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Step 1: Evaluating the Restaurant Needs

As you determine your hiring needs, it helps to think in terms of balance . A balanced, well-rounded team is one
that has some leaders, and some followers; some vocal people and some reserved people, some starters and
some finishers, etc .

Before you jump into making a hiring decision, first take a look at what you have and then consider what it would
take to balance your team . If you already have individuals on your team that are very “hospitality” driven but show
less “initiative”, you may want to look for someone with greater “initiative” but still demonstrates “hospitality” . You
must always have a clear vision of what you have vs . what you need .
Make a list of the qualities your team has and the qualities it lacks .

What qualities does your current team have?

1 . __________________________________________________________________________________________

2 . __________________________________________________________________________________________

3 . __________________________________________________________________________________________
What qualities do you need?

1 . __________________________________________________________________________________________

2 . __________________________________________________________________________________________

3 . __________________________________________________________________________________________

Step 2: Using Appropriate Questions

If you understand what the job involves and you can identify the qualities of the successful people on your team,
you can easily determine if the candidate has the basic skills for success at Fox Restaurant Concepts .

• Guest Connection/Hospitality • Coaching • Self-Management
• Job Knowledge & Skills • Training & Development • Sensitivity & Credibility

• Problem Solving, Decision • Integrity • Sense of Urgency
Making, Judgment
• Communication Skills
Step 3: Setting Expectations

While going through this part of the process, let the candidate know what your expectations are . Take a few
moments to review responsibilities, work environment, expected hours of work, compensation and our culture .
By having these discussions early on, you can determine whether or not they react positively or negatively to this
information . You can often determine by the candidate’s tone whether s/he is willing and/or able to meet these
expectations .
Sometimes the candidate will decide not to pursue the position if something doesn’t quite fit for him/her . Ultimately,
if you develop a list of all of the things that are minimum expectations you may end up saving yourself a great deal
of “management” time and effort later on . Additionally, if you get used to this type of discussion in your interviewing
routine, you will consistently cover the same information in every interview, and candidates will not be able to say
“you never told me that!”

4 4 Revised February 2014