Bring abundance into your application situation.

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Choose your employees carefully.
If all employees work together towards a common goal, momentum and a positive working environment are created that attracts other suitable employees. With a clear company vision, you not only formulate job advertisements more accurately, but you can also interview potential candidates more specifically iran phone data and assess whether a collaboration makes sense. Because it usually comes back to haunt you after a short time if you simply hire the next best employee due to an acute shortage of employees. The costs of changing employees are usually higher than the short-term search for alternative solutions (e.g. overtime for existing employees or short-term staff leasing).

Klaus Kobjoll from Schindlerhof in Nuremberg carefully implements this idea: "The applicants go through a meticulous 14-part recruitment filter. It takes a few months to get in here, even if the suffering is great."



Invite applicants to send unsolicited applications, even if you have not advertised a position. To make this easier for applicants and companies, you can provide an application form on the website. If the form contains the essential questions and is a certain length, only those interested parties who are really interested in the company will take the time to fill it out. In this way, the application form pre-selects. If you do not have a need for anyone at the moment, you can create a pool of applicants or pass on good applicants to other restaurateurs. Because regardless of your quality as a restaurateur, the day will come when an employee decides to go to another "coach". Then you can fall back on your own pool of applicants or ask other restaurateurs for support.