Recruiting and Hiring Millennials (for your restaurant jobs)

Did you know more than 40% of restaurant employees fall between the ages of 16 and 24? This means a large number of restaurant staff are millennials, who are just entering the workforce and are re-shaping the world of work.

Are you ready?

The restaurant industry is projected to have a record high in sales for 2015 in response to economic improvements, and will employ approximately 1.8 million more people than it did 10 years ago. Extending from this, millennials are expected to make up 75% of the workforce by 2020.

What does this mean? That you need to develop a recruiting and hiring strategy to attract these workers. To do this, lets first take a look at some of the perks and benefits millennials want:

  • Clear growth opportunities and career paths: Career progression is a top priority for this generation —  even above competitive salaries. Millennials are committed to their personal learning and development.
  • Flexible and lenient work conditions: Millennials believe strongly in work-life balance, and many are enrolled in school. They want flexible working hours to fit those needs. Luckily, the industry is one of the few that offers flexible work schedules.
  • A fun and open environment: This generation wants to work in an enjoyable environment where they can have fun and build friendships.
  • Brand is everything: Millennials want to be proud of where they work, which means your brand is key. They want to do something that feels worthwhile, and need to believe in the values and vision of the company.

How do you attract millennials? It’s apparent from their “wish list” above that millennials are motivated by more than just money. Attract millennials by offering more of what they want! Put them on rotational assignments more frequently to gain a variety of experiences and give them a sense that they are moving toward something. Offer flexible work conditions so they can balance school and other social activities. Offer fun incentives like work outings and friendly workplace competitions. And know your brand is everything.

Recruiting millennials: Mobile is the device of choice for younger job seekers. Posting your jobs to social and mobile-enabled job sites (like ZippyApp!) allows applicants to react quickly to new postings and apply quickly with less barriers. Our unique QR Code system allows job seekers to scan and apply to your jobs straight from their mobile device — without having to install an app. Every unnecessary step or click in the apply process is a barrier and reduces engagement. This generation is tech-savvy and will spread their love for their workplace through word-of-mouth and social media platforms, which can help recruit local talent.

Social recruiting allows you to hire local, qualified applicants. We provide social recruiting by targeting your jobs to the most qualified, local job seekers on social media. We also post your jobs to the most popular local job boards on the best traffic days to give your jobs the most exposure. Our proprietary algorithm refreshes your jobs based on a variety of factors to attract job seekers at the most opportune time.

We believe social, local, and mobile are the key ingredients to millennial recruiting and hiring. Learn how you can go SoLoMo in your hourly recruiting and hiring — contact our team and get started on a free trial with ZippyApp today!

What can you tell us about your experience in recruiting and hiring millennials? We’d love to hear from you!

Off The Menu: ZippyApp makes it easier for potential restaurant workers

[Originally posted to masslive.com]

“There’s an app for that” is the catchphrase of the smartphone era, and one Silicon Valley entrepreneur, Kamyar Faron, is hoping to make that adage true for the often-tedious restaurant job search process.

The food service industry is notorious for its high employee turnover, with the average hourly worker staying in one position for only about six months or so. Hiring (and job hunting) thus becomes a nightmare of repetitive paperwork for employer and potential employee alike, with multiple applications to fill out and screen for interviews, respectively.

Faron’s new app, ZippyApp, enables job seekers in the restaurant industry to complete one common job application online and subsequently submit it to a participating establishment with a single click.

Job openings are posted on ZippyApp’s proprietary online marketplace and are further publicized on Facebook and in a Twitter feed.

Registered employers also can display a ZippyApp decal in their window; a unique QR code on the decal identifies the restaurant location. Individuals using ZippyApp can then scan that decal with their smartphone and instantly submit an electronic application for employment to that particular establishment.

Employers participating in ZippyApp’s system have access to a variety of tool to help them promote job openings and to screen applicants.

A number of San Francisco Bay area independents and chain restaurants have signed onto ZippyApp. Early adopters report the system as being an effective, Millennial-friendly recruitment tool.

More information about ZippyApp can be found at zippyapp.com

Hugh Robert is a faculty member in Holyoke Community College’s hospitality and culinary arts program and has over 40 years of restaurant and educational experience. Please send items of interest to Off the Menu at the Republican, P.O. Box 1329, Springfield, MA 01101; Robert can also be reached at OffTheMenuGuy@aol.com

QR-Scanning App Helps Restaurant Owners Find Employees

[Originally posted to pizzamarketplace.com]

ZippyApp announced its new online marketplace for employers and hourly workers that’s leveraging mobile technology and social media to help employers recruit and hire well-qualified employees. Kamyar Faron, a Millennial hiring expert and ZippyApp CEO, created the app to make it as easy as possible for restaurants to hire more efficiently and job seekers to land jobs more quickly using their smartphones, according to a company announcement.

