Did you know that 62% of owners say recruiting for restaurants is their biggest challenge especially when launching a new restaurant? Whether it’s finding a reliable chef, a friendly server, or a solid kitchen team, hiring the right people is what makes or breaks your restaurant experience.
And if you're opening a restaurant soon, here's the good news: you don't need to learn about how to hire restaurant staff the hard way.
In this guide, I’ll walk you through exactly how to find staff from defining your needs to spotting red flags, so you can build a team that not only runs your restaurant efficiently but also represents your vision on every plate and in every customer interaction.
Watch our YouTube video here on recruiting the right staff for restaurants:
Winning Tips for Recruiting for Restaurants
Here are some proven tips for hiring restaurant employees. Moreover, these tips will help you understand how to hire restaurant staff and make your dream a success!
1. Get Crystal Clear on Your Staffing Needs
Before you start the restaurant staffing, sit down and define exactly who you need and why you need them.
Think beyond just “chef” or “waiter.” Do you need a line cook who can also prep? A bartender who’s great at upselling? A hostess who can handle a packed Friday night with a smile?
Before searching for how to recruit restaurant staff, break down your needs into:
- Front of House (FOH): Servers, Hosts, Bartenders, Bussers
- Back of House (BOH): Line Cooks, Prep Cooks, Dishwashers, Kitchen Managers
- Support Roles: Delivery staff, Cashiers, Cleaning crew (if not outsourced)
Also, consider your hours of operation, menu complexity, expected foot traffic, and budget. Creating a “Staffing Blueprint” before you start hiring helps you avoid overstaffing or understaffing.
2. Write Job Descriptions That Attract (Not Repel)
A generic, boring job post won’t get you standout candidates. Your job description should be as sharp as your kitchen knives. Start with a clear title like “Experienced Line Cook for Fast-Paced Modern Diner” and follow it up with:
- A quick intro about your restaurant’s vibe and values
- Clear responsibilities (bullet points work great)
- Required experience and must-have skills
- What’s in it for them (pay range, tips, perks, growth opportunities)
Job Description Writing
A simple checklist to write clear, effective job roles that attract the right talent.
Pro tip: Use action verbs (“Prepare,” “Manage,” “Greet”) and avoid fluff. Be honest about what the job involves, this filters out poor fits before the interview.
3. Post Smart: Go Where Good Candidates Already Are
You can’t hire the right staff if they don’t even see your job advertisement. So go where industry talent hangs out. Besides the usual suspects like Indeed, Craigslist, and ZipRecruiter, try:
- Poached Jobs – Built specifically for the hospitality industry
- Culinary Agents – Great for high-end restaurants
- Local Facebook Groups or Reddit threads (like r/restaurant)
- Partner with Culinary Schools for fresh grads eager to prove themselves
Also, don’t sleep on employee referrals. Offer a small bonus if one of your team members brings in a successful hire—referrals are often the most loyal workers.
4. Screen for Soft Skills
A candidate might know how to flambé, but can they keep their cool during the Friday dinner rush? Technical skills can be taught, but attitude, teamwork, and communication are deal-breakers.
During interviews, look for:
- Situational awareness: Ask, “What would you do if a customer complains about a long wait?”
- Work ethic: “Tell me about a time you picked up someone else’s slack.”
- Team spirit: “How do you handle conflict in the kitchen?”
Better yet, give them a trial shift. Watching someone in action reveals more than any resume ever could.
5. Look for Culture Fit
A restaurant is like a living, breathing organism. One toxic hire can disrupt the whole flow. That’s why it’s important to hire people who not only can do the job, but who vibe with your restaurant’s personality.
If your place is high-energy and loud, you need people who thrive in controlled chaos. If your restaurant is cozy and quiet, a loudmouth server may not be the best fit, even if they’ve worked at five-star spots.
Ask yourself during every interview: “Would I want to work a double shift with this person?” If the answer’s no, pass.
How to Interview and Spot the Right Candidate?
We've shared the restaurant hiring tips to help you understand how to hire restaurant staff, now it's time to explore how to master the art of the interview when hiring restaurant employees:
1. Create a Comfortable Environment (But Stay Observant)
While hiring restaurant employees, don’t go into military interrogation mode. Instead, greet them warmly, offer water or coffee, and treat it like a real conversation. People show their real selves when they feel safe.
