How to Keep Your Restaurant Employees

Ensure Your Hires Stay For The Long-Term

Working in the hospitality industry, particularly in restaurants, could be demanding. From standing and walking for 8 to 12 hours a day to dealing with different types of guests, despite being an incredibly fulfilling profession being a restaurant worker can be tiring at times. And once restaurant employees get exhausted from work, they will become unmotivated and would not care enough to give your patrons their best service.

In order for your restaurant to have regular and satisfied patrons, you’ve got to ensure you are taking care of your employees first. Aim to keep your restaurant employees happy and motivated so they will stay with the company. Here are some practices to bring out the best in your team:

Keep communication open

Many employees leave when they are not well informed of what is going on, which is why having open communication is always the key to a healthy work relationship with your employees. Encourage your team to speak up and actually listen to them. A great way to do this is by having huddles. A short team huddle before service could help your restaurant team to be more communicative. It is one of the methods to keep your team updated, give feedback, and contribute suggestions. Try to brainstorm with them as well, they probably have helpful ideas since they are the ones working on the frontline.

However, it does not end to simply having conversations. You also have to be responsive; they need words followed by actions. They will get frustrated if they keep on asking for the same thing over and over. This will also make them feel that their voice does not matter. Although, I do understand that you cannot agree on everything they suggest. Still, it is always important to keep an open mind. Discuss it, debate it, and compromise.

Create a fun comfortable workplace

No one likes a cold, stagnant, and mechanical work environment. Make work exciting! Close the restaurant for a short while during the off-season and schedule team buildings and outings. It will also be thrilling to create small friendly competitions during service. Like for example, the server who sells the most number of today’s special, or the cook who plates a dish the fastest and cleanest wins a prize! This will definitely boost their confidence and will help build a positive work culture where employees can build a stronger foundation and long-lasting camaraderie.

Make sure to introduce yourself to them and ask their names. Call them by their first name, get to know them a little personally, but do not forget to respect their boundaries. Though it will be a nice gesture to remember their birthdays and celebrate them with them. Prepare a little gift or a cake for someone’s graduation, work anniversary, or promotion. Celebrate some holidays with them! Organize a Halloween, Christmas, and New Year’s party. It would be nice to build a small bond with them to relieve some awkwardness at work.

Make them feel you are one of them. Occasionally help them perform their tasks. Small tasks like wiping tables, cutting lemons, polishing glasses, or even washing dishes when you have some time to spare. It would also be great if you are the one who is actually teaching them how things are done. Remember to be approachable and be their mentor. Also, do not forget to give out compliments and appreciate their work.

Provide proper working conditions

Always consider the comfort of your employees. Give them a space to rest during break time. Enhance their energy by gathering everyone for a nutritious hearty meal before a shift. No one can truly function and work properly if they’re hungry or have been given a bland unappetizing staff meal. Also, keeping them well-fed will reduce the number of thefts in inventory.

Make workstations well ventilated, especially the kitchen. Equip them with the right tools to work with. Invest in high-quality equipment and technology to help your employees work efficiently, this will also make them eager to produce excellent products. Educate your employees on how to use and take care of the equipment properly. And regularly check on them if there is something to replace or update. Do not forget to install a first aid kit to immediately take care of emergencies.

Rotate everyone’s schedule so everybody gets a chance to work on the most desirable shifts. Give them a decent number of days off from work. Let them have days where they could truly be themselves. Enjoying a day with their family and friends. Focus on their hobbies. It is a way for them to have a clear happy mind that is ready for new days of busy dinner shifts.

Continuous learning

We should never stop learning. It gives us a sense of purpose and makes us better in anything that we do. Furthermore, the best employees stay loyal with you if they see a prosperous future in your company.

From the moment a new employee comes into your restaurant, make them feel welcome by teaching them your company values and standards. Organize orientations and training for newcomers to ensure that they are ready to provide restaurant guests quality service in accordance with your restaurant standards. Give them continuous training programs to improve their skills. Plan out informative seminars and field tours, these will make them excited to learn something out of their usual workplace.

Know your employees individually. You could discover the potential in them. Maybe you’ll find someone in your front-of-house team who is a home baker and would be interested to try it out professionally sometime. It would also be exciting to offer cross-trainings among the different departments in your restaurant. This is something for employees who would like to discover new things and venture out of their roles. It is also a great opportunity for them to learn new expertise and level-up.

