is to begin with thinking about what’s the most important to you and you can start the process TODAY (the most challenge part is always to start, but YOU CAN DO THIS J ) by coming up with 5-10 life accounts that are important to you.

Here are examples of some of my priorities:

  • Intellectual development
  • Health
  • Spiritual
  • Family
  • Career
  • Hobbies
  • Financial
  • Service/Volunteering

*Now once you’ve thought about what’s most important to you, WRITE IT DOWN J in order of importance.*

Stay tuned to next weeks BLOG… I’ll be sharing a useful tool from the book “Living Forward” that will help and encourage you in creating the life you truly want!


Graceful Exit

Have you ever gone to a social event in order to meet new people, network, or perhaps build a more robust social life? Of course you have!!!  And call me psychic but I also know that you’ve had those very awkward moments where you’ve been cornered by a conversation hog or quite frankly don’t know how to gracefully exit the conversation and begin another for fear of coming across rude.

Well worry no more!  Check out these exit statements that will help you ease discussion departures and politely remove yourself from the occasional “conversation hog”.

Graceful exit statements

  • “It’s been really nice talking to you” or “It was nice meeting you”

If someone says that to you say “Thanks, I enjoyed it too”…and move on

  • “You’ll have to excuse me, I spotted my friend from across the room and I want to make sure I say hello. It’s been really nice talking with you, have a great night!”
  • “Maybe I’ll run into you later” or “Maybe we can pick up this discussion later” if you want to circle back to talk to them again.

Other reasons to leave:

  • You need to feed the parking meter.
  • You need to step outside to make a phone call.
  • You need to get another drink.
  • You need to visit the bathroom.
  • You need to ask so-and-so a question.

More tips:

Don’t worry if your reason is a white lie. You may not actually need to use the restroom when you excuse yourself. That’s ok. Go to the rest room, wash your hands, collect yourself, and when you come out find yourself a new conversational partner.

It’s not a question. You’re not asking permission to leave; you’re informing that you’re leaving. So state “So nice talking with you! I need to excuse myself. If I don’t talk to you later, enjoy the party” and then walk away.

If the person doesn’t take the hint, you can escalate/interrupt. “I’m so sorry to cut you off, but I need to step away for a moment. Maybe we’ll pick this up later!” and then leave the area.