But while you're making them comfortable, you’re also observing:
- Do they make eye contact?
- Are they confident but not arrogant?
- Do they seem genuinely interested in your restaurant?
First impressions matter. If they don’t bring their best self to the interview, imagine how they’ll act mid-shift on a Saturday night
2. Ask Real-Life Questions
Anyone can rehearse answers like “I’m a team player” or “I’m passionate about food.” But you have to dig deeper while recruiting for your restaurant. Ask scenario-based questions that reveal how they think and respond under pressure.
Examples:
- “Let’s say a customer sends back their steak twice. What do you do?”
- “You’re behind on orders and the kitchen is getting slammed. How do you handle it?”
- “A coworker isn’t pulling their weight during the rush. What’s your move?”
These aren’t just interview questions, they’re simulations of real restaurant chaos. The right candidate won’t flinch. They’ll lean in.
Interview Questionaire
A ready-to-use set of smart questions to find the best-fit candidates for your restaurant.
3. Test for Passion, Not Just Paychecks
Sure, everyone wants a job but the great hires want this job. Ask them:
- “What do you love about working in restaurants?”
- “What kind of team do you enjoy being part of?”
- “What’s the best dining experience you’ve ever helped create?”
If their face lights up, if they share a story with pride—that’s passion. If they only talk about hours, money, and days off, that’s a red flag waving at you.
4. Watch Their Body Language
Words can lie. Body language doesn’t.
- Are they slouching? Or sitting upright and engaged?
- Do they fidget under pressure? Or hold steady eye contact?
- Do they smile when talking about previous jobs? Or complain?
Sometimes, the way someone says something tells you way more than what they say. Great body language equals confidence, respect, and presence.
5. Always Do a Trial Shift (Even If It’s Just 2 Hours)
Resumes and interviews tell you about someone. A trial shift shows you who they are. It doesn’t have to be paid if it’s short and just observational (check your local laws though)—but it’s worth every minute.
During the trial, observe:
- Do they take initiative?
- How do they handle instructions?
- Are they polite to the kitchen staff?
- Do they hustle without being asked?
One good trial shift can save you from months of regret—and one great hire can become the heartbeat of your restaurant.
6. End With: “Do You Have Any Questions for Me?”
This might sound small, but it’s actually a powerful test. A good candidate will ask:
- “What’s the busiest time of week here?”
- “What are the team values?”
- “How do you handle training and onboarding?”
If they ask thoughtful questions, they’re thinking ahead—they’re imagining themselves on your team. If they just say “Nope, I’m good,” they might not be invested long-term.
Pro Tip: Always trust your gut.
Where to Find the Right Restaurant Staff?
After a detailed explaination about how to recruit restaurant staff, here're the best sources of restaurant staffing:
1. Employee Referrals
Your current team members, industry friends, or even suppliers often know great people looking for jobs. Tap into that network.
“Do you know anyone who’d be a good fit here?” — this one question can open doors to loyal, vetted candidates.
Why it works:
- Referrals are often faster to hire.
- They come with a built-in reference.
- They already understand restaurant life.
Pro Tip: Offer a small bonus to employees who refer someone you end up hiring. It’s a win-win.
2. Social Media
Your restaurant’s Instagram and Facebook aren’t just for food pics—they’re your brand voice. Use them to spread the word that you’re hiring.
Try something like:
“We’re hiring! Looking for rockstars to join our front-of-house and kitchen crew. Love food, fast pace, and good vibes? DM us or hit the link in bio.”
Why it works:
- It attracts people already interested in your brand.
- You can show behind-the-scenes culture (which attracts the right kind of people).
- It's fast, visual, and often gets shared by your followers.
3. Job Posting Sites
Don’t underestimate the classics like:
- Indeed
- ZipRecruiter
- Poached Jobs (great for hospitality)
- Craigslist (surprisingly still effective for hourly roles)
- Culinary Agents (for skilled kitchen staff)
Just make sure your job description is clear, attractive, and personality-driven—we’ll cover that in detail in the next section.
4. Your Own Website
If you don’t already have a Careers or Join Our Team page on your website, you’re missing easy wins.
