Tag: labor

HOW TO RECRUIT & RETAIN “GEN Z” EMPLOYEES

Posted on by Franchise Strategist

Photo by fauxels

It is essential to consider Gen Z key preferences and values. Gen Z employees prioritize meaningful work and a sense of purpose. They are often motivated by opportunities for personal growth, career advancement, and the ability to impact society positively. Providing clear career paths and development opportunities is crucial to engaging and retaining them.


HOW TO RECRUIT & RETAIN “GEN Z” EMPLOYEES
By Johnny Dey

Finding, hiring, and retaining Generation Z employees requires understanding their unique characteristics, preferences, and attitudes toward work. As the newest generation to enter the labor force, Gen Z comprises individuals born between 1997 and 2012. According to the U.S. Department of Labor, as of 2020, Gen Z accounted for around 9% of the labor force, which is projected to grow in the coming years.

To attract Gen Z workers, it is essential to consider their key preferences and values. Gen Z employees prioritize meaningful work and a sense of purpose. They are often motivated by opportunities for personal growth, career advancement, and the ability to impact society positively. Providing clear career paths and development opportunities is crucial to engaging and retaining them.

Gen Z employees also value work-life balance and flexibility. They seek workplaces that offer flexible schedules, remote work options, and healthy work-life integration. According to a study by Ernst & Young, 75% of Gen Z employees believe that a flexible work schedule is essential to achieve work-life balance. Emphasizing work-life balance and offering flexible arrangements can be attractive to Gen Z job seekers.

Gen Z workers are also tech-savvy and expect employers to leverage technology effectively. They are comfortable with digital communication tools, collaboration platforms, and automation. Companies prioritizing technological advancements and providing a digital-friendly work environment will likely appeal to Gen Z candidates.

Gen Z employees also value diversity and inclusivity. They seek companies that foster a diverse and inclusive culture where they can express their authentic selves. Organizations that demonstrate a commitment to diversity, equity, and inclusion through policies, initiatives, and representation are more likely to attract and retain Gen Z workers.

Moreover, Gen Z employees tend to have a robust entrepreneurial spirit. They are interested in opportunities for innovation, autonomy, and creativity in the workplace. Companies that offer a supportive environment for entrepreneurial endeavors and provide platforms for idea sharing and collaboration will likely appeal to Gen Z employees.

In conclusion, attracting, hiring, and retaining Gen Z employees involves recognizing their preferences for meaningful work, work-life balance, flexibility, technological integration, diversity and inclusion, and entrepreneurial opportunities. By aligning company values with these preferences, organizations can better position themselves to attract and retain Gen Z talent in a competitive labor market.

Please note that while the U.S. Department of Labor provides information about the labor force and various demographic trends, specific statistics on the exact number of Gen Z individuals in the labor force may not be available as of my knowledge cutoff in September 2021. It’s advisable to refer to the U.S. Department of Labor or other reliable sources for the most up-to-date statistics.

Tips For Employers & Employees – Effective Job Interviews

Posted on by Franchise Strategist

Photo by Clem Onojeghuo on Unsplash

Suppose you have not decided what to offer someone or are still negotiating with the candidate. In that case, it’s best to provide a range rather than an exact number. This gives candidates an idea of what they could make if hired and shows that you are flexible and willing to negotiate.

Tips For Employers & Employees – Effective Job Interviews
By Johnny Day

Introduction
As a business, you want to hire the best employees you can. You want people with the right skills who can help the company reach its goals and grow. But only some people will be a good fit for your organization. In fact, according to one study, about 25% of new hires fail within their first 18 months on the job. At that rate, hiring five employees who fail in their first 18 months at work with your company is like hiring only three people who succeed in that time!
Offer salary range, not a specific number.

Offer a salary range, not a specific number.
Suppose you have not decided what to offer someone or are still negotiating with the candidate. In that case, it’s best to provide a range rather than an exact number. This gives candidates an idea of what they could make if hired and shows that you are flexible and willing to negotiate.

Have a plan for the interview before you go in.
Before you go into an interview, you should plan what you want to ask and what kinds of questions the employer will ask you. You should also have your resume and a copy of the job description. Bring a list of references who are willing to be contacted.

When it comes time for your interview, follow these tips:

* Know what you want to ask. The employer may only tell you about some aspects of the job. Instead, they’ll give out one piece at a time during different parts of the interview process to see if candidates are interested in both the work itself and all other aspects related to working there (e.g., pay).

* Have your questions ready so that if something comes up during or after their presentation or tour—like whether there’s room for advancement—then feel free to ask these things without feeling like an outsider who doesn’t belong!
Explain the company culture to candidates.

* Recruiters, managers, and executives should explain the company culture to candidates. Because culture is a set of values, it’s essential to define them early in the process. The goal is to give candidates an understanding of how your organization approaches its work and what being part of that organization means. It may be helpful for recruiters and hiring managers to refer back to this definition when conducting interviews with prospective employees because it can provide a common understanding among team members if they all use the same language when describing their roles within the organization.

Make sure they know what their duties will be.
Clearly outlining the duties of a job is a must. As a manager, it’s your responsibility to ensure that employees know their position and how a manager will evaluate them. If you’re hiring someone who has been doing this type of work for years, you’ll want to take them through orientation so that they know what you expect. If someone just graduated from school with little or no experience in your field, then I recommend taking some time out of their first week on the job to explain things like:
What is expected of them in terms of output and output quality? (This is usually tracked in metrics.)
How do we measure performance? (These measurements may include customer satisfaction surveys.)

