Rethinking the Food Service Industry:

Posted on by zippybeck

Balancing Rights, Customer Dynamics, and Economic Realities

In an era where the American food service industry is grappling with significant changes, we’re observing an increase in unionization efforts among fast food workers, a pivotal debate over tipping practices, challenges with difficult customers, and the omnipresent economic stresses of inflation and rising living costs. These multifaceted issues necessitate a comprehensive and empathetic approach, particularly when we consider that food service workers are not mere employees; they are integral members of our communities.

Recognizing Our Everyday Heroes

Food service workers are familiar faces in our daily lives – our children, our elders, individuals striving for the American dream, and indispensable members of our communities, churches, and families. Their contribution transcends the services they provide; they are a vital part of the fabric of our society.

Navigating the Interconnected Challenges

Unionization and Tipping Practices

As reported by Business Insider, the movement for unionization in the fast food industry, coupled with the tipping debate highlighted by restaurateurs like Danny Meyer (Bon Appétit), reflects a broader conversation about fairness and respect in the workplace.

The ‘Karen’ Phenomenon and Customer Dynamics

The rise in challenging customer interactions has exposed the difficult environments faced by food service workers. Addressing these issues goes beyond mere business policies; it’s about fostering a culture of respect and empathy in our everyday interactions.

Economic Pressures

The impact of inflation and the rising cost of living is profoundly felt by those in lower-wage jobs. Adjusting wages and tipping practices is a societal responsibility to ensure the dignity and stability of our community members.

A Collective Approach to Solutions

For Workers

  • Enhanced Support Systems: Implementing support systems like counseling and mental health resources can help workers cope with the stress of demanding work environments and difficult customer interactions.
  • Career Development Opportunities: Offering pathways for career advancement and skill development can provide workers with prospects for growth and long-term career planning.

For Businesses

  • Revisiting Compensation Models: Adapting wage structures in response to the rising cost of living is essential for supporting worker well-being.
  • Customer Management: Developing policies to manage customer behavior is crucial for a respectful work environment.

For Consumers

  • Awareness and Respect: Our behavior and attitudes can significantly impact the experiences of workers. Treating them with respect is a reflection of our community values.

For Policymakers

  • Supportive Legislation: Laws that protect workers’ rights and ensure fair compensation are vital for the health of the industry and its employees.

Conclusion: Embracing a Community-Centric Approach

Adopting a community-centric approach is essential for addressing the challenges facing the food service industry. By recognizing food service workers as our neighbors and friends, we are motivated to find sustainable and compassionate solutions, ensuring a stronger, more resilient community for everyone.

Now let’s get “Spicy” What are your thoughts on Unionization?

As we think about all of this, I invite you to discuss the potential impact of unionization in the restaurant industry. Do you think it could be a key to improving working conditions and livelihoods? Or would it be another factor of pain heaped onto an already beleaguered industry? What do you think? How do you feel about the idea of restaurants unionizing and the potential impact on the industry, our guests and our communities?

Would love to get your take on this potentially controversial subject!

Bracing for Storms and Sizzling in the Kitchen: A Restaurateur’s Guide to Preparedness

Posted on by zippybeck

Hope for Sunshine, But Set the Table for Rain

As we stir the pots, flambé desserts, and craft those delicious dishes that delight our customers, there’s another recipe I’ve been perfecting lately: the recipe for preparedness. With my family gearing up for hurricane season, there’s a touch of apprehension in our household, especially with Hurricane Idalia casting a shadow as it heads towards the Florida coast. I’m sure many of you can relate. So let’s put our chef hats on and cook up a plan to keep our restaurants and our loved ones safe.

1. Team Talks Over Tacos (or Tapas or Tiramisu)

The more we talk, the better we feel:

  • Emergency Drills with a Twist: Let’s be honest, drills don’t have to be dull. After practicing, why not treat the team to a special dish? Let’s turn preparation into a mini celebration!
  • Skill Sharing Sessions: Invite someone knowledgeable about storm readiness to your restaurant during a slow hour. Combine it with a tasting session of a new dish. Learning while indulging – now that’s a win!

