What's the one thing that all of the top restaurants have in common? A good chef. People may come in for the atmosphere or the deals, but their satisfaction rides on the deliciousness of the food.
You might think that with over 147,000 chefs in the US, it would be easy to hire a chef.
But it's not.
Restaurant owners will do everything in their power to keep a good cook in-house. You have to attract a professional with chef skills who is confident in your eatery, the food it offers and the direction it is growing.
At the end of the day, these professionals are artists who want the world to taste their food and have an unforgettable experience.
1. Clearly Define the Chef's Role, Responsibilities & Compensation
First, your chef needs to know what they'll be responsible for in the restaurant and fully understand their role. Do you need a:
- Sous chef?
- Pastry chef?
- Executive chef?
Each role is drastically different and will attract a different set of talent. Your sous chef will be in charge of collaborating with other chefs in the restaurant and creating an experience for guests, while the executive chef will focus on menu planning, execution and other integral parts of the kitchen.
And be sure to list all of the responsibilities that your new chef will require. You can narrow down the number of applicants by following this simple step.
There's just one more thing that you can't overlook: compensation.
Your chef has a life to maintain or build, and they need to be paid accordingly. If you cannot afford to meet local salary ranges, you need to stand out in some other way. You may be able to offer:
- Creative freedom
- Personal development budgets
- Paying for the chef to advance their skills or go to events
Start with thorough research on the salaries and compensation in your area to make sure that you offer a competitive salary and benefits.
2. Write a Detailed and Specific Job Description
What are the skills needed to be a chef in your restaurant? How many years of experience should an applicant have to be considered? All of this information should be part of your chef job description.
Add the following elements to your job description to help applicants know what to expect at your eatery:
- Add an exact job title, as discussed in the first point.
- Certifications that you may require.
- Experience requirements.
- Specific culinary skills.
For example, you may require a pastry chef who has years of experience making desserts for upscale clients or very specific cuisine. List these requirements, the chef's responsibilities and what you'll expect from them once hired.
3. Use a Mix of Recruitment Channels
To find a chef, you need to leverage a mix of recruitment channels. Along with job boards, make sure that you're promoting the open role on social media and through word of mouth.
Tap into your network to see if anyone knows of a good chef who is looking for work, or reach out to culinary schools for recommendations.
In many cases, the best hires come from personal recommendations within your network or circle of colleagues.
4. Ask the Right Questions During the Interview
At this point, you should have a growing list of candidates. The interview process is your opportunity to screen the most promising applicants and see whether they may be a good fit for your restaurant.
During the interview, it's important to ask the right questions to gauge whether they will be a good fit. Because the role of a chef is mutli-faceted, it's important to ask not only about their technical skills but also their:
- Ability to lead a team
- Creativity level
- Ability to perform under pressure
- Culinary philosophy
Inquiring about the chef's creativity and culinary philosophy will give you valuable insight into their style and whether it aligns with your restaurant.
5. Do a Staging Test
The staging test is a critical step in the hiring process. Essentially, a stage is a working interview. The chef demonstrates their skills in your kitchen, and you can get an opportunity to see how they work in real-world conditions.
Have them prepare a dish of their choice or one of your signature dishes.
During the staging test, pay attention to:
- How they interact with your team and handle the pressure when the restaurant gets busy
- Their time management skills and cleanliness
- How the final dish is plated and whether it meets your standards
Staging is one step of the hiring process you cannot overlook or skip. It's a real-world test to see whether the chef would be a good fit for your team and menu.
6. Check References
Once the staging test is complete, you can start narrowing down your candidates and focus on the next important step: checking references.
Checking references is key when hiring a restaurant chef because they provide insights into the candidate's work habits and performance.
When speaking with former employers, inquire about:
- The candidate's leadership style
- Whether they would consider hiring the person again
- How they performed in difficult or high-stress situations
These conversations will paint a clearer picture of the candidate's performance, leadership style and quality of their work.
7. Onboard with Care
The final step in hiring a chef is onboarding. If you handle this process with care and create a structured framework, the chef's transition to your team will be smooth and seamless.
First, set clear expectations right from the start. Make sure that your new chef understands your:
- Kitchen workflow
- Your standards for leading their team
If possible, pair your new hire with key team members who can help them understand how things work and transition into their new role with ease.
During the first few months of their employment, make sure you're checking in regularly to ensure the chef is adjusting to their new role and performing up to your standards.
The Takeaway
Hiring a new chef isn't a decision to take lightly. A good chef does more than just cook great food - they lead teams, help you innovate your menu and maintain the quality standards of your restaurant. By following the steps above, you can find a qualified chef who meets your needs and can help you reach your goals.