Why it works:
- People already visiting your site are interested in your brand.
- It makes your restaurant look professional and organized.
- It works 24/7, even while you sleep.
Add a quick form or email option like:
“Tell us a little about yourself and drop your resume—we’re always looking for awesome people.”
You never know who’s browsing your menu and looking for a job.
5. Community Boards and Local Groups
From Facebook groups to neighborhood community centers, many locals hang out online and offline looking for opportunities.
Try:
- Posting in local “Jobs in [City]” Facebook groups.
- Dropping off flyers at nearby colleges or libraries.
- Partnering with a community group that helps people find work.
These efforts take a little legwork—but can deliver big surprises.
Onboarding: Don’t Let Them Sink on Day One
Hiring the right staff is just half the job. The real challenge? Making sure they don’t feel lost, overwhelmed, or out of place when they show up.
1. Have a Game Plan Ready Before They Arrive
Before your new hire walks in, make sure you’re ready for them. That means:
- Schedule their shifts in advance.
- Prep their uniforms and name tags.
- Set up their staff accounts (POS, scheduling app, etc.).
- Assign a “buddy” or trainer from the existing staff.
First impressions matter—and your onboarding plan tells them how serious you are about your team.
Onboarding Essentials
A quick guide to smoothly welcome and train new restaurant staff from day one.
2. Start with a Warm Welcome
Imagine walking into a new restaurant, not knowing where to go, who to talk to, or what to do. That’s anxiety—not onboarding.
Start with:
- A quick team intro and tour of the restaurant.
- Showing them where to clock in, store their stuff, and take breaks.
- A “welcome talk” where you explain your restaurant’s mission, vibe, and customer expectations.
Pro Tip: Give them a short “Welcome Guide” PDF or printed sheet. Keep it simple but clear.
3. Train Them—Don’t Just Tell Them
Your new hire might have experience, but every restaurant runs differently.
Use a structured training schedule, ideally spread over the first 3–7 shifts. Include:
- Hands-on training (menu, POS, food safety, service style)
- Shadowing shifts (they watch)
- Practice shifts (you watch them)
- Feedback sessions (keep it light, but useful)
Want loyalty? Show them that training isn’t a punishment—it’s an investment.
4. Set Clear Expectations Early On
Confusion leads to mistakes. And mistakes lead to frustration—for them and for you.
From day one, make sure they know:
- Their exact role and responsibilities.
- Who they report to.
- What your standards are (speed, cleanliness, attitude, etc.).
- How performance will be reviewed.
Optional: Give them a one-pager with job KPIs or a checklist to track during the first week.
How Many Employees Does a Restaurant Need?
The right headcount depends on three things: your restaurant size, concept, and hours of operation.
Here’s how to figure it out when to hire staff for your restaurant:
- Estimate Your Customer Volume
- Use Industry Staffing Ratios
- Consider Shifts & Days
How to Retain Your Best Employees?
Hiring is just the beginning. The real challenge? Keeping your A-team happy, motivated, and loyal. In an industry known for high turnover, employee retention is your secret weapon for long-term success.
Here’s how to make your top performers stick around:
- Create a Positive Work Culture
- Pay Fairly and On Time
- Offer Growth & Learning Opportunities
- Listen—and Actually Act
- Be Flexible When It Matters Most
Conclusion
Right restaurant staffing is one of the most powerful things you can do for your new restaurant. But the secret isn’t just finding talent—it’s nurturing it.
From searching for how to hire restaurant staff to writing clear job descriptions, from spotting red flags to retaining rockstars, this guide was built to give you every tool you need.
Now it’s your turn to build the kind of team that makes guests feel welcome, service looks effortless, and your restaurant shines.
Frequently Asked Questions (FAQs)
How early should I start recruiting staff before opening a restaurant?
You should ideally start recruiting at least 6–8 weeks before your opening date. This gives you enough time to post jobs, interview candidates, conduct trial shifts, and complete onboarding without rushing. Early hiring also allows staff to train properly, understand your menu, and align with your service standards before guests walk in.
What roles should I hire first when recruiting for a new restaurant?
Start with key leadership and skill-heavy roles such as head chef, kitchen manager, or lead server. These positions help shape daily operations and can even assist in training other staff. Once these core roles are secured, you can gradually hire support staff like servers, prep cooks, and bussers.