2. Keeping the Restaurant Rolling

Even without the regular office setup, our spaces have unique needs:

  • Backup Power: An uninterrupted power supply or generator can ensure that those fridges and freezers stay humming, keeping our culinary masterpieces safe.
  • Suppliers on Speed Dial: Establish close ties with local suppliers. In a pinch, a friendly network can mean the world!

3. Communication – The Secret Ingredient

  • Group Chats: Keep a digital thread, like a WhatsApp group, for the team. It’s not just for the daily specials but essential for fast communication.
  • Local Updates: Stay connected with local news. Being informed is being prepared.

4. Stocked Pantries and Safe Spaces

  • Emergency Kits with Flair: Alongside flashlights and first aid, throw in some non-perishable gourmet goodies. Emergencies can always use a sprinkle of joy!
  • Safety and Ambiance: While ensuring the safety of your space, consider how emergency lights or other safety features can blend seamlessly into your restaurant’s ambiance.

5. Financials with a Dash of Care

  • Insurance Chat: Between tasting sessions and menu planning, take a moment yearly to review your restaurant’s insurance. Think of it as reviewing a recipe, ensuring all the ingredients are there.
  • Reserve Fund: A little ‘rainy day’ jar or fund can help smoothen out unforeseen bumps.

6. Emotional Well-being on the Menu

Our teams are our families:

  • Open Conversations: Create a space where your staff can express any worries or concerns. Sometimes, just talking about the approaching storm can ease minds.
  • Tips and Tricks Sharing: Share with your team any personal strategies you use for mental well-being. It could be a favorite playlist, a book, or even a meditation app.

Something to Keep in Mind…

In our world of tantalizing flavors, bustling kitchens, and the sizzle of the grill, let’s remember to mix in a bit of preparation. As Hurricane Idalia reminds me, while we cannot control the weather, we can control our readiness for it. It’s just like ensuring we have all our ingredients before the dinner rush. So, here’s to clear skies and full tables, but also to being ready for anything the world might serve up.

Stay safe, stay passionate, and let’s cook up a storm while weathering them too! 🌦🍽🌞

Digital Accessibility: A Win-Win for Retail and Hospitality Businesses in 2023

Posted on by zippybeck

The digital era has brought about significant opportunities and challenges for businesses, particularly in the retail and hospitality sectors. Websites and mobile apps have become essential tools for attracting customers and employees alike. However, it is crucial to ensure that these platforms are accessible to all users, regardless of their abilities.

Customers’ Interaction with Your Digital Presence

According to the World Health Organization (WHO), about 15% of the world’s population has some sort of disability. However, many websites are not designed to be accessible to those with disabilities. AbilityNet reports that a staggering 90% of websites are not accessible to people with disabilities who rely on assistive technology.

In the U.S., more than half of the population with disabilities has internet access, and those who don’t go online cite the lack of accessibility as a key reason. Therefore, creating an accessible digital presence can significantly expand your customer base and drive more sales. Here’s why:

Increase Revenue and Market Share

Retailers and food service companies are among the most cited in digital accessibility lawsuits. In contrast, companies with accessible websites can gain a competitive advantage by tapping into the half-trillion dollars spent annually by people with disabilities. According to Click-Away Pound, 73% of people in the U.K. with disabilities are unable to complete transactions on more than a quarter of the websites they visit.

Enhance Customer Experience

Accessible websites improve the user experience for all visitors, not just those with disabilities. For example, offering text alternatives for images benefits people with visual impairments, while also enhancing SEO and helping search engines index the content.

Avoid Legal Risks

Digital accessibility lawsuits have been on the rise, with many retailers and hospitality businesses facing legal claims for failing to provide accessible websites and apps. By making your digital presence accessible, you can reduce the risk of litigation and the associated costs.

Potential Candidates and Employees’ Interaction with Your Digital Presence

In addition to customers, businesses need to consider the accessibility of their careers websites for potential candidates and employees with disabilities. As mentioned in the SHRM articles, making your careers website accessible to all is not just a legal requirement but also a smart business strategy.

