Whether tools are suitable for recruiting both front-of-house and back-of-house staff in restaurants depends on whether the problem lies in resume preparation, initial interview arrangements, or candidate sourcing. If you've already received candidates but are spending a lot of time reviewing and re-questioning them in each round, you can evaluate resume analysis and online initial interviews.
First, determine what judgments are required for this job.
The work environment involves peak holiday hours, standing all day, and quick food preparation. During the resume stage, you can organize the shift schedule, related store operations, and whether you can work on holidays. The hiring manager should first determine the requirements for cooperating with holiday shifts, peak hour division of labor and handover, and hygiene habits, so that the tools have a clear basis for organization.
Estimate the analyses and interviews needed for one hiring round
For example, if 20 resumes are processed in one round, and then 4 people are each assigned to conduct an initial interview, this constitutes a plan for 20 resume analyses and 4 interviews. Whether a candidate is suitable requires actual evaluation; this example does not represent the number of people who will definitely be hired.
Resume analyses and interviews are counted separately. Starting a resume analysis uses 1 analysis. An AI interview uses 1 interview only when the candidate completes it; sending an invitation without a completed interview does not use an interview. If no interview usage remains when the candidate finishes, the report is locked until you add usage and use 1 interview to unlock it.
What's next for the restaurant's interior and exterior?
Provide a mock order form with changes to the menu items. Ask the candidate to explain how they would confirm with the kitchen and then write down key points for the handover. This is a mock selection example that the company can arrange, not a practical test automatically provided by the program. Observe and verify the changes, confirm the recipient, and explain when to reply to the customer.
The content compiled from the initial screening still needs to be reviewed by the company. The person in charge is responsible for confirming professional skills, communicating working conditions, and making recruitment decisions.
In which situations should other aspects be adjusted first?
If you can't receive resumes, first check the job description and the source of the candidates. When recruiting a large number of people continuously or when multiple people are needed to collaborate, first estimate the total number of people and the division of labor, and then confirm the appropriate solution; don't choose based solely on price.
Next, read What does the NT$3,000 six-month plan include? Allocating resume analyses and interviews.
Explore the interview system plan for SMEs
The MIND Interview plan for SMEs costs NT$3,000 for six months and includes 50 resume analyses and 15 AI interviews in total over six months. It helps you screen resumes, conduct first-round interviews online and organize reports. Your company reviews the results and makes the hiring decision.
Once you have prepared the job openings, the expected number of resumes, and the number of interviewees, you can confirm with the team whether the plan is suitable and how to start using it.
Frequently Asked Questions
Key questions often raised by business leaders and HR teams:
If a restaurant uses tools to recruit staff for both the front and back of house, can they guarantee that they will find the right people?
It cannot be guaranteed. While tools can assist in compiling resumes and conducting initial interviews, the availability of candidates, suitable working conditions, and company verification are still necessary.
After the initial interview for both front and back kitchen staff at a restaurant, how can one supplement evidence of their work ability?
Provide a mock order form with changed items. Ask the candidate to explain how they would confirm with the kitchen and write down key points for the handover. The key points are verifying the changes, confirming the recipient, and stating when to reply to the customer. The company will arrange and review this process; the initial interview summary will not be considered the final hiring decision.