The Hourly Hiring Game Is Changing: How to Develop an Hourly Recruitment Marketing Strategy

As a business owner, you know marketing your products and services is a must in attracting and retaining customers. But did you know that recruiting and retaining top talent requires similar strategies and focus?

At ZippyApp, we know that one of the biggest challenges you face as an hourly employer is healthy supply of quality applicants. That’s our focus, and we provide you with the most efficient and cost effective recruiting solution to meet your staffing needs.

As discussed in our previous blog, Recruiting and Hiring Millennials (for your restaurant jobs), Millennials are expected to make up 75% of the workforce by 2020. Why is that important to you? Because in order to develop a recruitment marketing strategy to attract this demographic, you need to understand them and how they engage.

For starters:

  • Mobile: Is the device of choice for millennials, and over 90% of job seekers.
  • Social: Are their channels of engagement.
  • Local: Is the nature of hourly jobs.

As an hourly employer, some of the challenges and barriers you face are:

  • High Turnover: 50% to 300% annual turnover is common.
  • Classified Ads: Costly, noisy, and ineffective.
  • Difficult Apply Process: Any friction / bump in the apply process limits engagement and reduces applicant flow.

What the workforce needs:

  • Easy apply process.
  • Lots of jobs.
  • Quick response and reaction time.

In today’s competitive market, most job seekers consult up to 15 resources, including job boards, business website(s), employer-review sites, and social media channels to learn about the opportunity and the employer. They also want to understand the work culture (extremely important to millennials), the work style, issues at the workplace, and whom they might be working for or with. Because of this, it is important for your entire web presence — website(s), career sites, social media channels, and even job ads — to have a clear, consistent message and apply process.

Your recruitment marketing strategy must be comprehensive, with a wide range of coverage on your employer brand sites and an ease of engagement for your applicants. Your job opportunities must be described with excitement and have fewer words that include key requirements to attract the right candidates (we will give tips on writing leaner and meaner job descriptions in next week’s Blog, stay tuned!)

Your current employees and loyal customers are your best advocates.

Your current employees are your best advocates for your job opportunities. They are the ones to share with family and friends about current open positions, and often toot their employer’s horn on the work environment and conditions. Implementing an employee-referral program is a good way to incentivize them, and get pre-qualified candidates.

Be sure to leverage your current customers as potential candidates when applicable. Hand our hiring cards, hang banners, and place hiring placards at your restaurant tables to capture the passive applicants at the location. ZippyApp’s unique QR Code System provides a QR Code for each of your hiring locations, where job seekers simply scan and apply using our Common Employment Application, attracting candidates on the spot.

Focusing on marketing as a recruitment strategy can pay off in the long run. Developing a strategy that will attract new candidates is a challenge in itself, but retaining them and reducing your turnover is one not to be forgotten. Be aware of this and develop a comprehensive strategy that appeals to both will keep you at the forefront of hourly recruiting.

Do you have any recruitment marketing tips to share? We’d love to hear from you! Comment your thoughts below.

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Holiday Hiring: Local employers come up with ways to fill seasonal positions despite fewer unemployed

[Originally posted in KenoshaNews.com]

Tis the season … to hire seasonal workers.

As many companies, especially retailers, prepare for the upcoming holiday crush, they may find the pool of workers smaller this year. And it may take companies longer to find the right person for the wage they want to pay.

While the Kenosha County and the southeastern Wisconsin labor markets have been described as robust, increased competition from some of the larger, more well-known companies, such as Amazon, may make it tougher for smaller companies, according to experts at local staffing firms.

Carving a niche
Companies like Mars Cheese Castle, 2800 120th Ave., located across the road from mega-employer Amazon, attract and retain seasonal help with bonuses, flexible work schedules and the employer/employee individual interaction that larger companies may not be able to provide.

For some job seekers, the work environment is a greater benefit than a few extra dollars in the paycheck.
“It’s difficult for a small company like ours to compete against a large corporation,” explained Michael Ventura, a co-general manager with Mars. “We sell products that make people happy. It’s so great to be working in a business that makes people happy.”

To gear up for the summer, its busiest season, Mars begins hiring seasonal workers in March. Last year, the Christmas holiday season was better than previous seasons. It already has a pool of employees ready to cover the holiday period.

Work conditions can be attractive. Mars has had one seasonal worker who has been with the company 15 years.
“She just knows when we might need someone and she comes in to help out,” Ventura said. An employee who left earlier this year to work for Amazon, returned two months later, “because he liked working here better.”

Staffing experts also attribute the recent hiring binge as having an effect on the seasonal labor pool. They said some people who might have been available for seasonal work, have taken full time positions with some of the newer employers in the region.