Attract a Diverse Talent Pool

Having an accessible careers website allows you to attract a broader range of candidates, including those with disabilities. By showcasing your commitment to inclusion, you can enhance your employer brand and appeal to a diverse workforce.

Comply with Legal Requirements

Several laws require businesses to make their digital properties accessible to people with disabilities. In the U.S., these include the Americans with Disabilities Act (ADA) and Section 508 of the Rehabilitation Act. Non-compliance with these regulations can result in legal action and financial penalties.

Provide a Better Candidate Experience

An accessible careers website can improve the candidate experience and help you stand out as an employer of choice. By making the application process smooth and inclusive, you can attract and retain top talent.

The Takeaway

Digital accessibility is more than just a legal requirement; it is a moral and ethical responsibility. By creating an accessible digital presence, retail and hospitality businesses can provide a better experience for all customers and employees, drive more sales, and avoid legal risks.

At ZippyApp, we understand the importance of digital accessibility and are committed to helping businesses create an inclusive digital presence. Contact us today to learn more about how we can help you embrace digital inclusion in 2023.

“Alone we can do so little, together we can do so much.”
– Helen Keller

The Golden Arches and Beyond: An Interesting Dive into Fast Food Facts

Posted on by zippybeck

If Steve Jobs, Bill Gates, and Jeff Bezos walked into a fast-food joint, they might just order up some spicy nuggets of wisdom for us all. But since I can’t channel them, let’s don our own hairnets of curiosity and dive into the sizzling world of fast food, sprinkled with a dash of humor and a side of fries.

Ah, the fast food industry! The beacon of a speedy meal, the realm where 3.8 million hard-working souls turn potatoes into golden fries. Now, I’m not saying fast food has the economic gravity of Apple, Microsoft, or Amazon, but with a crispy $200 billion revenue in 2021, it’s hardly small potatoes either. 🍟

Now, picture young Timmy, the 16-year-old flipping patties. He’s part of the bustling 30.7% of teenage employees, eagerly saving up for his first car (or a new video game console). On the other side, we have Martha, the single parent, trying to juggle work and family, making up the 20% of single-parent employees. Don’t forget wise old Dave, part of the 40% of workers above 25, sharing stories of “how fries were made back in his day.”

Joking aside, it’s concerning that while they serve up meals on the double, their earnings barely make up a meal at a fancy restaurant: an average of $10.92 per hour. If you’re thinking of ordering a dash of benefits with that job, think again. A mere 26% get that luxury.

If these numbers had a face, they might just resemble a harried waitress named Wendy, balancing trays and managing not to get burned. Oh, speaking of burns, 71% have reported on-the-job injuries. It makes you wonder if the lack of unions (with less than 2% being unionized) is why there aren’t more safety nets, or at least protective mittens.

And, in the midst of all the fryers and grills, there’s an undeniable feminine touch. Approximately 63% of these employees are women. Add in a dash of international flavor with 14% of the workforce being foreign-born. Talk about a global special!

Let’s make a pit stop at the famous golden arches. In 2021, McDonald’s alone was responsible for employing a whopping 205,000 people worldwide. If they ever decided to form a city, it would be “Burgeropolis.”

The landscape of this industry has changed dramatically. From 200,000 establishments in the late ’90s to a hearty 300,000 by 2020. Yet, there’s a looming cloud (and it’s not just the scent of grilling patties): Automation might snatch 4.3 million jobs by 2030. If ever there was a time for a visionary innovator in the fast-food sector, it’s now.

But, as daunting as it sounds, we Americans and our insatiable love for fast food aren’t fading. 37% of us happily munch on it daily, proving that its taste, or maybe just the convenience, is here to stay.

Whether you’re a burger-flipping teenager, a multitasking parent, or just someone enjoying their drive-thru coffee, the fast-food universe is vast and filled with stories (and calories). The next time you’re savoring that burger, remember there’s a world behind the counter, bustling, frying, and trying.

Sources:

A bunch of really smart sites that study everything from fries to finance. Check them out if you’re hungry for more details!

