Hiring the right people is one of the most important parts of running a successful restaurant. Whether it's a line cook, a server, or a shift manager, every team member helps shape the customer's experience. But sorting through job applications and figuring out who's actually a good fit can be time-consuming and stressful - especially when you're already juggling a busy schedule.

That's why having a simple and effective screening process makes a big difference. It helps you quickly spot who's serious about the job, who has the right experience, and who's likely to show up on time and work well with your team. You don't need a fancy system - just a few key steps that help you make better hiring choices without wasting time.

In this article, we'll go over five common candidate screening methods that work well for restaurants. These include looking over resumes, doing short phone interviews, giving skills assessments, running background checks, and trying out trial shifts. Each method gives you a chance to learn something important about the person before you make a hiring decision. With the right approach, you'll save time, avoid bad hires, and build a stronger team.

When a job opening goes live, it's not uncommon for restaurant owners to get flooded with applications. The resume is usually the first thing you see, and it can tell you a lot - if you know what to look for. That's why resume filtering is such an important first step in the candidate screening process.

Start by scanning each resume for relevant experience. If you're hiring for a server or cook position, look for previous jobs in similar roles. Even if someone hasn't worked in a restaurant before, experience in customer service or a fast-paced job can still be valuable. Next, check how long they stayed in their past jobs. Short stints might be a red flag, but they're not always a deal-breaker. If someone left multiple jobs after just a few months, it's worth asking why.

Also pay attention to gaps in employment. Sometimes people take time off for good reasons, but it's helpful to know upfront. Look for signs of attention to detail - things like spelling mistakes or unclear job descriptions can signal a lack of care or poor communication.

You don't need to spend more than a minute or two on each resume. Create a mental (or written) checklist of what you're looking for - relevant experience, job stability, clear communication - and move on quickly if something's missing. The goal isn't to find the perfect candidate right away, but to narrow the list down to people worth speaking with.

After you've gone through resumes and picked out a few promising candidates, the next step is a quick phone interview. This is one of the easiest ways to screen applicants before bringing them in for a longer conversation or trial shift. It helps you figure out if the person is truly interested in the job, if they communicate well, and if they're a good fit for your team.

Phone interviews don't need to be long - 10 to 15 minutes is usually enough. Start by confirming basic details like their availability, preferred work hours, and how soon they can start. This helps you avoid wasting time on someone who can't work the shifts you need to fill.

Next, ask a few simple questions about their past jobs. You might ask, What did you do in your last role? or What do you like about working in restaurants? Their answers can tell you a lot about their attitude and experience. Are they enthusiastic? Do they speak clearly? Are they respectful and polite on the phone? These are all signs of how they might behave with customers and coworkers.

You can also ask situational questions, like How would you handle a customer who sends food back? These give you a sense of their problem-solving skills and how they deal with pressure.

At the end of the call, trust your gut. If something feels off, it's okay to move on. If they seem like a strong candidate, you can invite them to the next step in your process.

Once a candidate passes the phone interview, it's a good idea to test some of their skills before bringing them into your restaurant. A simple skills assessment can help you see if someone really knows what they're doing or if they just sound good on the phone. This step doesn't have to be complicated or formal - just a few targeted questions or tasks can go a long way in showing what the candidate is capable of.

For front-of-house roles like servers or hosts, you might ask how they would handle specific customer situations. For example, What would you do if a guest complains their order is taking too long? or How do you handle multiple tables during a busy shift? Their answers can reveal their level of experience and how they think on their feet.

For back-of-house roles like cooks or prep staff, you might give a quick written quiz or talk through basic food prep techniques. You can also ask about food safety - this is especially important in the kitchen. A good question might be, How do you make sure food is stored and handled safely? If they understand the basics of food safety, like proper storage temperatures and avoiding cross-contamination, that's a strong sign they're ready for the role.

These assessments don't need to be perfect, but they should reflect the job they're applying for. They help weed out applicants who talk a good game but can't deliver when it counts - saving you time, money, and stress in the long run.

After a candidate has made it through the earlier stages - resume filtering, phone interview, and skills assessment - it's a smart move to run a background check, especially if they're applying for a position involving money, customer interactions, or access to sensitive areas like inventory or keys.

