Help wanted! - How to find good Bar Staff

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How do you still find good bar staff these days? And what do bar operators need to look out for to ensure they attract the right applicants? Angus Winchester has tackled these questions.

When I was a young bartender looking for a job in London, you still waited for Thursday and the Evening Standard and its classifieds section. All the job ads looked the same and generally read “Wanted: confident person for busy bar. Experience preferred but not necessary”. I went many unsuitable interviews because there was so much vital information missing. 

New media, diverse possibilities

But today, things could be very different. From the medium (social media) to the format (pictures, text and video) to the content, bar operators are able to recruit the best people. Not just good hospitality people but the perfect person for that role and business. So, what can we learn from these businesses? And how can you recruit the best people that you need to stabilise after the pandemic or grow into the opportunities it has presented?

The price of a new hire

It is important to calculate the ‘size of the prize’ for recruitment. How much does it cost to recruit and train a new staff member to fully operational status. Consider the manager’s time to write ads, read resumes and schedule interviews. Add to that checking references, onboarding as well as training. I once read that it is estimated to cost 15,000 euro per employee. A large part of that is the lost opportunity cost to employ an employee who is not fully trained. So once you calculate the number of staff you lose each year (the industry standard is 60%), you can see that it pays to take the issue seriously and invest in efficiency.

Recommendations from your own employees are precious

First, consider the method of getting the word out there that you need people. The best way is to ask employees for referrals, but in a formal setting. They usually know colleagues in their field who are looking for work, and they are also very familiar with the requirements of the job and the company culture. Moreover, they will usually only recommend people they know are a good fit. In addition, offering a compensation for a referral being hired, as well as a reward if they stay a certain amount of time, makes this a very effective tool.

Attract the right people and deter the wrong ones

Second, the job advert – either on a paid job portal or via social media channels – is vital. But what, where and how is crucial. A great job ad should attract the right people but repel the wrong ones. It is an advertisement for your business and business culture, and it also serves as a recruitment tool. It should include the culture of the operation and the people who work there. It should describe the job accurately and honestly, without exaggerating. It should explain why people enjoy working there (short videos or testimonials from employees are excellent) and what may be difficult about working there. Honesty is more important than listing awards won or or exaggerated claims.

Transport basic values

Remember to focus on your core values as they are a touchstone for the business and are paramount in finding the right team. These are the characteristics of the team and the company. They are characteristics that all employees either share or aspire to, and they show up in the business operations as well as in the day-to-day activities of the employees. Again, getting employees to talk about these characteristics will exponentially guarantee success.

Communicate wisely

Third, in this digitally connected world, we all have the ability to bring any advertisement to life with videos and images, as well as snappy copy. Remember, the best people have a choice when they're looking for work. You need to give them a reason to work for you – not just a place to work. Advertising should reflect the brand and mission of your business and be placed exactly where that message will resonate – not just anywhere. Choose them wisely, and have people share them to multiply the impact.

Open [Bar] Day

Another method to consider is an "open day". Here you can either set up an ad hoc day (or if it's a larger business, a regular monthly format) where an open invitation is sent out to visit the venue, meet members of the team and enjoy a drink while chatting with the team. A quiet evening should be chosen for this purpose. It is an investment that can pay off immediately or in the long run.

Good team members determine the success of a bar

Of course, recruiting well-qualified applicants is only the first link in a chain of activities that successful operators depend on. But if you need staff now or in the future, it's worth making the effort now, because a bar's success generally depends on who works here and who drinks here. These two tend to be closely linked – so it's important to get it right.