• As the Hiring Manager of a multi-location restaurant group in Arizona, I was tasked with managing the full recruitment cycle of five stores.

• This role was particularly challenging due to the high turnover rate typical in the restaurant industry, especially among younger workers.

• My goal was to maintain a steady pipeline of qualified candidates to quickly fill positions as they became available, while also working to reduce turnover and minimize hiring expenses.

• High Turnover Rate: The restaurant industry, particularly in recent years, has seen a trend of increased turnover among Gen Z workers. This necessitated a constant, proactive search for potential team members.

• Multiple Responsibilities: Alongside my hiring duties, I juggled executive support, operations support, customer service, and administrative tasks.

• Early-career Workforce: Many of our employees were high school and college students, creating a constantly shifting talent pool as their priorities and schedules changed.

• Budget Constraints: Balancing the need for experienced candidates with budget limitations was an ongoing challenge. We had to find candidates willing to work for minimum wage or slightly above, while still meeting our quality standards.

coordinating interview schedules with candidates

To address these challenges, I developed several key strategies:

• Proactive Candidate Sourcing: I continuously sought out potential hires, even when positions weren't immediately available. This allowed us to quickly onboard new team members when vacancies arose.

• Efficient Onboarding: Facilitated an efficient initial onboarding process, making it quick and user-friendly. This ensured new hires could start their roles smoothly, minimizing disruption to our operations and allowing them to integrate into their teams more rapidly.

• Resource Optimization: With limited resources, I had to be creative in finding and attracting top talent. This involved leveraging social media and employee referrals.

• Strategic Job Posting: To minimize costs, we continuously renewed free job posts on platforms like Indeed, reserving sponsored posts only for urgent hiring needs.

contacting shortlisted candidates for job offer

• Managing the hiring process for multiple locations while juggling other responsibilities was undoubtedly challenging. However, it was also incredibly rewarding. I developed a deep understanding of the unique hiring landscape in the restaurant industry and honed my ability to identify and attract talent in a challenging market.

• This experience reinforced my passion for people management and my belief in the power of building strong, cohesive teams. While the high turnover rate was a constant challenge and some retention factors were out of my control and influence, it also provided opportunities to continuously improve our hiring processes and bring fresh energy into our restaurants.

• Despite the ongoing challenges of turnover in the industry, I was able to maintain a steady flow of quality candidates and streamline our onboarding processes. This experience has equipped me with valuable skills in strategic hiring, team management, and adaptability – skills that I'm excited to bring to future roles and challenges.