Don’t be afraid to ask them to elaborate on their experience and qualifications.
Asking candidates to elaborate on their experience and qualifications is part of the interview process. Still, it’s also an excellent opportunity to learn more about someone’s personality and character. For example, if a candidate has said they have experience in social media marketing, then ask them to describe the last project they worked on from start to finish. On the other hand, if their resume lists specific projects, ask them what kind of work they’ve done in that area before.
If someone has little professional experience (e.g., a high school student looking for a summer internship), then ask them how they’ve approached learning new skills or subjects outside of school-related activities. For example: “Tell me about a time when you had to teach someone else something.”

Give them time to think about it.
Before hiring, ensure the candidate has time to consider it. Suppose they’re ready to sign on right away. In that case, it might mean that they’ve already taken a job elsewhere and are just trying to be polite by pretending otherwise. It’s also crucial that you give them plenty of time so they can ask questions. They probably have some concerns or reservations about joining your company—perhaps even some reservations about working with you—and those issues need to be addressed before anything goes any further. Finally, once someone is hired, their start date must be pretty close to the future. You want them to feel secure and comfortable enough with their decision that they don’t leave for another position before their first day at work; this would lead directly to lousy employee retention rates later down the line!

Tell them about the benefits package.
Benefits are a big part of the job. Make sure you have a good benefits package and your employees know about it. That way, they’ll feel valued by the company and be more likely to stay with you for extended periods.
What kind of benefits do you offer? Do you offer a 401K? Paid time off? Health insurance? These things all play into how willing someone will be to commit their life to your company—so make sure you’re offering them everything they need!

Ask if they have any questions for you.
If you haven’t already, ask your new employee if they have any questions.
Asking what’s on their mind will ensure you can address any concerns they may have about the position.
This is also an excellent time to make sure they are comfortable with the role and explain more about what it entails so that you can determine if this is a good fit for them.

Use these tips to conduct a more effective job interview that will help your company find and retain the best employees it can find When interviewing candidates, it’s important to be prepared with a plan. An effective interview will help your company find and retain its best employees. It’s also important to explain the company culture to candidates during this preparation process. You should also make sure they know their duties for an effective job interview that will help your company find and retain the best employees it can find.

Conclusion
This is a recap of the tips we’ve given above. If you need to decide which ones to use, mix and match them as needed.

CONTROLLING LABOR COSTS IN A RESTAURANT

Posted on by Franchise Strategist

Photo by Charlie Firth on Unsplash

Controlling Labor Costs In A Restaurant
By Johnny Day

Labor costs are a critical part of the restaurant business. The labor costs in your restaurant will vary depending on how much you staff your business, what kind of benefits you offer, how large your staff is, and how much turnover there is. If your labor costs are too high, it can cause issues with profitability. However, if they’re too low, then you may not be able to meet customer demand or provide the level of service that customers expect. Unfortunately, there’s no one-size-fits-all solution for controlling labor costs; every restaurant will have unique factors affecting its labor expenses. The best way to manage these costs effectively is by creating an action plan based on data from previous years’ budgets and actual payroll figures from those same periods. Here are a few tips as an overview to labor cost management.

Control Staffing Costs
Staffing costs are typically the most significant expense in a restaurant. Hence, it makes sense that controlling labor costs is one of your biggest priorities. You can do this by hiring the right people, ensuring you have enough staff to cover shifts and peak times, ensuring you have the right staff for the job, and keeping your team happy and engaged.

As you can see, payroll cost is one of the largest expenses in a restaurant. The good news is that they can be controlled by carefully planning how team members are scheduled according to past sales trends. In other words, if you control your staffing levels and manage employee benefits and turnover while keeping an eye on labor-related taxes, you’ll be well on keeping your payroll costs under control.

Control Employee Benefits
Employee benefit costs can be a significant part of your labor costs. Health insurance and retirement benefits are usually the most expensive. Still, you may also offer additional perks such as vacation time or sick pay. As a business owner, it’s essential to understand what is covered under each employee’s benefits package. In addition, it’s critical to keep these costs in line with your budget and ensure that employees have everything they need to perform their job well. Also important is communicating these details clearly with employees. Take the time to ensure there are no misunderstandings about what they can expect from their benefits package.

Create A Management Staff That Must Multitask
To keep labor costs low, you must have a management staff who can multitask. A manager should be able to manage multiple employees and tasks simultaneously. This means they must be able to effectively prioritize and delegate tasks, as well as address any issues that arise from the execution of those delegated tasks.
To do this effectively, managers need a solid understanding of how their business works. They need to know what positions are required for optimal performance. For example, what duties each requires and how these roles relate to the greater operation (i.e., if an employee is late or leaves early). With this information readily available, managers can quickly decide which tasks they should assign where they’re needed most—and whether or not an employee might need training before taking on new responsibilities.

Optimize Your Team Member Schedule
Optimizing your team member’s schedules is essential in controlling labor costs. Optimizing your schedule ensures that every shift has the correct number of workers and that no worker is over or underutilized. You’ll want to define the problem before starting on a solution, however, so here’s how:
Figure out how many labor hours are used for each shift in your restaurant. Then track this number each day across all shifts
Review the duties performed by each employee during their shift(es), and allocate labor costs per job type (e.g., food service or dishwashing) according to industry standards or best practices
Determine how many hours each job takes based on its nature.

Software Helps Manage Labor Costs
As a business owner, you want to ensure that your business stays profitable. One way to do this is by software designed to help you control staffing costs. Labor management software can help you accomplish this goal by keeping track of time, attendance, and scheduling in one place.
You’ll want to use the right labor management software for your business. Find one that’s easy and efficient to use so that it doesn’t create more work for yourself or your employees (who are already busy enough). It also has to be affordable and reliable to provide accurate data about when employees start and stop working each day.

Conclusion
A successful restaurant can positively impact the local economy, but not if it’s not profitable. Therefore, controlling labor costs in your restaurant is one of the most important aspects of restaurant operations. Follow these few tips and see how they improve your bottom line.