Achieving an excellent standard of staffing requires time and a good deal of effort. Losing someone from our staff is often a two-edged problem - we lose the experience and expertise of the server leaving, and we have to start-up the hiring process one more time.

One of the attributes effective interviewers have in common is that of being a good listener. It’s extremely difficult to learn anything about a prospective employee if you’re doing most of the talking.  Watch the person’s facial expressions and body language. Use every valid impression you can to help you make the right choice the first time.

The costs of hiring the wrong employee can be staggering.  It is better to operate short-handed for a period and rely on your existing staff to cover shifts than hiring someone unqualified or inappropriate for the pub. It will be more advantageous in the long term.

Here are some tips on how to make the process reap better results.

Application Presentation

The appearance of a person’s application for employment often reveals as much about his or her level of professionalism and attention to detail as does the written information it contains. It is neatness, completeness, and presentation reflects much about the author.  Make note of how the document looks and any impression it might give you about the person.

Screen for Scheduling Limitations

When you’re handed a completed application, ask the individual a few screening questions, such as how many hours a week he or she needs to work, and how much money the person needs to earn a week. Also, find out if the applicant has reliable transportation, and if there are any scheduling conflicts, of which you should be aware.

Full-time versus Part-time

In time, you will see patterns of behavior appear within your part-time and full-time people. As a guide, it is recommended that you look for people who can commit to three to five shifts per week rather than those who can only commit to one or two. There are a number of reasons for this, but primary would be the need to develop people who will become intrinsic to the operation rather than those for whom it is a necessary chore once or twice a week.

Manage Expectations

It is best to give a realistic estimate of how many hours a week a prospective employee might work, and how much the person can expect to earn.

The Two –Interview Process

The hiring process is too crucial to rely on only one interview, or one set of impressions to make the hiring decision.  It is best to have another person conduct a second interview, after which, you’ll have someone with whom to compare notes.

Personality and Demeanor

Not everyone has the personality to work in a pub. It is important to determine whether the person will fit in with your guests, fellow-employees, and management team.

Ability to Flex

No matter how experienced a server is, there will still be aspects of the job that require the person to adapt to new ways of working.  While you are interviewing prospective servers, assess how flexible and willing to learn the individual appears to be.  Avoid hiring employees who think their learning days are behind them.

Owner Insights
Here at our pub we have a wide range of demographics. As a restaurant we experience everything from families with children, teenagers, couples of all ages, groups of friends of all ages, and elderly.
Irish Pub Operator | MINNESOTAView Owner Insights
Fun Facts

Some of the most unusual places to find one or more Irish Pubs are Baku in Azerbaijan, Ulaanbaatar in Mongolia, Gili Trawangan in Indonesia and Ushuaia in the most southerly tip of Tierra del Fuego.

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