ELECTRONIC HOUSE CALL - November 26, 1999

I'M NOT ALONE
In the last few issues, I have been beating the drum for the idea that we only have a labor shortage because we have bought into the idea that we cannot find enough good people who want to work. They are there . . . but they are already working, not wandering the streets looking for a job! Here are recent notes from two readers who share my point of view on this

Mark Page <page.mark@tatravelcenters.com> of Travel Centers of America writes:
On your comment on "going out and actively recruiting" good staff; let me tell you, it works! Our company recently opened a very high volume QSR in the mid south where hiring good managers has always been a challenge. Our new restaurant was fully staffed with very good managers. When I asked how this was achieved, the hiring manager told me he simply went to existing restaurants and asked questions whenever he spotted what he thought were good people.

"How long have you worked here?" , "How long have been a manager for so-and-so company?", etc. He would then give the good employee/manager his card and tell them we were looking for good people. He got excellent results.

Now, to some people, I believe, this will sound so easy as to be unbelievable. To others, it may seem difficult or uncomfortable. I want to tell you, it's neither. A restaurateur in a competitive market should make this part of his/her routine, to periodically get out and look for good people.

A note from the Doc:
Good people tend to hang out with good people (and dirtballs tend to hang out with dirtballs!) I suggest you do not make a direct offer -- it can get you in trouble with the proprietor. Rather, as you hand a potential star your business card you might say, "You really impress me with the way you handle yourself. If you know of someone like yourself who might be looking for an opportunity, have them call me." Half the time, the person will show up themselves, but they may also refer you to another likely suspect you never would have met.

Van Glaman <LPisa82273@aol.com> of Lombardi's Restaurant in Salisbury, MD writes:
Whenever Applebee's comes into a community, they send out recruiters into area restaurants. They eat a meal, evaluate both their server and the other servers in a neighboring establishment, pick out the strongest prospects and approach them. We independents need to learn some of these practices and do unto them, before they do unto us.

For back of house staff, hire Honor Students. Make your establishment the place where winners work, not losers. You'll have to be more flexible in scheduling around activities. We have three High Schools in town, so balencing our staff evenly helps us staff around major school events. If you have only one High School, but there's a college or Community College in the area, balence your staff this way. If a kid has the dicipline to get good grades, then he/she usually will be a quick study and both a careful & competent worker.

Most importantly, always work with the parents. I interview the parents as well as the student. The kids are going to tell you they can work 7 days per week, the parents are going to tell you otherwise. Work with the parents to keep the kids grades up, by not overscheduling, and everyone will be happier in the long run.

A note from the Doc:
You may also find it advantageous to "work" the local high school or college sports teams. Team players have more discipline and if you can work with the coach to be sure your needs and the needs of the team can be accommodated, the coach will feed you an ongoing supply of motivated workers year after year.

Happy Thanksgiving . . . and welcome to the holiday crunch. The pace of business will be hectic for the next month and that is good news . . . but be sure to allow yourself a little personal down time so you do not burn out before New Year's Eve!

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