Your top employees would not want to stay stagnant. They will crave education and growth. And they will surely stay longer in a company where there is constant learning. They will aspire to climb up the career ladder and aim to make the company develop as well. So, invest in your staff and grow with them.

Pre-taste food offerings

After giving them some training, it would be a great idea for your kitchen team to showcase what they have learned and create some excellent dishes for the menu. You could do some every day specials or an enticing 9-course tasting menu! While your bartender could also experiment with new cocktails. And every time you decide to change something on the menu and serve a new dish or drink, have your whole restaurant team pre-taste everything. Let the cook or the bartender share its ingredients and explain how the dish or beverage was made. This will help your servers to remember and describe the new offerings easily. They could also efficiently make suggestions and even recommend their menu favorites to the guests.

This will also help your team to stimulate their palates and discover new flavors. It is another way to make your restaurant staff to feel involved. After the tasting, ask what they feel about the new offering. Test their knowledge by asking what kind of wine the new dish could be paired with. Also, keep in mind to always be open to comments and suggestions.

Proper pay and benefit

Compensation would highly impact an employee’s performance and motivation. And a responsible employer would think of their employees’ worth. Investing in your team is the best decision you could do as this will have a positive ripple effect on your business. Aside from overtime pay, holiday pay, paid sick leave, paid vacation days, and the traditional health plan benefits… consider giving them a higher competitive wage so they would not be tempted to look for a better-paying company. This will also serve as an attraction to the best chefs and maître d’s out there. These high-class employees that you could entice might have high skilled friends who might become interested in joining your team as well.

While it is a great gesture to acknowledge their sacrifices and great work by appraising them verbally, they would surely appreciate it more if you could give them a token of appreciation like a gift card from a local shop, a free massage day, or a free overnight stay in a hotel partner. These would be a great gift for small recognitions such as the “Employee of the Month”.

In conclusion, keeping your employees satisfied and happy is very crucial. How you treat them reflects on the service they give to your restaurant patrons. It is not only the good food, but the superb service guests come back to.

Apply these conditions and make the best employees stay in your company. Create a workplace that is like a community. Encourage your team to communicate. Make them feel heard and appreciated. Give them valuable training. Help them develop individually, professionally, and academically. Appropriately compensate them for the work they do. Securing their contentment in your company will benefit you, your team, and your patrons. 

8 Helpful Ideas for your next Virtual Job Interview

Acing The Interview Online – Cutting Edge’s Ideas for Virtual Job Interviews

Due to the coronavirus pandemic, we began to experience a “new normal” where we mostly do things online. Ordering dinner, shopping for new pair of pants, catching up with our family, and even getting a new job can now be done through the internet! Here are some helpful Ideas for Virtual Job Interviews.

Online job interviews are becoming more widely used these days. It is convenient since you do not have to travel to the company location, which also means there is no need to commute, or to spend anything on hotel accommodation (if you are trying to get a job in a different country). It is also easier to schedule and helps save time for both the applicant and interviewer.

Though, it could be a little nerve-wracking especially if you have the tendency to be awkward speaking in front of the camera or you’re not a very tech-savvy person. With that being said, I came up with these tips which hopefully, help you in preparation for your online job interview.

Research the company

Make sure you have knowledge about the company that you are applying for! Study their website. Get to know them by reading their “About Us” page. Do not forget to also check out their “Mission” and “Vision”. Look them up on Facebook, Twitter, Instagram, and other social media platforms. I assure you that they will ask why you are interested in joining their company and knowing their profile will definitely help you!

It would also be a great initiative to search on how they usually conduct their interviews. Google what their current employees think about the company and look for some advice on how they aced their interview and got the job!

Get to know your interviewer. Send an email to the company and ask the name of the person who will be conducting your interview. Try to look up their profile on LinkedIn. It will surely help you to know a little bit about their past experiences and who knows? You might find something that you both have in common with and maybe bring it up to the interview. It will make them feel acknowledged.  

Practice how to answer common interview questions

“Tell me something about yourself.”

“What are your strengths and weaknesses?”

“Why should we hire you?”

You already know it! These are only three Ideas for Virtual Job Interviews for frequently asked questions that you must be ready to answer. Since they are very commonly asked, interviewers, will assume you are already confident to answer them. However, you do not want to sound like a robot while answering these questions, so make sure to not only memorize them but to know your answers by heart.

It would also help to take note of your key experiences that you would like to share during the interview. Also, have your CV and cover letter printed to guide you just in case the interviewer has questions about them.

