The Art of Hiring Right the First Time
How to Write Better Job Ads, Interview Smarter, and Avoid Costly Hiring Mistakes
Why Hiring Right Matters
Hiring the wrong person isn’t just a minor inconvenience—it’s a full-blown disaster. It costs money, wastes time, drags down team morale, and sometimes even drives customers away. A bad hire isn’t just someone who underperforms; it’s the one who shows up late, brings a bad attitude, or stirs up drama that spreads like wildfire through your restaurant.
But when you hire the right person? That’s when the magic happens. Service improves, the team works better together, and your bottom line reflects it.
So how do you avoid hiring disasters before they happen? Mastering the art of hiring means crafting job ads that attract the right people (and filter out the wrong ones), conducting smart interviews, and spotting red flags early.
Table of Contents
Step 1: Writing Job Ads That Bring in the Right Candidates
And keep the bad ones away!
Most restaurant job ads suck. They’re either vague (“Looking for a hardworking team player!”) or unrealistic (“Must be willing to work 60+ hours with a smile!”). The result? You end up with a stack of resumes from people who aren’t a fit and before you know it, you’re hiring out of desperation instead of intention.
By refining your hiring process from the start, you’ll attract candidates who align with your restaurant’s needs, saving you time and frustration in the long run.
Here’s how:
How to Write a Job Ad That Works
Be Specific About the Role
Instead of a generic “Hiring servers!” post, try this:
📝 “We need a high-energy server who thrives in a fast-paced environment, genuinely enjoys interacting with guests, and knows how to upsell without being pushy.”
This tells potential hires exactly what you expect, making it easier for the right people to apply—and the wrong ones to move on.
Set Clear Expectations
Be upfront about pay, hours, and job requirements. If weekends are a must, say so. If there’s room to grow, mention that too.
📝 “Friday and Saturday nights required—bring your A-game, and you’ll make serious tips. We promote from within, so if you’re looking to move up in the industry, this is the place to do it.”
Match the Tone to Your Restaurant’s Culture
Your job post should reflect your restaurant’s personality. If your place is casual and fun, let that come through. If it’s fine dining, professionalism should be the focus.
📝 “If you love creating unforgettable guest experiences and know how to read a table like a pro, you’ll fit right in. If you’re the type who prefers to keep conversations short and avoid eye contact, this isn’t the role for you.”
Struggling to create a strong, reliable team from the start? This guide breaks down exactly how to build a winning team from day one, with actionable strategies you can implement today.
🚨 Red Flag: If an applicant applies without acknowledging key details in your post (like required hours), chances are they didn’t even read it. That’s a sign they’re just blasting out resumes—don’t waste your time.
Photo by Cloris Ying on Unsplash
Step 2: The Interview Process – How to Find the Right Fit (and Avoid the Fakes)
Some people ace interviews but crumble under real-world pressure. The art of hiring isn’t about finding the best talker—it’s about identifying the best worker who will thrive in your restaurant. And that means designing an interview process that filters out the smooth talkers and identifies who can actually do the job.
The 3-Step Interview Process That Works
1️⃣ Quick Phone Screen (5-10 min)
Weed out obvious mismatches early in the process. Before committing to an in-person interview, save yourself time by filtering out candidates who clearly aren’t a fit.
Ask: “What’s your availability?”
➡ If they say, “Oh, I can’t work weekends,” and weekends are required—end it there. No need to move forward.
Ask: “What interests you about working here?”
➡ If they don’t have a real answer, they probably don’t care. A lack of enthusiasm now usually means a lack of effort on the job.
2️⃣ In-Person Interview (30 min)
Look past the resume. Now’s the time to see if they have the right mindset and skills.
🔹 Ask Behavioral Questions
❌ Bad: “Are you good with customers?” (Anyone can say yes.)
✅ Better: “Tell me about a time you handled a difficult customer.” (Forces them to share a real experience.)
🔹 Test Their Thinking
Give them a menu and ask what they’d recommend to a table. A good server should be able to scan a menu and pick a few highlights without hesitation.
3️⃣ Working Interview (Optional for Frontline Staff) – See Them in Action
Example: Have a candidate for a host position greet a manager posing as a guest. Did they smile and engage, or did they just mumble, “Table for two?” in a monotone voice? If they can’t handle this simple test, they won’t handle a busy night well.
🚨 Red Flag: If they show up late to the interview, that’s probably how they’ll show up to shifts. Hiring someone who can’t manage their own schedule is asking for trouble.
