If you’re involved in recruiting for the restaurant industry, you know the challenge: there’s never enough time. Staffing needs often arise suddenly, and managers already focused on day-to-day operations rarely have the bandwidth for drawn-out or complex hiring processes. Meanwhile, competition for good staff is intense, and candidates are quick to leave if they receive a better offer elsewhere.
To succeed in this environment, you need a recruitment process that is fast, simple, and tailored to the realities of the industry. Traditional approaches—borrowed from large companies with HR departments—often fail in restaurants. There simply isn’t time to “let the process run its course,” and the longer you wait, the more likely it is that your ideal candidate takes another job.
Candidates in this sector typically apply to several jobs at once, and they often expect to do so via mobile. If your application process is too slow, complex, or desktop-dependent, you risk losing great people before you’ve even made contact. Managers, for their part, don’t have time to sift through email chains or chase down paperwork—they need a process that’s fast, lightweight, and easy to manage.
It starts with your careers page. Since most first impressions happen on mobile, your site needs to be responsive and easy to use. Clarity is more important than polish. Candidates care about role descriptions, shift times, pay, and the work environment—not long-winded statements about company vision. Make your call-to-action simple and prominent: “Apply Now” should be impossible to miss.
Next, remove friction from the application itself. Many job seekers in the restaurant industry don’t have an updated résumé on hand—especially not on a computer. Allow candidates to apply without a CV. A short form with a few key questions (license, experience, availability) is often enough. And make sure the entire process works from a smartphone. The easier it is to apply, the more applications you’ll receive.
Speed of response is critical. Letting candidates wait several days is a sure way to lose them. Ideally, interviews should be scheduled within 24 to 48 hours of receiving an application. At a minimum, use automation to send an instant confirmation that their application has been received. Restaurant managers don’t have time to answer every message manually, so lean on your ATS to manage communication and scheduling efficiently.
When it comes to the interview itself, keep it practical and to the point. A short but personal conversation is often more effective than a formal interview. Be clear about expectations, pay, and the working schedule. What candidates value most is straightforward communication and an honest picture of what to expect on the job.
Retention in the restaurant industry is another well-known hurdle—many new hires leave within the first week or two. That’s why onboarding matters. A simple, standardized onboarding plan that managers can follow helps new hires feel welcomed and supported. Having someone ready to greet them, walk them through their first day, and answer questions can make all the difference.
A hiring process built for the realities of the restaurant business must be fast, mobile-friendly, and easy to manage. If you'd like to see how our ATS and career site builder can help you create a recruitment process that actually works for restaurants, get in touch—we’d love to show you how it performs in practice.