Is it better to hire experienced staff or train beginners?
Both approaches can work, but attitude matters more than experience. Experienced staff bring speed and confidence, while beginners can be trained to follow your systems without bad habits. The best strategy is often a mix—experienced hires for stability and motivated beginners for long-term growth.
How can I tell if a candidate will handle pressure well?
Ask scenario-based questions during interviews and observe their responses. Candidates who explain calm, logical steps instead of blaming others usually handle pressure better. Trial shifts are also extremely effective because they show how someone reacts during real rush hours.
Why are trial shifts so important in restaurant hiring?
Trial shifts reveal real behavior that resumes and interviews cannot. You can see how a candidate communicates, follows instructions, handles stress, and treats coworkers. Even a short trial can prevent costly hiring mistakes and improve team chemistry.
What are common red flags to watch for during interviews?
Frequent job hopping without explanation, blaming past employers, poor punctuality, and lack of eye contact are all warning signs. Candidates who focus only on pay and hours, without interest in the restaurant or role, may not be committed long-term.
How do I assess culture fit during restaurant hiring?
Culture fit comes down to personality, attitude, and work style. Ask yourself if the candidate’s energy matches your restaurant’s environment. Someone can be highly skilled but still disrupt team harmony if they don’t align with your values or service style.
Should I involve my existing staff in the hiring process?
Yes, involving trusted staff members can be very helpful. They often notice things managers miss and can judge whether a candidate will fit into the team. Their feedback also increases accountability and buy-in once the new hire joins.
How detailed should restaurant job descriptions be?
Job descriptions should clearly explain responsibilities, expectations, and work environment. Being honest about workload, pace, and schedules filters out poor fits early. Clear descriptions attract candidates who know what they’re signing up for.
What’s the best way to attract quality restaurant candidates?
Strong employer branding helps a lot. Share your restaurant’s culture, values, and team environment through job posts and social media. Candidates are more likely to apply when they can imagine themselves working with your team.
How can small restaurants compete with bigger brands for talent?
Small restaurants can win by offering flexibility, growth opportunities, and a supportive culture. Many candidates value respect, learning, and work-life balance more than big-brand names. Personal leadership and recognition go a long way.
How do I avoid high staff turnover after hiring?
Turnover usually comes from poor onboarding and unclear expectations. Provide structured training, fair schedules, and regular feedback. When staff feel supported and respected, they’re far more likely to stay.
What should a good onboarding process include?
Onboarding should include a warm welcome, clear role explanation, hands-on training, and mentorship. New hires should know who to ask for help, how success is measured, and what your restaurant stands for from day one.
How long should restaurant training typically last?
Training usually lasts between 3 to 7 shifts depending on the role and complexity of operations. The goal is not speed, but confidence. Rushed training often leads to mistakes, stress, and early resignations.
How can I motivate new hires during their first month?
Regular check-ins, positive feedback, and small wins make a big difference. Acknowledge effort, not just results. When new hires feel seen and supported early, they develop loyalty faster.
What interview questions work best for restaurant roles?
Questions based on real-life situations work best. Ask how they would handle customer complaints, team conflicts, or busy shifts. These questions reveal problem-solving skills and emotional intelligence better than generic answers.
How do I know if a candidate is genuinely passionate about restaurant work?
Passionate candidates talk about teamwork, guest experience, and past successes with pride. They ask thoughtful questions about your restaurant and future growth. Their enthusiasm usually shows through stories, not buzzwords.
Is it okay to reassign roles after hiring?
Yes, flexibility is normal in restaurants. Sometimes a hire performs better in a different role than expected. As long as communication is clear and respectful, role adjustments can improve performance and job satisfaction.
How many employees does a restaurant really need?
Staffing depends on restaurant size, menu complexity, and operating hours. It’s better to start lean and add staff as demand grows. Overstaffing hurts margins, while understaffing hurts service quality.
What’s the biggest mistake owners make when recruiting for restaurants?
The biggest mistake is hiring too fast out of desperation. Rushed decisions often lead to poor fits and repeated turnover. Taking time to hire right saves money, stress, and operational headaches in the long run.
Region: United States
