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  • Hiring, training and maintaining the best restaurant and foodservice staff possible
    applicants much less quality applicants You might have to look further than posting a Help Wanted sign in your window Consider in house first Is there someone currently on your staff who could do the job or someone who used to be on your staff that you could lure back If not ask your staff if they know anyone Advertise your job opportunity online and be sure to list all the qualities you are looking for Make sure that you get applicant references not just from their previous boss or manager but from fellow employees as well Many times the best reference you can get will be from the person who had to work alongside this applicant every night five nights a week Ask about teamwork dependability and attitude If you don t have the time or energy to do this also consider hiring a staffing company to recruit and vet potential employees first 3 Outline your goals and standards immediately Be sure to have a list of your goals and standards as well as some sort of a training manual to give to each new employee Your restaurant must have rules and regulations that each employee must follow and respect as well as guidelines for the job itself Make sure that all these rules regulations and guidelines are documented on paper so that you can refer back It is also handy for the new employee to take home the training manual and study it so that he she has a better understanding of your restaurant and is better prepared 4 Train new employees properly There is a fine balancing act of how much training is necessary before an employee begins working To find that balance figure out a minimum level of acceptable performance for each job in your restaurant List the specific tasks and training needed to support them and then determine the relative importance of each task Decide which ones need immediate action and which ones that can be mastered on the job or down the road Be consistent with your training Make sure that each and every employee receives the same information and training and is able to offer the same levels of service expected from your operation If training is not your strong suit consider hiring a consultant to build a training program and or write a training manual for you and your staff 5 Train management team properly Many restaurants and foodservice operations reward their best servers and bartenders by promoting them to be managers However in many instances this move sets up these outstanding employees for failure No matter how good they are serving customers they are usually not adequately trained or prepared for their new roles in management Managers must be able to lead their teams and communicate properly while offering support to team members They also must handle disputes between staff and customers as well as between staff members themselves A manager is the coach of the staff and must lead his

    Original URL path: http://www.restaurantcentral.ca/Hiringandtrainingfoodservicestaff.aspx (2016-02-14)
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  • Three ways to provide a permanent solution with temporary staffing
    900 people on a Friday This is where having the right business partners comes into play With respect to ordering products and supplies you can generally come up with ratios that work to a per guest formula and so long as you are dealing with a supplier that can respond to your volumes generally speaking you are set Staffing however can be a completely different situation and is often times the determining factor in the decision to take on a large event or not If at the best of times it can be a challenge to find qualified employees that want to work in the hospitality industry then when you add in seasonal and temporary on top of that it can be next to impossible to hire and train staff with any consistency So what is the answer There are three things that can positively impact your business in terms of staffing Firstly develop your core staff It doesn t matter if it is three or 30 people but make sure that there is a nucleus of people that know and understand the business and want to be there Make sure that they are treated like family provided you like your family Secondly know when to ask for help There will always be times that come up when something seemed easier on paper or in the planning phase In most businesses there are perimeter staff that can assist in a pinch and if not there may be business associates or friends The trick however is knowing when to ask Third and potentially most impactful is to find a good temporary staffing agency that is reliable and that you can work with and trust Companies like Calgary Cater Crew provide the staffing that helps to bridge the gap to a successful

    Original URL path: http://www.restaurantcentral.ca/permanentsolutiontemporarystaffing.aspx (2016-02-14)
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  • What the moratorium on the Temporary Foreign Worker Program means to franchised restaurants
    were restaurants and the offenders have been subject to intense media scrutiny and public backlash since the announcement There have been calls for boycotts of the businesses and we are witnessing transfers of ownership of some of these businesses from franchisee to franchisor as a result The investigation against at least one of the three employers was triggered by a complaint from a Canadian worker who claimed to have been let go from her job while foreign workers maintained their positions Based on details that have been published by the media it seems that at least one of these employers may have been making an honest attempt to comply with the TFWP s onerous and convoluted requirements when they were determined to have gone afoul of the spirit of the Program Specifically the TFWP is intended to ensure that Canadians are first in line for any job in Canada but an employer who has been issued an LMO authorizing the employment of a foreign worker is subject to complex compliance requirements regarding the terms and conditions of work offered to the foreign worker The Program s employer compliance requirements can effectively require that foreign nationals be given preferential treatment over Canadians after the LMO has been issued These technical details have gone unreported by the media which over the past year has repeatedly and grossly misrepresented the realities of the TFWP to incite public discord Many small business owners contend that there is a shortage of low skilled labour in many regions of the country and these entrepreneurs must rely on the TFWP to staff their operations when no Canadian can be found With this moratorium many employers feel that they are left without any recourse when attempting to staff their businesses and the restaurant industry has been singled out

    Original URL path: http://www.restaurantcentral.ca/TemporaryForeignWorkerProgrammoratorium.aspx (2016-02-14)
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  • The leadership effect: How hiring the right people can improve your business operations
    them go What did they do that caused their exit Include those things as a cause for dismissal without question in your job ad Include three of your core values in the job ad Your business does have core values right Explain that all employees live those values every day and make the case for why they affect the guest experience and company culture Include a picture of your team front of house back of house or both This image will give candidates a human face for your business Take out your smartphone and video interview someone currently working in that position In 60 seconds have the employee being interviewed list the top three things they love about your business and company culture and make a short statement on what they would say to anyone considering applying for the role This short video can then be posted on a private YouTube channel and the link can go in the job ad it can also be posted on your social media pages and website Many of our clients have adopted the points above and really put some time into them They in turn have attracted great candidates to their businesses who connect with their culture and saved thousands on poor hires and employee turnover Management and leadership positions No matter how large or small your operation is you have leaders in your business people who not only manage required processes but whom your employees look to for direction and guidance For most operations this is your management team With more and more operations opening across Canada attracting great management is getting more challenging each year The process above will help you attract more of the right management talent to your business The next step is the interview This is the time to fully dive into the applicant s experience and talents as well as how they feel about and connect with your operation It is proven that staff don t quit your business they quit your management teams We also know that the best businesses have great managers and leaders in place To make sure that your next management hire is the right fit for your business we recommend the following exercise as part of your interview process Management candidate mystery shop Once a management candidate has passed the initial interview stage have them perform a mystery shop on your business Provide the candidate a gift card or cash and ask them to come in and eat and drink during a peak period in your business Tell the candidate that in the next interview they should be prepared to show your leadership team in 30 minutes the three things they feel you are doing very well the three things you need to improve and any other insights they would like to share This will allow you to learn some important things about your candidates Do they see the core things you do with excellence the same way you do You know

