The following steps are critical in hiring the best restaurant manager for your establishment.
Isolate your needs
While this step may seem obvious, many owners launch into advertising positions lacking clear direction.
Every kitchen and dining room is different. Does the head chef need help managing the kitchen? Is ownership active in management? Are there peculiarities in the front of house or in the accounting software that require a specific skill set?
Why is the current manager leaving and what unique skills are being lost that are needed in the new hire?
A good review of your operations and the job description will isolate the skills, industry knowledge and education/training your ideal candidate must possess.
Cast a wide net in your search
While some believe placing classified ads in newspapers and on employment sites is sufficient, a broader search is required. If you are going to hire the best restaurant manager, you may need to reach prospects that aren't actively searching for a job.
The first source for applicants comes from your existing employees. While the right person may not be on your staff, most worked for several managers prior to joining your team. Ask for referrals.
Social media reaches a diverse audience and needs to be part of your search. Consider posting on Facebook pages, LinkedIn or Twitter; describe the position and ideal skill set and you will add qualified applicants to your talent pool.
Talk to friends and maybe even a few good customers. Ask what other restaurants they frequent and why. You might hear about a manager you want to target.
Prepare proper interview questions
This part should be fairly easy and should not include asking "if you were a tree, what kind of tree would you be?" USNews.com compiled a quality list of other things not to ask during an interview.
Keep questions straight-forward and related to the list of needs.
Prepare a few tough scenarios for the applicant to address. You may want to ask how to handle a unique customer complaint, while another question could involve a difficult staff member or issue.
These questions shouldn't have an obvious "right" answer. They should require interviewees to weigh different options, thereby helping you determine the applicants' priorities in the restaurant. This will also help you judge their style and disposition.
Hands-on time in your restaurant
The top few applicants must spend time in your restaurant. Have them shadow other managers, shift leaders, servers and kitchen staff.
Observe the way applicants interact with your staff and customers. Then ask them what they like about the flow and functionality, along with their ideas on how they might improve efficiency and the customer experience.
Your employees will provide a different perspective on applicants' personalities. While it may be hard to gauge work ethic or leadership skills, your staff will tell you if candidates have a good heart and an open mind.
Check references
This step should go beyond calling the former employer with a list of questions. A visit to their current/prior establishment may offer insight on their management style. You may even meet a server willing to share candid thoughts, but be sure you comply with local regulations.
Referencing online review sites may also provide insight on how well the candidate's current or former restaurant is managed.
It isn't feasible to undertake too much leg-work for the bulk of the applicants, but this should be done once the search is narrowed to one or a few candidates.
Don't be penny-wise and pound-foolish
Some owners let the ideal candidate walk because of a salary demand. Take a hard look at your budget prior to making that decision. If negotiations can't land the right person at the salary you have in mind – you may simply need to fund a higher salary.
A few hundred dollars a month may seem cost-prohibitive, but the right person will trim other expenses. More important, a better experience for your customers will increase your revenue.
