Nitish Sahaya Pandey的动态

Find out if your hiring strategy is on point! Full blogpost ?? https://lnkd.in/eUKY_KWr #RestaurantHiring #HiringStrategies #StaffingTips

Imagine this: a waitress, mid-shift, proudly presenting a restaurant’s signature customer experience, perhaps a dish served with a dramatic flair, when suddenly, her clothes catch fire. In that moment, the way she reacts could determine whether the situation stays controlled or escalates into chaos. Thankfully, in the video I recently saw, the waitress remained calm, quickly extinguished the fire, and carried on without creating panic. It got me thinking about something crucial that many recruiters may overlook in candidate recruitment, the ability of employees to stay calm in crisis moments. In industries like retail, hospitality, and F&B, where customer-facing roles involve high pressure, hiring for this skill is just as essential as technical or service expertise. Crisis management often takes the form of unexpected incidents, like spills, equipment failures, or even emergencies like fires. An employee who can manage these situations calmly and efficiently can prevent accidents from escalating and can maintain customer confidence. On the other hand, employees who panic could turn a minor incident into a disaster, causing harm, losing customers, and damaging the business’s reputation. Despite this, the ability to remain calm in stressful or emergency situations is often missing from job descriptions. We frequently see soft skills like communication, teamwork, or problem-solving, but crisis management is rarely mentioned. Why is that? It’s time for businesses, especially those in high-stakes service industries, to rethink their approach to hiring. Staff should not only be trained to handle emergency situations but should also possess an innate ability to maintain composure under pressure. Identifying these traits during the recruitment process could mean the difference between a controlled resolution and a full-blown crisis. Interesting times. This also speaks to how companies design customer experiences. We must ensure that any experience designed to delight customers is also safe to execute. When safety is compromised, both customers and employees are at risk. Theatrics and memorable moments are fantastic for business, but not at the expense of safety. Let’s connect and start a conversation on how we can prioritize hiring for crisis resilience and make safety a cornerstone of every customer experience. Your thoughts? #Hiring #CrisisManagement #EmployeeSkills #CustomerExperience #RecruitmentStrategies #SafetyFirst Video credit - @relewin

?? We’re Your Candidate-Finding Superheroes! ??♀???♂? Need to find the perfect candidate? Don’t worry, we’ve got the superpowers to do it! ?? Whether you're looking for a warehouse wizard, a marketing genius, or a sous chef superhero, we’ll connect you with the best talent faster than a speeding bullet! ?? ?? Our Superpowers: ? Talent Radar: Spotting top candidates, even in a sea of resumes! ? Lightning Fast: We deliver the right match faster than you can imagine. ? Unstoppable Force: We tackle all your hiring challenges head-on. Let us help you find the hero your team deserves! ??? #PerfectHire #RecruitmentSuperheroes #FindTheOne #HiringMadeEasy #SuperpoweredRecruitment

Okay, just so you know, I know 4 minutes is not fast SOS, but 4 minutes is lightning fast regarding getting your profile visible in the QSR Pipeline. Drive-thru lane is open for business. FYI, there is a new job board being installed which will be running most likely by tomorrow. I don't like how the job descriptions look. Two things about the Drive-thrulane.com: 1. After you submit your "mini-profile" you will automatically be sent to the Job Board. 2. You will receive an email immediately after you submit that will give you more information. Whether you are looking for a job or not, we can help keep you informed about QSR opportunities in your area. All submissions are confidential, we do not share information with ANYONE! We currently have 80 jobs to fill including: 40 General Manager 16 District Manager 9 Maintenance Techs 1 Construction Manager 1 Director of Facilities 2 Executive Assistants 1 VP of Operations Also, I am looking for a couple of QSR Recruiters as it is time to grow. If anyone is interested, please send your resume to: [email protected] #servantleaders #love #people #drivethrulane #Jobboard #qsr #opportunities

Imagine this: a waitress, mid-shift, proudly presenting a restaurant’s signature customer experience, perhaps a dish served with a dramatic flair, when suddenly, her clothes catch fire. In that moment, the way she reacts could determine whether the situation stays controlled or escalates into chaos. Thankfully, in the video I recently saw, the waitress remained calm, quickly extinguished the fire, and carried on without creating panic. It got me thinking about something crucial that many recruiters may overlook in candidate recruitment, the ability of employees to stay calm in crisis moments. In industries like retail, hospitality, and F&B, where customer-facing roles involve high pressure, hiring for this skill is just as essential as technical or service expertise. Crisis management often takes the form of unexpected incidents, like spills, equipment failures, or even emergencies like fires. An employee who can manage these situations calmly and efficiently can prevent accidents from escalating and can maintain customer confidence. On the other hand, employees who panic could turn a minor incident into a disaster, causing harm, losing customers, and damaging the business’s reputation. Despite this, the ability to remain calm in stressful or emergency situations is often missing from job descriptions. We frequently see soft skills like communication, teamwork, or problem-solving, but crisis management is rarely mentioned. Why is that? It’s time for businesses, especially those in high-stakes service industries, to rethink their approach to hiring. Staff should not only be trained to handle emergency situations but should also possess an innate ability to maintain composure under pressure. Identifying these traits during the recruitment process could mean the difference between a controlled resolution and a full-blown crisis. Interesting times. This also speaks to how companies design customer experiences. We must ensure that any experience designed to delight customers is also safe to execute. When safety is compromised, both customers and employees are at risk. Theatrics and memorable moments are fantastic for business, but not at the expense of safety. Let’s connect and start a conversation on how we can prioritize hiring for crisis resilience and make safety a cornerstone of every customer experience. Your thoughts?