Search is on
The Seattle-based Amazon — with a distribution center in Kenosha — has recently launched a massive search for seasonal workers in preparation for the holiday season. Last year when it opened its sortation center, it hired 500 part-time seasonal workers, some of whom have become full-time associates at the adjacent fulfillment center. The e-retailer opened its fulfillment center in June staffing it with 1,000.

Now with 2,000 full-time employees, Amazon will host an official open house Wednesday. Though it has bulked up its staff, it still is seeking part-time, seasonal associates to assist with the upcoming holiday crush. It has even enlisted the services of staffing agencies to help in their search. Amazon is offering $11.50 an hour.

Seasonal hiring nationally is expected to be somewhat flat partly because retailers hired 449,500 people from March through August — up from 437,000 during the same period a year ago, according to Challenger, Gray & Christmas, an outplacement research firm. A canvass of retailers revealed they expect to add roughly 755,000 seasonal hires to their payrolls in the final three months of the year.

Challenger, Gray & Christmas CEO John Challenger said in a statement, “In addition to steady hiring leading up to the holiday season, changes in the way consumers shop are making it possible for stores to meet increased holiday demand with fewer extra workers. When retailers do add holiday workers, fewer of those jobs are in traditional spots, such as sales clerk or cashier.”

High demand locally
Locally, employers still have a need. Some are finding it harder to fill open positions as quickly as in the past. Staffing agency officials say seasonal wages range from $8.50 to $20 an hour.

Gordmans, a discount department store located in the Southport Plaza shopping center, began hiring seasonal associates in August. Typically hiring 75 for the holiday season, plans call for the same number this year. So far, it has only filled 45 positions. “It’s been a struggle. We’ll be hiring up until Dec. 31,” explained assistant store manager Renee Novy.

Shopko, a department store at 5300 52nd. St., began hiring part-time, seasonal employees in early September. “We typically hire between 25 to 30 teammates,” said Michelle Hanson, a company spokeswoman.

Shopko has declined to discuss wage structure. But seasonal teammates, Hanson said, may be retained depending upon the hiring opportunities beyond the holiday season. Headquartered in suburban Green Bay, Shopko operates 75 stores in Wisconsin. It has stores in both Kenosha and Racine.

What best describes the Kenosha area seasonal jobs market? “You can say there are less people and more people needing people,” explained Amy Prellberg, a vice president with Quantum Personnel, 5017 Green Bay Road. “It’s not been like this in a long time.”

Six Flags focused on schedule, higher pay in filling its seasonal positions. As the region’s largest seasonal worker employer with 4,000 hires, Six Flags Great America has developed a strategy and raised wages to attract the people it needs to operate the amusement park.

Last fall when Amazon opened its Kenosha sortation center, offering to pay part-time seasonal employees $11.50 an hour, some employers in the region wondered how that would affect their ability to find the people they needed for their seasonal openings.

Though Six Flags’ season starts during Memorial Day weekend and ends Labor Day, it began hiring in March. Recruiters went to high schools and colleges, attended job fairs and used social media to find its people.

Six Flags officials had already planned an across-the-board wage increase, including raising the entry-level wage from $8.25 to $9 an hour.

Increased pay and a bundle of special benefits, including complimentary tickets, helped the entertainment company attract the people it needed to perform clerical, operational maintenance, landscaping and customer service duties. “It was an investment we thought was important to make,” said company spokeswoman Katy Enrique.

Nevertheless, it did experience a drop in the number of experienced job seekers who applied this year.

While the park saw the usual mix of retirees, teachers and others who liked a flexible schedule, wanted a second job or simply wanted to work in a fun place, a number of this year’s hires had never had a job, Enrique said. “If a person wants to work weekends, second or third shift, they can do that here. We can accommodate their needs,” she said. “This is a very unique place to work. A lot of people like it.” Pairing seasonal employees, employers.

Flexible Workforce Coalition
The coalition — originally known as the Wisconsin Seasonal Workforce Coalition — was developed by David Karst and works as a clearinghouse to help seasonal job seekers find positions and to help companies find the people they need.

Most importantly, it was developed to help seasonal workers — some of whom didn’t have much work experience — transition from one seasonal job to the next throughout the year without a gap in employment. “I wanted to make sure they were able to continue to develop their skills. These were good people who wanted a place to call home,” Karst said.

From 2008 through 2012, Karst estimated he placed 8,500 job seekers and helped several companies, including BuySeasons, UPS, Marcus Hotels & Resorts, Quad Graphics, Klement’s Sausage, Time Warner Cable, and Home Instead Senior Care. The service is free for employers and job seekers.

ZippyApp
Kamyar Faron knew how difficult it was for small businesses to find seasonal employees. As a staffing industry veteran, he knew they often would have to search longer with fewer resources than larger companies. “Some people don’t know how to promote their job opening properly. Some don’t have the financial resources,” Faron said. “Some small businesses cannot afford to take out ads on Monster.com.”