Most importantly, get ready with some questions you want to ask your interviewer. This is not a one-way interview! It would be an impressive gesture to ask something about the position you are applying to, their company, and the interviewer. 

Set up a comfortable space

You are going to be interviewed for your dream job, of course, you would want to be in a comfortable location where you are free of distractions. Pick the best place in your house where the internet has a strong signal. It would also be helpful to let your housemates know you will be in an important interview and ask for their support by keeping off the Wi-Fi for at least an hour, or not using the vacuum cleaner and washing machine at that time.

Backround ideas for Virtual Job Interviews

Check your background. Virtual backgrounds could be tricky and they look complicated so do not bother using them or if you do try using the blurred background option. Your surroundings could show what you are as a person. And of course, you want to be perceived as a neat and professional person. That is why you have to ensure that things behind you (and everything else that can be seen in the camera) are tidy. Simple plain backgrounds like your wall would look great as well!

Make sure to consider your lighting. Sunlight is the best light! If possible, position yourself in front of the window. Ring light would be a great option if you do not have access to natural light. Another thing to consider is the camera angle, keep it within arms reach. Not too close, not too far. And keep it at your eye-level, you do not want it to look like you are looking down at them or vice versa.

Test your equipment

Make yourself more confident by ensuring all your gadgets are good to go! Aside from prepping yourself, give your devices a run-through as well. Ideally, it is good to use a computer but of course, any device would do.  Assure that your laptop, tablet, or phone are all properly working and fully charged before the interview. Set your notifications off so it will not bother you during the call.

Be sure to also check the sound quality of your equipment. Usually, built-in computer speakers and mics are not the best, and they could absorb the sound of your surroundings. It would be better to use quality earphones, headphones, earbuds, and/or an external microphone.

Furthermore, familiarize yourself with Zoom, Skype, or whichever platform you are going to use. If you do not have an account yet, sign up for an account at least a day before the interview and test it out beforehand with a friend.

Make a good first impression

Put on your best business attire and your best smile! Dress like it is a real face-to-face interview. Consider how it will look with your lighting and background. Never wear a shirt that is too bright in color or has a distracting design. Also, note to not wear anything that has the same color as your background. Groom yourself properly to leave an impression that you have high standards.

Be mindful of your body language and facial expressions. Sit upright, actively listen, and show that you are interested. It is also important to look at the camera while speaking, not at the screen. It may be a little awkward, but it is a way for the interviewer to feel that you are trying to connect with them. You may look at the screen when they are talking.

Test your voice. Call a friend and practice some interview questions to assess how you sound. See if you have to adjust your speaking volume, how fast you talk, or how long you pause when talking.

Be punctual

Next in our Ideas for Virtual Job Interviews, do not log in at the exact time of the interview! You do not want to make your interviewer wait for you. Prepare yourself well and log in at least 15 minutes before your call time. This will give you enough time to check if everything is working and in place. You will also have extra time to relax or do a few jumping jacks (not too much! You don’t want to be sweaty or catching up for your breath) for an energy boost!

Also, do not forget to get ready with a nice greeting to start the interview.

Keep a bottle of water next to you

Interviews could be quick, but some take up to over an hour long. Depending on how long your interview is going, your voice might get hoarse at some point. So make sure to keep bottled water next to you. Just be careful to not put it in a place where you could accidentally bump it and spill water on you or worse… your computer! Keep it tightly capped and place it away from your devices.

Keep in mind that drinking water is okay but never ever eat something while on interview. Eating while on call will leave an impression that you are not taking them seriously. Have a great meal beforehand so you could enjoy your conversation with the interviewer.

Rest before the interview day

Avoid cramming. Give yourself a proper time duration to study the company and prepare your answers well. Also, give yourself enough time to test out the equipment you are using. Start doing these a few days before your set interview date… It will help lessen your stress.

And one last thing… being deprived of sleep affects how you perform, so have a good night’s sleep on the night before the interview.

Well, there you go! I hope these Ideas for Virtual Job Interviews will help you prepare for your upcoming job opportunities! Wishing you best of luck in getting your dream job 😊

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Make Company Culture Your Competitive Advantage In Hospitality (Or Any Industry)

I have recently been reading a fascinating book on the topic of delivering happiness to customers through building an amazing culture in your company, that book is Delivering Happiness by the late Tony Hsieh. Here’s how to make Company Culture Your Competitive Advantage In Hospitality

In 1998 Tony Hsieh dreaded going to work at a company he’d built. His internet company was expanding rapidly. So he recruited people as fast as he could to help it grow. The new recruits were smart and driven to make money, but didn’t seem to care so much about the organisation. Over time Hsieh’s business went from having an all for one, one for all team sentiment to a company absorbed in political jockeying and rumour.