??? Restaurant owners, ever feel like you're constantly hiring? Here's a secret I learned after 10 years in the business: Staff turnover is predictable! September: Students head back to school April: College ends, And summer jobs begin. But here's the game-changer: Start hiring in February and July. Why? Less competition, better candidates! I went from constantly scrambling to having a stable, reliable team. You can too! Double tap if you're ready to revolutionize your hiring strategy! ?? Want to learn more? Follow us on YouTube: https://lnkd.in/eFtqCZqd or @andrewscott9329 #RestaurantManagement #HiringTips #BusinessStrategy

3 simple hires that allowed me to cut my time in the ops by 50% (And get back over 120+ hours every week) ?? 1?? Operations & Executive Assistant To handle all the day-to-day fires and the team... And allow me to focus on growth instead. 2?? Personal Assistant Which handles 90% of my personal errands... So I can focus ON my business... Instead of wasting time on things that don't help me scale. 3?? Housekeeper Which does all the cleaning, grocery shopping, and cooking every week... So I can forget about that and focus 100% on my business. And the best part? They're super simple to find and hire. ?? I even have step-by-step SOPs to hire each of these roles... All with DFY templates for job posts and instructions for each position... So if you want them... Just comment "SOP" and I'll send them to you! - Kilian

??? Restaurant owners, ever feel like you're constantly hiring? Here's a secret I learned after 10 years in the business: Staff turnover is predictable! September: Students head back to school April: College ends, And summer jobs begin. But here's the game-changer: Start hiring in February and July. Why? Less competition, better candidates! I went from constantly scrambling to having a stable, reliable team. You can too! Double tap if you're ready to revolutionize your hiring strategy! ?? Want to learn more? Follow us on YouTube: https://lnkd.in/e7udi4YN or @andrewscott9329 #RestaurantManagement #HiringTips #BusinessStrategy

?????? ???????? ???? ???????? ?????? ?????????? ???????? ?????????? ????, ???? ?????? ???????? ??????????? ?????? ?? ???????? ?????? ????????? This was the response I had from a candidate on Friday last week after offering the position to her. One of the awesome moments of connecting great people to great companies that gets you pumped about what you do. More details to follow on the how, but this candidate is actually a former pastry chef and Lune wanting to shift into the financial world, but wasn't getting a foot in the door. Luckily a growing Fintech Company wanted increase hiring/screening accuracy through more effective ways to hire, and partnered with Ploomo. You don't have to do things the same way. The best teams are built on a foundation of people who are positively, and internally motivated to contribute to achieving a common goal. Set up your screening processes to find people who take personal responsibility for their outcomes. #TopPerformers #HiringDoneDifferent #BuildingTeams #hiring

We are hiring. Candidly, I struggle with these posts. I started out writing something with my own spin on "why we are great". I didn't like it, it felt forced. So, I'm going a different route talking about why I'm at Pampered Chef, in hopes that you (or someone you know) wants to be a part of our journey too. Here's a few things that make me smile ... 1. I fundamentally love what I do. Our team gets to design and build digital product solutions that (hopefully) make peoples lives easier. Spoiler - it doesn't always work like we hope. We get to dig into difficult problems and try to be creative. We have to think through many priorities, and it is not simple. But I love the process of it, and while it can be tough, the impact you can make genuinely makes me happy. ?? 2. I love who I work with. I genuinely see the application of "love what you do" come out every single day. People here want what's best for the people we serve, so we work through those challenges. I get challenged by our team, my peers, and everyone throughout the org. It's hard, but I appreciate it because it gets me to think in ways I may not have, even if I don't always see it right away. #growth ?? 3. I love who we serve. Our teams get to try to figure out how to solve hard problems for business owners and home chefs alike. We don't always get it right, but it doesn't stop us from trying. There are no straightforward solutions, but isn't that half the fun? I get to talk to people who run their own businesses selling Pampered Chef, and their passion is infectious. I love our purpose, and I'm so happy we can help be a part of something that impacts so many lives in ways great and small. ???? All that being said, I'm honestly so pleased our company is in a position to hire great people in the first place knowing that isn't the case everywhere. Here's a link to our open Software Architect role, but there are others too! (tech + non-tech) Would love to have you join us! #softwareengineering #engineering #innovation #hiring https://lnkd.in/g6tdzaBV