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Help Wanted! How to Attract and Retain Talent in a Tight Labor Market

“It is certainly a much more challenging environment with fewer job seekers and endless employment opportunities for those who are looking,” says Mike Jensen, senior vice president of operations for Golden Chick, a restaurant chain headquartered in Richardson, Texas. “Open spots on store rosters take longer to fill in many cases. The days of only hanging a ‘now hiring’ banner or simply waiting for the right candidates to walk in the door has passed.” Patrice Rice, CEO of Patrice & Associates, which specializes in recruiting for all restaurant and hospitality jobs, notes restaurants have always competed for top talent, but now it is even worse as the labor market has actually transi- tioned into a “candidate’s market.” That’s why companies that offer a good work/life balance are taking a major lead in attracting employees. “The restaurant industry has been notorious for requiring their staff to work long hours, weekends and holidays. While it’s common to offer two days off during the week, some restaurant employers are starting to offer two consec- utive days off, creating a weekend during the week, which isn’t as common,” Rice says. “Some are also starting to offer rotating weekends off, allowing more time with family, or fast vacation [accrual] such as 18 paid days off after first year.” Attracting Workers Some restaurants are being innovative to attract top talent, and salary is no longer the focal point alone. Mike Richey, owner of four Golden Corral restaurants in Utah, Ohio, Georgia and Florida, is actively involved in the process of hiring and creating an atmosphere to maximize production and satisfaction among employees at each of his locations, and notes 2018 is one of tightest labor markets he has ever experienced.