Step 3: Spotting the Biggest Hiring Red Flags (Before It’s Too Late)
A flawed hiring process often leads to these mistakes. Taking the time to refine your approach can prevent hiring someone who looks great in an interview but falls short on the job. Avoiding these red flags is a crucial part of the art of hiring—because a bad hire doesn’t just affect one shift, it can disrupt your entire operation.
❌ Sketchy Work History – If they can’t explain gaps in their resume or they job-hop every three months, ask why. There may be valid reasons (moving, family emergencies), but if they dodge the question, that’s a red flag.
❌ Badmouthing Past Employers – If they call their last boss an “idiot,” guess what? You’ll be their next “idiot boss” soon.
❌ No Energy or Enthusiasm – Restaurants are fast-paced. If they seem bored in the interview, they’ll be even worse on a slammed Saturday night.
❌ Desperate for Any Job – Someone who’s just looking for any paycheck (not this job) won’t stick around. Look for people who actually care about hospitality.
FAQ: Common Hiring Process Questions & Challenges
1. “What if I’m desperate to fill a position quickly?”
It’s tempting to hire the first warm body who applies when you’re short-staffed, but a rushed hiring process leads to long-term problems—higher turnover, more training costs, and staff frustration. If you’re in a pinch, consider:
✔ Hiring temp staff from a staffing agency while you find the right long-term hire.
✔ Offering current employees incentives for referrals (good employees often know other good employees).
✔ Cross-training your existing team to temporarily cover the role.
2. “How do I attract better applicants when no one is applying?”
If your job postings aren’t getting quality candidates, tweak them to:
✔ Be more specific. Vague postings attract anyone and everyone.
✔ Sell the benefits. Why should someone work for you instead of the place down the street?
✔ Use multiple platforms. Don’t just post on Indeed—leverage social media, industry groups, and word-of-mouth.
3. “How do I know if someone is lying in an interview?”
Some candidates are great at saying what you want to hear but can’t back it up. To catch liars:
✔ Ask for specifics. Instead of “Are you good under pressure?” → “Tell me about a time when you handled a stressful rush.”
✔ Do a working interview. Nothing exposes exaggerations like real-world experience.
✔ Check references. A quick call to a past employer can confirm whether their claims are legit.
4. “What’s the best way to retain staff once I’ve hired them?”
Hiring is just the first step—keeping good employees is just as important. But if your hiring process is rushed or inconsistent, even mastering the art of hiring won’t be enough to build a strong, loyal team.
✔ Train them properly—don’t just throw them into the deep end.
✔ Recognize great work. A simple “thank you” or staff incentive can go a long way.
✔ Create a culture they want to stay in. High turnover often starts with bad management, not bad employees.
A well-trained team is the foundation of great customer service. This guide explores how to train your staff effectively to create a seamless guest experience that keeps customers coming back.
Photo by Eric Prouzet on Unsplash
Pro Tips for Hiring Smarter
🔹 “Always Be Hiring” – Even if you’re fully staffed, keep an eye out for great talent. The best time to hire is before you’re desperate.
🔹 “Trust Your Gut, but Verify” – If something feels off about a candidate, dig deeper. Gut instinct is useful, but a second opinion or reference check is even better.
🔹 “Don’t Ignore Soft Skills” – You can teach someone how to use the POS system, but you can’t teach a positive attitude or strong work ethic.
🔹 “Look for Culture Fit, Not Just Experience” – Someone with years of experience but a bad attitude will do more harm than a trainable, motivated new hire.
Final Thoughts: Hire Smarter, Not Harder
Building a strong team isn’t luck—it’s strategy. The best restaurants don’t just hire whoever walks through the door. They attract top talent and filter out the rest by having a solid hiring process.
✅ Write job ads that actually speak to the right people
✅ Structure interviews to test real-world skills and team fit
✅ Watch for red flags before hiring mistakes happen
A great hire doesn’t just fill a shift—they elevate your team, improve service, and increase customer retention. When you master the art of hiring, you create a workplace where both employees and customers thrive.
On the flip side, a bad hire drains time, energy, and morale, making everything harder than it needs to be. When you prioritize a well-structured hiring process, you don’t just fill shifts—you build a team that enhances service, boosts morale, and contributes to long-term success.
Try this: Next time you’re hiring, tweak your job posting using these tips and tighten up your interview process. The difference will be obvious—not just in who you hire, but in how your entire team operates.