Hsieh increasingly wanted to leave the company he had built. Towards the end of 1998, his wish came true when Microsoft offered to buy out the company for 265 million dollars. Hsieh took the money and walked away from his first startup, promising himself to make culture the highest priority at his next company.

10 years on and Hsieh Is heading an internet shoe company named Zappos. Hsieh invested a considerable amount of money and energy to make the Zappos culture as awesome as possible and it started paying off in surprising ways. Zappos is not just one of the top places in the world to be employed, it also generates billions of dollars a year, mostly because Hsieh discovered that when you create a great culture your employees also enjoy being at work. Then those employees go above and beyond for the customer, creating highly satisfied customers.

Make Company Culture Your Competitive Advantage In Hospitality

Great Company Culture

Zappos has an amazing company culture, which results in incredible customer service, which is Zappos competitive advantage. Zappos doesn’t have the cheapest or the most innovative product, but customers don’t care because they know that Zappos employees will look after them if something goes wrong with an order.

Want to turn your culture your competitive advantage? Below I will describe three pivotal decisions that Tony Hsieh made at Zappos to ensure Zappos culture became great.

Firstly, hire and fire according to values. The majority of companies have a mission statement that outlines their list of values but they’re usually next to meaningless. Say you’re employed in an organisation that has to create a positive team and family spirit as one of the core values, however, you have a colleague who talks down to and demeans other co-workers however is also is a stellar performer, making the company lots of profit, what does the management do?

Chances are that the managers glance the other way, as the only value they truly have is generating a profit. At Zappos, if you break any of the core values, you’re going to be fired no matter how good you are in your role. Furthermore, if you aren’t someone who exemplifies Zappo’s core values, you won’t be offered the role to start out with.


Make Company Culture A Competitive Advantage


Two Types Of Interview

Zappos has two types of interviews. First to see if you’re qualified for the role and also one to ascertain if you align with company values. The people overseeing the values interviews have the power of veto and will block any candidate who doesn’t align. Zappos has 10 core values with the 10th core value being be humble.

So if you start bragging about your achievements and come across as arrogant in your interview it won’t matter how intelligent you are or how many relevant skills you have or how awesome you’ll be in the role, you’re not going to get the job. However, If you do fit with their values and are employed you’ll be praised and promoted for doing acts that would get you fired with other employers.

For example, there was a time when an employee spent half an hour helping a shopper search for shoes on a competitor’s site because Zappos didn’t have the style in stock. Management still shares this story at Zappos because it demonstrates the companies top core value – deliver WOW through service. Another example was when a co-worker stayed on the line with the customer for 10 straight hours helping them answer questions about living in Las Vegas, or assisting a customer in ordering pizza when their hotel stopped offering room service for the evening.

Core Values Are Key To Making Company Culture Your Competitive Advantage

When you outline and uphold your company’s core values so that everyone in your organisation is fully aware of them and then take decisions based upon them the team acts in unison, and feels more like family. Start defining your organisation’s core values by outlining the character traits of three types of potential recruits.

  1. Those you’d enjoy to go out for drinks or a meal with after work.

  2. Colleagues you’d enjoy working evenings or weekends with when you’re trying to meet an important deadline.

  3. The type you don’t enjoy work with, outline their character traits and then invert them. So for example, if you don’t like greedy or arrogant co-workers then you’d probably appreciate generosity and humility.

The goal here is to outline values that ensure your culture is distinct. Such as being fun and a little bit weird, which happens to be Zappos third core value. You need a list of values that you are prepared to hire, promote, and fire based on. When you have your list of potential core values consolidate that list by combining similar values and leaving the core values that are the most meaningful.

You need everyone at your organisation to be able to easily recite them. Then put together interview questions based around these core values. Create KPIs to gauge if your employees’ actions are in line with your company values and then filter all major decisions through the lens of your new core values, including what you invest in and who you let go of if you suffer a downturn.