Faron has developed ZippyApp, a software system designed to help employers in the hospitality, food service and entertainment industries recruit the people they need for peak periods in their business operation cycles.

Employers can list their job descriptions, and job seekers can access the software to find jobs in their area.

Despite the name, ZippyApp is not a mobile device package. It is a system that prospective employers can load onto their computers. For more information, go to www.zippyapp.com.

Recruiting Millennials in the Mobile and Social Age: ZippyApp Founder and CEO Presents at the 2015 FSTEC Conference

ZippyApp Founder & CEO, Kamyar Faron, presents at the 2015 FSTEC conference in Washington, D.C. on Recruiting Millennials in the Mobile and Social Age. 

Sunnyvale, CA, October 13th 2015 – ZippyApp Founder and CEO, Kamyar Faron, presented at the 2015 FSTEC conference in Washington D.C. on Recruiting Millennials in the Mobile and Social Age. FSTEC is an annual technology conference , and is the only one of its kind focused solely on the foodservice industry.

“The presentation was well attended with great audience participation. It was clearly a topic of interest. Many participants visited our booth for more details and further discussions on the topic. There was a lot of enthusiasm from restaurant owners and operators on the innovative technology ZippyApp offers,” stated Faron.

Hosting over 1,400 Executives, FSTEC offers a forum-like setting for new ideas and solutions for foodservice technology issues.

Which is where Faron and ZippyApp step in.

Hourly recruiting and hiring practices have changed drastically over the last decade, yet hourly employers are still working with decade-old practices – like paper applicants and traditional applicant tracking systems.

Since millennials are expected to make up 75% of the workforce by 2020, hourly employers need to be ready with a recruiting and hiring strategy to engage these workers.

“The workforce of today and tomorrow is highly engaged on mobile devices and social channels, and efficiency and connectivity are required at all stages of the job search,” explains Faron during the presentation.

ZippyApp faces millennial recruiting and hiring issues head-on by posting to popular local jobs boards and targeting jobs on social media offering maximum exposure and one-stop advertising. ZippyApp’s unique QR Code Application System allows job seekers to simply scan a barcode and apply to jobs straight from their mobile device.

About ZippyApp: A true innovation in the hourly job market, ZippyApp is the social, local, and mobile recruiting and hiring solution for the hourly job market. ZippyApp fits into any recruitment budget so organizations have nothing to lose and everything to gain by trying this innovative approach to staffing. For more information, visit: zippyapp.com/business.

Kick Apps: 7 cool tools for restaurant operators

[Originally posted in restaurant-hospitality.com]

ZippyApp promises restaurant operators swift and easy recruitment of qualified local job applicants and a more efficient way to manage the application, interview and hiring process. This new new app and marketplace for employers and hourly workers has job candidates fill out one application and apply to any restaurant in ZippyApp’s employer network. Job seekers learn about job openings at your restaurant from ZippyApp’s employer marketplace or on their Facebook and Twitter feeds. When they see ZippyApp’s window decal at your restaurant, they can simply scan the decal’s QR code with their smartphone to apply for a job.

To see the rest of the Kick Apps, go to: www.restaurant-hospitality.com.

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.

The Ultimate Balancing Act: How to Handle Being a Full-Time Student with a Part-Time Job

It’s August, which means it’s back to school for many of you! In our last Blog we discussed 7 Benefits of Working in the Restaurant Industry, one of them being it offers its employees flexible working hours. Because of this, many younger restaurant employees are also enrolled in school. A study conducted by The National Restaurant Association shows 89% of workers under the age of 18 and 45% of workers between the ages of 18-24 are also enrolled in school. With the staggering cost of college tuition – the College Board says on average tuition was $9,000 for state and $23,000 for out-of-state residents at public colleges for the 2104-2015 school year – it’s no surprise that many students are forced to pull out their own wallets and get to work to pay up.

Juggling homework, work, and maintaining somewhat of a social life can be overwhelming, and make you feel like you are part of a 3-ring circus. Here are some helpful tips to keep you balanced through this next school year!