Rather than filling out multiple employment applications all asking for identical information, ZippyApp enables job seekers to complete one common job application online and submit it via smartphone, tablet or computer to apply to any restaurant in ZippyApp’s employer network. Job seekers learn about job openings from ZippyApp’s employer marketplace, and Facebook and Twitter feeds, and wherever they see ZippyApp’s window decal at an employer’s restaurant, they can scan the decal’s QR code with their smartphone and instantly apply for a job.

Restaurants using ZippyApp’s mobile tech tools can more easily recruit qualified, local job applicants, and more efficiently manage the interview and hiring process, the announcement stated, and Counter Burger, Panera Bread, Krispy Kreme, Jamba Juice and McDonald’s are among ZippyApp’s early adopters.

Turnover, Costs, Consequences (and How to Fix It!)

In the hospitality industry, high turnover remains a constant struggle. The National Restaurant Association (NRA) puts the average at about 62.4%, however, from 2013 to 2014 the overall turnover rate jumped up to 66%. Although there are many parts to this percentage, the quit rate alone in 2014 was 47% — putting hospitality managers in a very vulnerable position.

Why is this?
• The hospitality industry is one of the few that has seasonal staffing spikes throughout the year – taking place in January, June, and October. These spikes add to the normal turnover numbers.
• Overall, 31% of the hospitality workforce work only part-year (a form of temporary part time employment), compared to 19% of the total U.S. workforce.
• The existence of multiple competitive establishments in almost all communities gives employees additional opportunities in a competitive environment.

Consequences. The financial impacts of high turnover rates cut deep into budgets. Here are some factors to consider:
• Cost of job listing services
• Cost and time it takes to train new employees
• Cost of new uniforms
• Time it takes to find new employees
• Time it takes to interview candidates
• Time it takes to coordinate with hiring managers
• Time it takes to schedule around losing an employee

These are all issues of the past. ZippyApp faces many of these challenges head-on by providing you with the following:
• Job listing services: We post your jobs to the most popular local job boards, offering the largest job distribution network.
• Train new employees: View the candidate’s skills and experience in one easy-to-follow common employment application. Hire those with the qualified experience to keep training to a minimum.
• Find new employees: Our unique algorithm brings you the most qualified applicants for your jobs.
• Interview candidates: Use the tags provided in our Applicant Management System to communicate with other managers at your establishment. Be sure the candidate interviews with a few different people to ensure they fit well with company culture.
• Schedules: View a candidate’s availability in their Common Employment Application to ensure seamless scheduling.

Ways to fix it. Experts agree; the single best way to reduce employee turnover is to hire the right people from the start. We understand hourly hiring is a local practice, and we provide you with only local, qualified applicants – ones that have less risk of a higher rate for turnover. Our team is dedicated to making sure your job descriptions include the proper SEO keywords to help get your jobs in front of the right candidates.

Strategies. Although there are factors out of your control that can affect your turnover rate – like the local economy and seasonal spikes – there are strategies you can put into place to keep your employees happy and loyal.
• Create the right culture: 49% of applicants say work culture is important in a job. Create an environment that is open and welcomes and appreciates feedback. Schedule one-on-one meetings or create anonymous surveys to find out how employees feel about their role, and what might need to change.
• Provide a clear career roadmap: 45% of applicants say growth opportunities within the organization is important when deciding if they want to take a job or not. Map out a clear path for advancement, making sure you understand the goals of each employee. Try your best to get them on that path, or be prepared for them to go somewhere else that will give them the opportunity.
• Be fair with schedules: 41% of applicants say the hours they are expected to work are an important factor in their job. Employee favoritism kills morale. Be fair by not playing favorites. Don’t be unfair by always giving certain employees better schedules and shifts than others. Be sure to pay attention to schedules to make sure you don’t burn employees out.
• Be competitive: Offer competitive wages and benefits. Providing incentives, like scheduling team outings outside the workplace and providing meals to your employees, are ways to keep employees happy.
• Show them you care: Be supportive through school and personal times. Providing flexible schedules will help build the loyalty needed to keep them happy.
• Take criticism: Employee insight can help fix your turnover. If they are unhappy, find out why. Even if it is too late and they moved to another job, this advice can be valuable in reducing your future turnover.

Have any turnover strategies to share, or want to learn more about reducing your turnover? Post a comment here!

*Statistics taken from the National Restaurant Association.