Background checks help confirm that the person is who they say they are. They can show past criminal history, employment verification, and sometimes even driving records if the job requires deliveries. For restaurants, this is an added layer of protection. You want to know if someone has a history of theft, violence, or other red flags that could affect your team or your customers.

It's important to follow the rules when doing background checks. Always ask for the candidate's permission in writing, and make sure you understand the local laws about what you can and cannot check. In some cases, a person might have something on their record that's not relevant to the job, so be fair and open-minded when reviewing the results.

Background checks can be done through a third-party service and are often quick and affordable. While not every restaurant does them, they can be especially useful for management roles, cash-handling positions, or anyone with access to private customer information.

In the end, this step helps you avoid risky hires and build a team you can trust. It's one more tool in your screening process to make sure you're bringing the right people into your restaurant.

One of the most effective ways to screen candidates in the restaurant industry is by giving them a trial shift. A resume might look great and someone might sound confident on the phone, but nothing compares to seeing how they actually perform on the job. A trial shift lets you watch the candidate in action and decide if they're a good match for your team and work environment.

During a trial shift, you can evaluate many thing - show quickly they pick up tasks, how they interact with staff and customers, and whether they follow directions without needing constant reminders. Are they asking the right questions? Do they stay focused, or do they get distracted easily? These small observations can give you a clear picture of how they'll perform once officially hired.

For front-of-house roles, watch how they greet customers, how they handle pressure during busy periods, and how they manage multiple tasks at once. For back-of-house roles, observe their basic skills, cleanliness, and whether they follow kitchen rules like hand-washing and safe food handling.

Be upfront about the purpose of the trial shift before it begins. Let the candidate know how long it will last, what's expected, and whether it will be paid. (In many places, unpaid trial shifts are not allowed, so check your local labor laws.)

Trial shifts are especially helpful for restaurants because they focus on real-world performance, not just talk. If someone shows up, gives effort, and fits in with your team, you'll know you're making the right choice.

Now that you've learned about the five key screening methods - resume filtering, phone interviews, skill assessments, background checks, and trial shifts - the next step is organizing them into a smooth and easy-to-follow process. When done in the right order, these steps help you move quickly from a large pile of applicants to one or two strong candidates who are ready to join your team.

Start by setting up a basic system. When a new application comes in, review the resume first. If the candidate has the experience you're looking for, schedule a short phone interview. If that goes well, follow up with a simple skills test or ask a few job-related questions that reveal how much they actually know. If you're still interested, invite them for a trial shift so you can see them in action. Lastly, before making an offer, run a background check if needed.

This order keeps things efficient and helps you avoid spending time on candidates who aren't a good fit. It also gives you multiple chances to evaluate someone from different angles - on paper, over the phone, in real time, and through verification.

Keep track of each step with a simple checklist or spreadsheet. That way, you'll always know where each candidate stands in the process. And by using the same steps for everyone, you'll make fairer and more consistent decisions.

A good screening process doesn't need to be complicated. It just needs to work for your restaurant - and help you hire people who are reliable, skilled, and ready to work.

Hiring the right team can make or break your restaurant. When your staff is reliable, skilled, and works well together, everything runs smoother - from customer service to kitchen operations. That's why having a smart, simple screening process is so important. It helps you avoid rushed decisions, saves time, and gives you a better shot at building a team you can count on.

The five screening methods we covered - resume filtering, phone interviews, skill assessments, background checks, and trial shifts - each serve a unique purpose. When used together, they give you a full picture of the candidate. You'll know not just what they've done in the past, but how they handle real situations, how they communicate, and whether they'll be a good fit for your team.

This kind of process also helps improve your overall talent management. By sticking to a clear system, you'll make more consistent hiring decisions and lower your chances of turnover. That means less time scrambling to fill shifts and more time focusing on your restaurant's day-to-day success.

The key is to keep it simple. You don't need special tools or a lot of time -just a reliable method that works for your schedule and your staff. Start with a few changes, and tweak your process as you go.

Hiring doesn't have to feel like a guessing game. With the right screening steps in place, you'll feel more confident in your choices - and your restaurant will be better off because of it.