The Delicious Dance of Leadership and Culture in the Restaurant Industry

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Leadership, as an ever-evolving subject, has had its fair share of ink spilled in recent times. You would think with the vast ocean of resources – a buffet of books, a banquet of articles – we would have the recipe to cook up effective leadership down pat. But that is far from the case. Leadership continues to be an enigma, a secret sauce that changes its flavor depending on the culture it marinates in.

Danny Meyer, the restaurateur extraordinaire and author of ‘Setting the Table’, serves us the perfect metaphor in the restaurant industry. Think of leadership as the head chef and culture as the kitchen. The chef can introduce new recipes, but if the kitchen isn’t well-stocked or the sous chefs are stuck in their ways, the new dishes may fail to taste as good as expected. So, is it the chef who shapes the kitchen, or the kitchen that influences the chef? A resounding “yes” would be the answer to both!

A Dash of Culture on Leadership

Meyer, in his storied career, would often come across long-serving managers saying, “I’ve been here longer than any chef, and I’ll outlast this one too.” This flavor of resistance is a common ingredient in large, established kitchens.

Negatively seasoned cultures can spoil even the most positive leadership recipes. However, good leadership, much like slow-cooking, can gradually turn the sour taste of negative culture sweet. All it needs are a few successful dishes and some patrons singing their praises.

In contrast, poor leadership can quickly ruin a deliciously positive culture. Meyer often recounts the tale of a previously successful eatery that plummeted under a profit-hungry owner. The man overworked his staff and underinvested in quality, eventually leading to a mass walkout of staff and, ultimately, shuttered doors.

Leadership as the Secret Recipe of Culture

A restaurant, much like any other company, mirrors the values of its leader. As we’ve seen in recent times, patrons and employees respond strongly to restaurants that neglect social issues or fail to address discrimination.

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Leaders, like head chefs, need to ensure their kitchens are places of respect, safety, and equality. Danny Meyer himself exemplifies this principle, making sure his restaurants aren’t just diverse in their menus but also in their thinking and representation. His commitment to hospitality and service excellence shapes the culture of his entire restaurant empire.

Obstacles to Changing the Menu

The true roadblocks to changing a restaurant’s culture are internal – inflated egos, fear of the new, complacency, or rigid old beliefs. When a new recipe is introduced, there’s often pushback, even if the change improves the taste. Staff members might stick to the old recipe or gossip about the new one, actively resisting the change.

In a restaurant, just like in a remote work landscape, there’s less room for such negativity to brew. But as any experienced chef knows, if there’s even a tiny crack in the pot, the broth might leak. So, the question boils down to this – how can a head chef positively change the kitchen culture?

The Perfect Recipe for Positive Culture

People are drawn to a captivating vision, just like they are to a beautifully plated dish. They wish to follow a chef who values what they do. A good leader will extract 100% effort from their team, just like a good chef extracts 100% flavor from their ingredients. Here are some essential ingredients of a good leader:

Vision and Strategy: Just like a chef doesn’t merely instruct, a leader inspires. By setting a clear vision and strategic roadmap, leaders create a culture of engagement where everyone knows the restaurant’s direction and their role in its journey.

Ethics over empty words: Meyer always insists, “It’s not about what you say; it’s what you do.” Like the tantalizing aroma that wafts from a dish, the ethics of a leader permeate through their actions, laying the foundation for an ethical culture.

“It’s not about what you say; it’s what you do.”

Danny Meyer

Empowerment: Great leaders, like seasoned chefs, understand that the perfect recipe for empowerment involves three ingredients: responsibility, accountability, and authority. Leaders who encourage their team to make impactful decisions and shoulder the outcome of their choices inspire a culture of distributed leadership. Conversely, a kitchen with a micromanaging head chef is a kitchen where creativity is stifled and efficiency is bottlenecked, with all decisions waiting for approval from one person.

Lightening the mood, Meyer often shares a fun anecdote of his own. He once appointed a sous-chef to be in charge of creating the special for the night. Nervously, the young chef whipped up a dish that turned out to be a hit. The gleam in his eyes when Meyer complimented him was worth more than any praise or tip from a customer. It was a small yet significant step in transforming the culture of his kitchen – from micromanaged to empowered.

