1. Candidates must supply proof of eligibility to work in the UK
No one wants a ‘Byron-like’ news scandal by hiring staff without a working UK visa. To avoid this it is crucial for potential employees to show all proof of their eligibility to work in the UK before they are even considered for the role.
2. Candidates should have previous experience within the role and a reference
If a potential employee has previous experience in the role they are applying for it is easier, as well as cheaper for them to fall into the role immediately. Or prepare the employer to train them in advance adequately for the role. It is also a good practice to ask for references from their past employers to verify their credentials as it is common for potential employees to exaggerate their experience on their CV.
3. Telephone/Video Interview
Before meeting for the official interview a good way of finding out the potential employee’s experience and credentials is to have a telephone or video interview with them. This is a great way to have a casual conversation about the role, helping to find out what the candidates interests & experience are. This also gives the employer an idea of weather they would be a good fit for the role.
4. Finding out their knowledge of food, hygiene health and safety
It is essential for employees to have basic food and hygiene knowledge to work in any food & drink establishment. This can be checked by a few questions during their interview or if they have professional certificates. Without basic food and hygiene knowledge establishments are at risk of health issues with customers.
5. A Trial Shift
One of the best ways of finding out if the candidate is qualified and experienced enough for the role is to have a test trial shift. Seeing the person actively in the role is the great way to see if they know what they’re doing, what areas they may need to improve on, and what training you may need to give. It is also great to see how they interact with fellow employees and most importantly customers.
Though these actions may seem obvious and time consuming but they are worth executing to ensure that the right person is hired on the first try.
Venues such as L’Atelier de Joel Robuchon, MNKY HSE, Gordon Ramsay, The Dorchester Collection, and Tom’s Kitchen in Somerset House rely on LuckyLink’s unique systems and features to help prevent the industry plague of hiring inexperienced staff.
Check out the website for more information www.luckylink.com