<img height="1" width="1" style="display:none" src="https://q.quora.com/_/ad/0198544fd2514a0fb72f9b9f75905f7f/pixel?tag=ViewContent&amp;noscript=1">

Source, screen, and interview applicants faster


Collect new hire paperwork and signatures digitally


Connect your Workstream data with your HR platforms

Featured Reads
How to elevate customer experience during a recession
Checking the box on hiring and retention
For our customers: Product roadmap sneak peek
Latest Podcast
Episode 11:

Subscribe to Email Updates

    Recruiting strategies | 4 min read

    What to know when onboarding a new restaurant employee

    Almost all employees experience first-day jitters when they report to a new job. The best way to set them up for success is to prioritize new employee onboarding.

    In this article, we'll go through some of the ways you can start an employee onboarding program for your food service new hires.

    What is onboarding? 

    Sometimes referred to as 'organization socialization' or 'employee orientation,' onboarding is simply the introduction phase of the employee life cycle. It's the time needed to introduce the new employee to other employees, to their workstation, to the business processes, and ultimately, to the culture of the organization. Without a good onboarding process, an employee may flounder and perform poorly, not because of a lack of skills and talents but rather a lack of knowledge of the company's values, mission, and processes. The onboarding process is the responsibility of the owner or manager of the restaurant and should be taken seriously. 

    According to a recent article from the Society for Human Resources Management (SHRM), 69% of employees are more likely to stay with a company for three years if they experienced great onboarding. Furthermore, organizations with a standard onboarding process experience 50% greater new-hire productivity. While onboarding has always been considered the first step in the employee life cycle, employee onboarding in food service should be incorporated in the restaurant as more than a first-day event.

    You may be asking yourself, "How long does it take to onboard a new employee?"  Depending on the scope of the restaurant's business, the onboarding process can last between 10 and 30 days. The point is to allow ample time for the employee to adjust, learn, and grow during this phase while adapting to the restaurant's culture along the way.

    The four Cs 

    Most organizations have adopted what is known as the Four Cs to properly onboard a new hire. For employee onboarding in food service, we recommend adjusting these steps slightly. The typical Cs are: compliance, clarification, culture, and connection. With a slight change, these are now the four Cs that can help bring out the best in a newly hired restaurant employee.

    1. Compliance 

    On the first day on the job, it is very important to give the new restaurant employee a copy of the employee handbook, if one exists. They should also be made aware of policies such as the Americans with Disabilities Act, Fair Labor Standards Act, Sexual Harassment policies, or any other relevant government regulations or employer policies. This is considered the foundational information that the employee needs to know the "rules of the game." Be sure to have the employee indicate that they have read these policies and acknowledge that they've received a copy by getting their signature on paper. This keeps everyone on the same sheet of music and protects both the restaurant and the employee.

    2. Clarification 

    The step of clarification involves ensuring that the employee knows his or her responsibilities as it pertains to the job functions. At this step, it is wise to give the new hire a copy of their job description and explain what is expected of them. This is also a good time to point out where the break room and bathrooms are located, when breaks are scheduled, the shift days and times, how to clock in and out, what to wear, etc. 

    3. Culture 

    In this third step, the employee is given the history of the restaurant, its parent company (if applicable), the values and mission of the restaurant, and how the new employee's role fits into the overall success of the organization. This is also a good time to share stories of employee parties or retreats, customer success stories, and more. The point is to try to give the new hire a feel on what working in the restaurant is usually like and what the big picture represents. 

    4. Confidence 

    It is difficult to gauge the confidence level of a new restaurant employee in the first few days. Instead of leaving the success of the employee to chance, it is better to help build the employee's confidence early - that is during the onboarding process. To do this, explain to the new hire how working at your restaurant can help them in their career. For example, if your restaurant offers the opportunity for upward mobility, as in a large corporate setting, show them the steps they can take to grow within the organization. Share stories of other employees who started where they did and then rose through the ranks. Or explain how many of your employees have been able to complete college courses because of the flexible hours or reimbursement the restaurant offers. The objective is to give the new hire a sense of purpose, a goal to achieve that encourages them to be better and that gives them more pep in their actions.

    The First Day 

    The first day of work is always confusing for the new restaurant employee. The last thing you want is for them to feel like they are on an island looking for something to do. A good onboarding process that includes the above four steps is a great start in providing the tools and resources needed to warmly welcome the new employee. With the expectations and scope of their job covered, along with a good feel of the company culture and booster shot of confidence, the new restaurant employee will be engaged in their work and fitted for success. 

    Are you a restaurant manager looking for a more efficient way to recruit new employees to your company? Well, look no further. At Workstream, we help you streamline your hiring process using automated tools so that you can hire better and faster! Schedule a demo with our hiring specialists today so we can tell you how we can best meet your hiring needs.

    Related Categories

    Recruiting strategies

    Zakiyah Hanani

    Zakiyah is a freelance content writer. She’s a lifelong learner, looking for opportunities to expand her horizons whenever she can. She loves traveling, playing volleyball and reading up on general developments in the industry.

    You may also like:

    Recruiting strategies

    The pros and cons of temp-to-hire agencies

    Do you find yourself spending too much time on the hiring process? Perhaps you're looking into a temp-to-hire agency, wh...

    Recruiting strategies

    Why some businesses don’t take advantage of WOTC, and how you can

    Whatever your industry or type of business, every company should strive to establish a more diverse workforce. When you ...

    Recruiting strategies

    Americans with criminal records: A motivated workforce you shouldn't overlook

    In today’s job market, finding hard-working, reliable employees is already challenging for most businesses. Ruling out a...

    WS Blue Gradient

    Schedule a Demo

    We serve companies ranging from brick and mortar small businesses to Fortune 500, simplifying the hiring process for:

    • Transportation Companies
    • Hospitals & Assisted Living Centers
    • Grocery & Convenience Stores
    • Restaurants - QSRs to Fine Dining
    • Parks, Stadiums, Arenas
    • Manufacturers / Warehouses
    • Gas Stations
    • Festivals
    • Gyms & Salons
    • Hotels, Resorts, Wineries
    • Logistics Partners