No matter how great a place or product is, if the employees cannot interact well with customers and make sales, there will be massive problems. Finding the right people to staff a bar can take time, but it is important to remember that rushing to fill a vacant position with whoever shows up to an interview might not work well.
1. Determine Staffing Needs
A small bar that has just opened up may start off operating with fewer staff members than an established bar of the same size. Besides taking care of the paperwork, submitting the TABC permit and handling customer concerns, the owner will likely pitch in and do many of the tasks that are expected to be handled by future employees. The bar owner should figure out how many staff members are needed in each area at a time. Slow and busy times should be staffed appropriately to avoid overworking employees or paying workers to be there when business is slow.
2. Set Expectations
Each position should be clearly defined to avoid confusion. Job descriptions should be concise and include as many tasks as possible so that applicants understand what will be expected of them. Any requirements, such as previous experience or specific knowledge, should be listed. You should also detail if any certifications are required or if you are willing to work with applicants to get the proper training after the hiring process takes place.
3. Be Flexible
While many hiring managers believe that hiring experienced employees is the best tactic, there are also benefits to employing staff members without previous experience. When interviewing prospective employees, keep an open mind and be sure to test their soft skills. An employee with good teamwork skills who interacts well with customers is usually worth the time it takes to train them.
The process of interviewing employees and building a team may seem slow and occasionally frustrating but ensuring that only people with the correct traits and skills are hired can result in a well-functioning establishment.