Culture Book

The next key decision that Tony Hsieh took to create an incredible culture at Zappos was to create a culture book. Many leaders express that they want to create an amazing culture but in truth aren’t willing to hold themselves accountable if their culture breaks down. Tony Hsieh ensured that he and his top team were held accountable for the culture they developed by creating a culture book every year. Each year the leadership team asks co-workers to anonymously submit answers to the question, What is the Zappos culture to you? Then the team brought together all the answers and published them in an uncensored and unedited form (except for any typos) on the Zapppos website and also in a physical copy of the book.

If an answer was negative, like for example a post from an employee stating how the company was not providing him opportunities to study and develop (violating Zappos core value number 5), that negative answer was published for anyone to view. The leaders at Zappos are then extremely motivated to take action and to invest more in ensuring their culture lined up with core values in order that they are able to improve in the following year’s culture book.

Celebrate Experiences

It’s also a way for the team to recollect all the awesome things they did together over the last year. The culture book at Zappos brings together photos from past events over the year and makes up a colorful book of memories. When co-workers go through the book, they’re able to relive the times they had together and are incentivised to plan better and bigger team gatherings and make sure next year’s culture book is even more impressive.

Why not make company culture your competitive advantage in hospitality and reboot your company’s culture by bringing together photos of company experiences over the year and then posing two questions to your co-workers.. How do you define the company culture? And secondly, what’s different about it compared to other company cultures?

Bring together the answers and publish them ensuring they aren’t censored or edited except for any typos. When you go through all the submissions ask yourself if they reflect your organisation’s core values and is there uniformity amongst the feedback? If not, there will be some work to do prior to compiling next year’s culture book.

Onboard With Customer Service In Mind

The third key decision that ensured Zappos culture was great was to onboard new recruits with customer service in mind. In his book, Hsieh states “Everyone that is hired into our HQ goes through the same training that our customer service and call center staff go through, no matter their department or title. Accountant, lawyer, or software developer, doesn’t matter you’re on the phone for two weeks taking calls from customers”.

When your first experience at an organisation is in customer service, you go back to the job you were hired for with a feeling of purpose. If you’re a software designer and in the first several weeks in the role, you helped Tina from Chicago find exactly what she wanted on the site, you’ll return to your job that you were brought in to do understanding how your work will assist customers like Tina and are going to end up writing better code to make Tina’s experience just that little bit better.

As the success of every company rests on creating happy and satisfied customers it makes sense that every person that works at your organisation has a direct experience with the customer that they’re ultimately assisting and therefore the entire team gets unified around a common purpose of assisting the customer in having the best experience possible.

Happy Staff Equals Happy Customers

If you are aiming for an awesome culture, outline your core values. Then hire and fire upon those values. Next, create a culture book that keeps track of the pulse of your culture and record memories that reinforce the bonds between coworkers. Lastly onboard new hires into a customer service position in order that they comprehend who they are assisting when they begin the role they were brought on board to do.

When you invest in your culture, you get satisfied employees. Satisfied employees deliver happiness to customers, which translates to more sales and increased growth.

This was the main understanding that I got from Delivering Happiness by Tony Hsieh. I feel it is possibly the best book out there on building an awesome company culture, strongly recommended!

If you like this post, let me know in the comments, and please do share. Thanks for reading and have yourself a great week!




top recruitment agency in asia


When it comes to F&B / Hospitality Recruitment we appreciate both the needs of our clients and candidates. We aim to create the perfect fit, drawing from a huge database of staff suitable for senior to junior roles.


finding great staff

With over two decades of experience in the F&B industry, Cutting Edge understands the F&B / hospitality recruitment sector from a unique perspective.

We operate across the Greater China region, Japan, Southeast Asia, the Gulf region and are expanding into Europe. 

Our goal is to simplify the hiring process, by seeking out well suited placements through our extensive network.

By applying our industry experience to your staffing requirements, we take pride in putting the right people in the right place, for the long term.


Sushi Chef

We only select the most professional, reliable and positive staff through our thorough interview process. 

Each market has its own intricacies and laws around employment. This is why we prioritise “employable” staff. This means that we work to place candidates who are either nationals or have the ability to already work within the country.

We aim to understand your corporate culture so that we can find personalities that will compliment the way you get things done.

Gain access to our database of over 100,000 candidates across the region to accelerate your hiring process. Our aim is to help you quickly discover the perfect staff member and reduce costly turnover by listening carefully to you and your potential hire.

top recruitment agency

We’re interested in forging long term, mutually beneficial relationships – rather than the churn and burn model adopted by so many in the recruitment industry of today.