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The dynamic dance between leadership and culture in the restaurant industry, as anywhere else, is an ongoing one. However, once leaders learn to create a harmonious rhythm between the two, they’ll find that they’re not just setting tables, they’re setting the stage for a culture of excellence, respect, and success.

9 Steps for Peaceful Holiday Scheduling

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For hourly employers, ­­it is definitely not the most wonderful time of year. On top of the added stresses of hiring seasonal employees, creating seasonal schedules provides more of a burden. To minimize the risk of dampened morale, unhappy employees, and even legality issues, it is imperative to develop preventative measures to minimize scheduling issues. Here are 9 steps for peaceful holiday scheduling.

  1. Plan early. As mentioned in our previous Blog, always plan and be prepared for what is ahead. Holidays will always be an upcoming challenge for you. So will summer and back-to-school months. When you hire on a candidate, ask them what days, times, and holidays they would be willing to work. This can later avoid accusations of unlawful time off requests for religious-based lawsuits (Federal law states that you must make a “reasonable effort to accommodate employees sincere religious beliefs,” which means you must try and accommodate their time off requests for religious holidays). Also, be upfront and clear with your employees. Set clear expectations of black out days where no one gets to request time off.
  2. Don’t assume everyone wants to take time off. For some, like students back home from school break, the holidays allow for extra shifts, which equates to extra money in their pockets. Don’t assume your single workers don’t want to take time off, or that those with families want more time off. Most employees know their holiday plans in advance, so ask your staff to submit their time-off requests a month (at least) in advance so you can schedule accordingly.
  3. Release schedules for busy weeks well in advance. Create and give your employees their schedules early to allow flexibility for schedule adjustments – like shift switches and covers.
  4. Make note of seniority statuses. To be fair and avoid issues of demoralization, consider who has been at your company the longest and ask them what holidays, if any, they would like off.
  5. Consider who Has worked or is scheduled to work other holidays. Another fair tactic is to prioritize workers who have worked certain holidays previously, or is set to work a holiday already this season. This gives you reason to explain why one worker is getting the time off they requested over another.
  6. Be direct with seasonal employees. Your seasonal staff is there for just that – to keep you prepared for the holiday rush. Be upfront in your seasonal job descriptions and the number of hours, days, and times they are expected to work (we talk about this in more detail in our Guide to Seasonal Hiring).
  7. Try not to schedule consecutive shifts or coinciding shifts to the same workers. Not everyone wants to work all closing shifts, and especially shifts that coincide, like closing late one night and opening bright and early the next day. This is a great tactic to keep in mind for decreasing your turnover and retaining loyal employees.
  8. Alleviate the strain and spread out shifts. Breaking up long holiday shifts into smaller shifts evens out the strain. Also, utilizing shorter shifts is a way to monitor busy and slow times. Overstaffing and top-loading certain shifts can decrease profits, and make for unhappy employees (splitting tips with more workers means less money in their pockets too). Be flexible if it does get busier than you expect (you can utilize our “On Call” feature for times like this!) Or if it is slower than you expected, cut people and let them go home early.
  9. Incentive those who do work those holiday shifts. Incentives are a great way to attract, retain, and keep your employees happy. We are in one of the tightest labor markets we have seen in decades, and incentives make your brand stand out from the rest. A common incentive many companies offer during the holidays is time-and-a-half pay to those who work extra holiday hours/ shifts, but be wary as that can become expensive very quickly. You can also offer gift cards, more time off during regular seasons, priority pick on the next schedule, or even a small bonus to employees who work unattractive holiday shifts.

Do you have any holiday scheduling tips to share? We would love to hear from you! Comment your thoughts below.

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

Posted on by zippyapp

[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.

Kick Apps: 7 cool tools for restaurant operators

Posted on by zippyapp

[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)

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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!

QR-Scanning App Helps Restaurant Owners Find Employees

Posted on by zippyapp

[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.