    Original URL path: http://www.restaurantcentral.ca/hiringtherightpeople.aspx (2016-02-14)
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  • Workplace accidents in the restaurant industry: They cost more than you think
    of an accident also result in loss of productivity including Supervisor wages for time attending to the accident must be assigned to the total costs of the accident Filing accident and investigation reports to insurance company and regulatory agencies and the expense of accident investigation and recommendations for preventive measures are to be considered The cost of wages for an injured worker s return to a job could also be a factor if the worker s performance decreases Remedial and compliance costs for equipment safeguards following the event response to regulatory hearings and equipment modifications for compliance can be costly including special safety training procedures and monitoring of results as directly related to the accident Cost of criminal negligence There is a potential cost experienced by owners who might be found guilty of violating workplace safety regulations i e not doing everything reasonable in the circumstances to ensure the safety of workers When the calculable workers compensation and employee disability payments are combined with the potential costs incurred by owners in defending against criminal negligence the true cost of workplace injuries becomes staggering These costs however are unnecessary Studies show that about 85 per cent of all workplace injuries and fatalities can be avoided and that most workplace accidents and injuries stem from human error or inattention By making sure employees have been properly trained for their jobs by requiring all employees to adhere to safe workplace practices and by getting managers as well as the rank and file to make a genuine commitment to safety accidents and incidents can be reduced The role that owners and managers play in effective safety programs is crucial If employees see managers and supervisors disregarding safety rules or treating hazardous situations lightly then they will feel that they also have the right to

    Original URL path: http://www.restaurantcentral.ca/Workplaceaccidentsrestaurantindustry.aspx (2016-02-14)
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  • New health and safety resources for B.C. restaurateurs
    health and safety resources for B C restaurateurs March 11 2014 Tweet Leave a comment In conjunction with eight B C restaurants go2hr the province s tourism human resource association has developed industry specific resources to help foodservice operators with their health and safety practices Employer guide to managing workplace injuries The growing duration of injuries is a major contributor to rising claims costs and employers annual premiums This guide

    Original URL path: http://www.restaurantcentral.ca/healthandsafetyBCrestaurateurs.aspx (2016-02-14)
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  • Health and safety programs: An overview for the restaurant industry
    And more importantly they mean that workers and their families suffer pain and have their lives disrupted If accidents are prevented the savings can be significant less overtime less retraining and less time spent investigating accidents to name a few Other benefits are also rewarding morale improves and workers feel valued Restaurants take pride in the service they offer customers Sometimes employees take customer satisfaction so seriously they think of their customers safety before their own Restaurants could prevent many workplace injuries by paying the same kind of attention to employee health and safety as they do to customer satisfaction The four most common types of accidents in the restaurant industry from 1992 to 1996 were Being struck by an object or equipment caused 24 per cent of the restaurant industry s accepted time loss claims These are accidents where the worker is injured by a moving object such as equipment and tools Falls on the same level accounted for 18 per cent of all time loss claims Seventy per cent were caused by slippery surfaces and 5 per cent were due to tripping or rough surfaces Women had claims for falls on the same level two and a half times more often than men Sixteen per cent of all accidents in restaurants were burns and scalds Contact with food products for example soup tea sauces accounted for 39 per cent of these burns and scalds and 35 per cent were the result of contact with fat grease or oil Overexertion contributed to 14 per cent of all time loss claims Of these 82 per cent were due to manual handling of containers such as boxes and cartons These are injuries resulting from the application of force to an object or person such as lifting pushing pulling and carrying A

    Original URL path: http://www.restaurantcentral.ca/Healthandsafetyprograms.aspx (2016-02-14)
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  • CRFA members in Ontario can save five per cent on WSIB premiums with special training course
    in Ontario can save five per cent on WSIB premiums with special training course October 2 2012 Tweet Leave a comment Restaurateurs in Ontario know that Workplace Safety Insurance Board WSIB premiums can be a big expense in our labour intensive industry And with a 14 billion unfunded deficit in the WSIB account premium rates are likely to increase over the coming years That s why CRFA is working with WSIB to offer training to our members that entitles them to a one year five per cent premium reduction The four day course is available to owners or senior managers of CRFA member restaurants that pay 90 000 or less in WSIB premiums per year and is customized for the restaurant industry to help operators reduce their WSIB costs increase productivity satisfy health and safety legislative requirements and keep their workers safe As an eligible CRFA member you will receive a one time five per cent rebate upon completion of the program which includes attending all four sessions and submission of program requirements Return to Work Procedure Inspection Procedure Self Evaluation Checklist provided Health Safety Action Plan When and where 7 30 a m to 11 a m Nov 5

    Original URL path: http://www.restaurantcentral.ca/CRFAmembersinOntariosaveonWSIBpremiums.aspx (2016-02-14)
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