And the key to good recruitment and retention is usually patience, not rushing to fill positions with the first available person but taking your time to consider candidates carefully, review their applications and speak with their references. The more importance you place on good recruitment practices, the more your employees will respect you and deliver for you.
Among the poor recruitment practices that can lead to systemic morale and performance issues in your pub are the following examples:
- casual interviews which don’t probe the candidate’s personality and character
- no reference checking. (Some people will tell you that this is a useless exercise as nobody will give a bad reference but our experience tells us we can often tell from the character of the referee whether this is a good candidate!)
- Not setting clear expectations about number of shifts expected, payroll dates, uniform deposits, cash variance processes, dine and dash processes etc. (an employee manual will clear most of this up, more on that later)
- Ignoring poor appearance or dress at an interview because you think they will come to work looking better. They won’t.
Among the poor retention practices that occur are the following examples:
- Not reviewing employee performance on a regular basis
- Not rewarding great performance
- Not engaging employees in discussions about the business