Not every hire will work out as planned, we get that.

This is why Cutting Edge offers a guarantee to our partners, to reduce your risk and cost. We do this because we are interested in forming long-term, mutually beneficial relationships.

If we make a placement that you are unsatisfied with. Or one that leaves within three months of signing, we will replace that candidate at no additional charge. With no questions asked!

If you’ve made a deposit and for some reason, we have not found you the perfect match within 30 days. We will give you the option of a 100% refund.

If we have not already met in person. We’ll come to your place of work to discuss your requirements, offer a free consultation and perspective on the market.


Once we have done this, we'll draft and sign an operation agreement. We'll then go to work finding quality employees for you. We'll have highly suited candidate profiles with you within a matter of days.

Three Ways To Hire The Right Staff In Hospitality (Or In Any Industry)

I recently read the book Algorithms To Live By by Brian Christian and Tom Griffiths. You may currently be looking to hire the right staff in hospitality. There is some interesting advice on hiring that right person in the book. I’d like to share with you here.

Hospitality Job Search Asia

Regardless of what position you’re hiring for. Trying to hire the right staff can be a stressful experience. It can be worth considering experimenting with algorithms formulated by computer scientists as detailed in the book.

As you will know algorithms are a finite range of steps that solve problems and take decisions. They’re the backbone of digital products. The device you’re using right now utilises algorithms. It runs them to decide which programs to utilise, when to terminate them, how it is sorting incoming information and how to communicate with other devices.

There are three computer algorithms that we can apply to hiring to efficiently solve the following three problems.

  1. Among a range of qualified candidates. Which should I hire when looking to hire the right staff?
  2. How should I go about onboarding after the hire?
  3. When to move on and engage someone new?

First of all, problem number one. You require the selection algorithm.

There are two big ways to fail in selecting an applicant for a role. Decide too early and miss out on better applicants. Wait too long, and miss the opportunity to hire the best applicant if that applicant applied early.

Let’s imagine you have a potential pool of 20 qualified applicants for a role you’re trying to fill. You don’t want to rush and hire the first candidate you interview. Additionally you also don’t want to waste days (or even weeks) interviewing all 20. Thankfully, there’s a third option. A scientifically proven algorithm dubbed the “37% rule”.

Hire the right person using the 37% rule

The 37% rule says that you should evaluate 37% of your applicants with no intention of hiring them.

Meaning, reject the first 37% unconditionally. After having evaluated the first 37% pick the next candidate you who applies who’s better than all previous options that applied.

So in the hypothetical scenario of deciding between 20 qualified applicants, you interview the first seven applicants without intention of making them an offer. Then continue interviewing the remaining 13.

Stop interviewing the moment you find a person who is better than any of those seven you initially interviewed. The benefit of this process is it gives you a chance to evaluate your preference. It additionally provides a handy benchmark which you can base your ultimate decision upon.

Several years ago a University student utilised the 37% rule to choose his future wife. He reasoned that he could be dating whilst between the ages of 18-40. By relying on the 37% rule, when he reached 26.1 years old he’d propose to the first woman better than all the others he’s dated.

When he encountered that woman after becoming 26 he said “without doubt, she reached the qualifications for the algorithm. I asked her to marry me… and she turned me down”.

Naturally the 37% rule isn’t 100% going to get you the results you desire, as the student realised. But it gives you the highest probability of achieving a great outcome.

The 37% rule is only applicable if you can’t revisit previous candidates

It’s important to point out, the 37% rule is only applicable if you can’t revisit previous candidates. It’s usually the situation when dating but not usually when hiring. For example, if you feel there’s a minimum of a 50% chance past candidates are still open to an offer. Or did they go for another role while you were deliberating on other applicants? Did they lose interest in the offer over time as often happens when the hiring process is extended?

If they’re still interested the 37% rule becomes the 61% rule. That is, if you’re seeking the best possible applicant, leave making an offer until you’ve interviewed a minimum 12 candidates. Then if you don’t find a better applicant among the remaining eight candidats, return and choose the best applicant you interviewed of all 20.

The On-boarding Algorithm

The next algorithm worth discussing is what we’ll dub the on-boarding algorithm. When you take new hires on, it’s difficult to know how much workload to give them. You need to maximize their skillset. However you don’t want to provide too many tasks so they make errors, don’t reach standards or cause issues you later need to address.

