In the following pages we will try to give you some sound, practical advice in hiring and retaining good employees. We believe that a focus on these two topics is the key to great human resource management.

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
Owner Insights
People will travel for an Irish Pub. We have people who drive distances more than an hour away to visit our pub.
Irish Pub Operator | NEW JERSEYView Owner Insights
Fun Facts

The Irish Pub Concept came about inn 1992 as the result of an initiative by Guinness Brewing Worldwide, who had watched the great growth of Irish Pubs in Europe during the late 1980s and early 1990s.

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