Write a bartender job description around the shift you need covered
Separate opening readiness from supervised peak service. Adapt a bartender job description with clear ticket ownership, payment limits and manager backup.
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Hiring · 15 articles
Hiring for restaurants, cafes and bars
Hiring for a venue goes better when the role is defined before the ad goes out. These articles cover writing job descriptions for front-of-house and counter roles, deciding who owns each responsibility, and running a hiring process that candidates can follow.
Later articles deal with the middle of the process: organising applicants, interview questions tied to real shifts, planning stage and trial shifts, checking availability before an offer, and following up when a candidate goes quiet.
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A cocktail server job description for table service in a bar
Define who takes the order, makes the drink and follows up with guests. Adapt a plain floor-service role description and prepare the first shift.
Define a counter service crew member role before hiring
Give your next counter crew member a clear starting station, specific backup duties and a manager to ask before changing jobs.
Keep a reserve candidate informed without overpromising
Be clear when the job has been accepted, offer one owned update and close the conversation without asking a candidate to hold their calendar.
Compare candidate availability with the shifts you actually need
Separate the shifts you need, the availability a candidate states and any dated exceptions. Leave one manager responsible for the question still open before an offer.
A host job description for a busy restaurant entrance
Make arrivals, seating checks and guest updates clear before you advertise. Adapt a practical host description around your venue's actual entrance work.
Restaurant interview questions tied to real shift situations
Choose three real shift situations, ask useful follow-ups and keep clear manager notes. After hiring, turn teaching needs into a practical first-shift handoff.
Restaurant manager responsibilities that need a clear owner
Agree what the shift manager can decide, what stays with the owner and what happens when the owner is unavailable.
Restaurant positions and who owns each service handoff
Give each service handoff a sender, a receiver and a backup. Adapt a dinner-service map for your host, servers, kitchen and shift lead.
Plan a restaurant stage shift with clear expectations
Set the purpose, compensation and supervision before inviting someone in. Use a short kitchen handoff example to plan observations without relying on an applicant for cover.
Server job descriptions that make service expectations clear
Define the service work, checkout authority and training support before you advertise. Start with a copyable, editable restaurant server job description.
Create a restaurant employee referral process with clear next steps
Give staff one opening to share, let candidates apply directly and name the manager who will reply. Includes a practical two-referral server example.
Make it easy for hospitality candidates to apply
Three clear ways to apply, one company job board, and a human next step for each candidate.
Follow up when a restaurant candidate stops replying
Check the last conversation, offer a concrete next step and decide when to close the loop—without treating silence as a judgment about the candidate.
Record useful observations after a hospitality trial shift
Replace a vague impression with the task you observed, the help provided and a clear next step. A cafe till example shows what to record—and what to leave open.