For years computer boffins came up against a similar problem. Computers would connect to a network of computers. A computer would get overwhelmed with requests and not deliver information to the computer requesting that info.

To resolve this issue computer scientists developed a brilliant solution known as transmission control protocol “TCP”.

If a new computer joins a TCP Network, it receives just one packet of info from the sender. It lets the sender know it’s received the packet by sending its acknowledgment packet. With every acknowledgement the sender doubles up the amount of packets it sends.

When the computer gets overwhelmed with too many packets and fails to send an acknowledge packet back to the sender, the algorithm “additive increase multiplicative decrease” known as aimd steps in.

The aimd algorithm decreases the number of packets being sent by 50%. This large cut creates space on the network, allowing the receiving computer to catch up. After this reduction the sender will be allowed to add one extra packet to each future message. The developers state “aimd is like someone saying a bit more, a bit more, a bit more. Okay, way too much, cut right back. Okay a bit more, another little bit more.”

Use a similar technique to ensure the successful on-boarding of a new team member

Say you hire a new member of staff and you give them a small responsibility. When they return that work in time and on schedule, then double up workload. Keep doubling up and when you receive work that’s not up to scratch immediately cut the workload by 50%.

Utilising such exponential growth you can rapidly find a colleague’s capacity. And by subsequently increasing workload one unit at a time, you provide them an opportunity to build back up. Go step by step, when they achieve the level where they failed they’ll have more confidence and will have much more chance of success.

The Switching Algorithm

The next algorithm worth elaborating on is what we’ll call the switching algorithm. If a team member consistently meets expectations, you won’t need to consider replacing the hire. If they’re just reaching expectations some of the time you should probably explore further options such as the Gittins index.

In the 70s a young mathematician, John Gittins was asked to optimize unilever’s pharmaceutical Investments. Gittins had to decipher if Unilever should continue investing in a proven drug or switch to a new drug being trialed.

Based upon multiple versions and months of testing Gittens developed a table of values to help Unilever decide if they should switch to a new drug they thought could be at least 90% as effective and profitable as a current proven drug.

Unilever utilised this table to determine the success and failure record of two medications by determining how regularly those drugs successfully treated an ailment. They then utilised the Gittins table to decipher the correct Gittins index. The medication with the highest Gittins index was regarded the best avenue to pursue.

Gittins indexes are considered a mathematically dependable method to determine if one should switch or proceed as you are. You can utilise the Gittins index to decipher if you should continue investing in a venture or a recent hire.

Once you’ve predicted the success and failure ratio of your present option and an option with 90% of the expected value of that present option, you should utilise the Gittins index table to decide which choice has the greatest value and opt for that option.

Naturally you need not consult the Gittins index table for every decision.You only need to keep in mind these two key points when looking to hire the right staff.

Firstly, an untested option with a success / fail record of 0 and 0 has a Gittins index of 0.7. That is, if an individual isn’t meeting standards a minimum of 70% of the time (their success rate is lower than 70%), you should think about pivoting to a new hire if you think a new candidate has similar potential.

Secondly. If you go for a new option and their early success to failure ratio looks inferior to your present option it still could be a better choice. If a new hire has four successes and five fails (they reached your expectations four times and didn’t do so five times). They will have a higher Gittins index than someone experienced with a thousand successes and a thousand fails. The untested newbie is more valuable (in the early stages anyway), than the veteran of apparently equal ability because we know less about them. Exploration intrinsically has value, as trying new things raises chances of finding the best.

Take the away the stress when aiming to hire the right staff in hospitality

Why not try taking the stress out of decisions by trusting mathematically validated algorithms.


Hiring: The next time you’re when looking to hire the right staff remember the 37% rule. Determine your sample size. Then utilise 37% of your sample size to determine a benchmark. Then choose the next best option that applies.

Hire The Right Staff In Hospitality

Onboarding: Keep in mind the transmission control protocol and the aimd algorithm. Begin small keep doubling up, then reduce by 50% when you encounter failure then slowly build back up bit by bit.

Pivoting to a new hire: Remember this finding of the Gittins index. When you’ve got two similar options, go with the newer less tested option for greater potential reward.

That was the essence that I got from Algorithms To Live By, written by Tom Griffiths and Brian Christian. This book provides a new perspective to evaluating decisions.

If you like these tips, please share it and as always I’d love to see your thoughts and comments below.

Until soon, wishing you a productive week.


You may check out Algorithms to Live By in the link below