Recruiting Top Talent
Focus on the Candidate’s Mentality, Not Just Their Skills
Try not to get too caught up in finding the most skilled candidate. Skills can be learned, but the right attitude is invaluable. Some industry experts even prioritise it over talent. “For me it's really important to hire the right people, not the right skill,” says Adrian Vigus Brown, Executive Chef at Park Plaza Hotels & Resorts Riverbank London. “Skill is something that can be taught, but the person, their mentality, you come with that. It's very hard to change the way someone thinks.”
Chef and Culinary Consultant James Knight-Paccheco agrees: “The right attitude is crucial when hiring a person, as it can make or break a team. As long as they have a positive mindset, you can teach them any technical skills. Before placing a person, let them work a full day in each area of the kitchen to see how they interact with the team. Ask your existing chefs for feedback before you make a decision.”
Use a Trial Period to Find the Right Fit
Trials are a great way to see if your candidate can handle the heat and if they fit with the kitchen. It helps both sides make the right call. James Holden, NW Regional Chef, Adopt a School Charitable Trust Project, The Royal Academy of Culinary Arts, believes that a trial period offers an opportunity for both parties to get to know each other. “If people are happy, they settle into their new roles and will be efficient members of the team," says Holden.
But Remember – Trials are a Two-Way Street
Fair treatment starts with fair hiring, and how you run the trial period plays a big role in that. “Make sure trials don't get reduced to tests," advises Chef Matt Budden, Executive Chef at Schpoons & Forx.
There are plenty of ways to approach this. Chef Phillip Branch, Group Executive Chef at Hawksmoor, shares his method: “Our trials for junior positions are three to four hours – we don't want anybody working more than that. We also offer paid trials, so if somebody comes in for longer, we'll pay them for their time. The trial should be long enough that candidates can learn about the restaurant and understand it's just as much for them as it is for us. Afterwards, we'll go and have a drink or get some lunch."
Prioritise Diversity
Diversity in the kitchen brings a mix of fresh ideas and perspectives that you just can't get from hiring the same type of people – and that goes beyond backgrounds, it's about different skills, experiences, and ways of thinking.
"Restaurants are teams just like every other business and you need a diversity of ideas and backgrounds to come up with the best approach," says Ellen Yin, Founder and Co-owner of High Street Hospitality Group. “We're always looking to build as diverse a team from what a team looks like to how a team thinks."
You might also like: Why Diversity is Important in the Kitchen
Stay on Top of Trends
To flourish in today’s culinary scene, we need to connect with the new generation of cooks and meet them where they are.
Chef Ashleigh Wright, Executive Pastry Chef at Omni Barton Creek Restaurant, points out how social media can be a game changer for teaching and keeping up with trends: "It is a free and fast form of teaching. Our new generation of cooks are in instant gratification mode. They can pick up their phone and watch how to make a sabayon on the subway. We need to attract them by showing them we are keeping up with the trends ourselves. This builds into the teaching factor. Be the teacher they deserve that is always on your toes looking to be or discover the next trend."
Check out our free courses on how to use social media to promote your business.
The Bottom Line
The heart of any restaurant is its staff. Taking the time to get to know your new recruits—what they bring to the table and who they are as individuals—is essential. From there, it’s all about creating a positive and safe environment where everyone feels valued.
Foster a culture of support and growth, and you'll see your team thrive while naturally contributing to the restaurant's success.
What to read next: Keep the Talent, Cut the Turnover: 7 Tips for Hospitality Businesses
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