  • Let your employer know you’re a student. Many restaurants are willing to work with flexible schedules, and chances are they already have students on their staff. This means they are more understanding as far as scheduling goes – especially when it comes to finals week. If you are able to, it’s good to have a set schedule in the days and times you work, that way you can plan your other schedules accordingly.
  • Be assertive with your schedule needs. I made the mistake of being a pushover at my first college job, which landed me 35 hours a week on the schedule. Trying to balance that many working hours as well as a full-time school schedule just wasn’t possible. What sacrificed? My schoolwork, and I was put on academic probation (which followed me to the end of my college days). Learn from my mistake and be assertive with your needs – speak up if you are being given too many hours, or keep your work schedule to under 20 hours a week.
  • Plan ahead. Scan your syllabus for important dates, like when papers are due and the dates of quizzes and tests. Oftentimes – especially if you are going to school full-time – you will have a few due on the same day and/ or week. This means you will need to plan out weeks in advance to account for the workload. Creating a calendar for the semester is a great way to map it all out visually and keep you on track. Be sure to post your calendar somewhere in your household where your family members can see it to avoid them planning an event when you’re not available.
  • Build a flexible schedule. Some parts of your schedule are going to be set-in-stone, such as your classes and if possible, your work schedule. But your study times will vary week-to-week. It’s best to try and create a routine you can stick to, but are able to adjust if other things come up. As a working student, you will need to adapt and be prepared for new assignments and unexpected errands. Be sure to block off enough time in your schedule to study, that way if something unexpected pops up you can study another time that is already on your schedule.
  • Create daily and weekly “To-Do” lists. Personally, I’m a “To-Do” list admirer, everything from grocery shopping to packing, it all goes down on a list to help keep me organized. Writing out your daily and weekly tasks will help you keep track of what you have accomplished and what you still need to get done.
  • Plan out your academic path. Sit down with an Academic Advisor and discuss the classes you are required to take for your major. Sometimes (and I wish someone would have told me this sooner), a required class is only available one or two times per week, and they are at most unreasonable times — like a Wednesday from 4:00pm to 6:15pm. If you don’t take it this semester, you may get behind the next one. Your Academic Advisor will be able to map out these required classes, so you can plan your other schedules accordingly.
  • Set time aside for your family. As you fill-in your schedule, be sure to include time for your family and family obligations, like birthday parties and barbeques.
  • Schedule weekend time with friends. You’ll quickly notice between school, work, and family time, your social life kind of goes out the window. But it doesn’t have to. You’ll want to maintain your friendships, and just like anything else, you will need to schedule the time to do so. At the beginning of the week schedule time with your friends to hangout that following weekend.
  • Pencil in “Me” time. To avoid stress overload and a total burnout, it’s important to make sure to plan for yourself – even if it’s just an hour at the gym or a half an hour reading. Make time to keep yourself healthy and happy.
  • The jobs you hold in college are just an important in shaping your professional career as the classes you take. Keep this in mind through the constant juggling – you’ll thank yourself later down the line for balancing it all!

7 Benefits of Working in the Restaurant Industry

The restaurant business offers many benefits, which is why most restaurant workers express a lot of optimism working in the industry. The restaurant business is worth approximately $709 billion (yes, that’s billion with a B!), which leaves it as a place for tremendous opportunities and growth. Still not convinced? Here are 7 benefits of working in the industry that will help change your mind!

1. Opportunity for All: The restaurant industry is one of the few that provides job opportunities for all age groups – from Newbie’s to Veterans, Host to General Managers, there are job openings for any age group ranging from 16-65 (and over).

2. Tremendous Employment Growth and Career Advancement: It is estimated by 2025 the restaurant industry will employ 15.7 million workers – an increase of 1.7 million from 2015. For those who have worked in the industry, nine out of 10 claim it is a good place to land a first job, and 70% of all workers ages 18-65 have advanced to higher paying jobs. The highest-paying restaurant jobs can easily reach six-figures, and are attainable for anyone with the right experience.

3. Great Networking Opportunity: On top of providing tremendous career advancement, working in restaurants offers great networking opportunities. This is especially true of those who work in Front of the House positions — like Hosts, Servers, Bussers, and Bartenders — as these tend to be very engaging jobs. In these roles, you get to meet all types of people from different backgrounds. These individuals can turn into work connections, unearthing new opportunities.

4. Not You’re Typical 9-5 Job: The restaurant industry is one of the few that offers flexible working hours to fit around family and social lives. It is also one of the few to offer both part-time and full-time work, as many restaurants are open extended hours. Many younger employees make the most of what the industry has to offer and are also enrolled in school (if you are enrolled in school, check out our blog for some great tips on How to Handle Being a Full-Time Student with a Part-Time Job!).

5. Training Included: Many restaurants provide their own training program which can help workers develop their individual skill sets. This allows them to move into successful careers – regardless of their education.

6. A Rewarding and Lucrative Career: In regards to hourly pay, many restaurant employees make a hefty hourly wage, especially those who earn tips on top of their base pay — like Servers and Bartenders. Restaurant managers of many corporate and some private businesses earn very competitive salaries — not to mention quarterly and yearly bonuses. In fact, nine out of 10 owners and operators say they will likely work in restaurants until they retire.

7. Travel Opportunities and Job Security: Restaurants are located around the globe, and there are no indications it will slow down (remembers, that’s billion with a B!) Many corporate restaurant brands operate internationally, and are willing to provide placements or relocations.

What is your favorite thing about working in the restaurant industry? Post your comment below!

*Statistics taken from The National Restaurant Association.