The business quality of a restaurant has a great relationship with the production department. If you don't know how to choose a chef, the chances of restaurant failure will be much greater. Below, I would like to share with you the principle of choosing a chef in a restaurant, hoping to help you!
These chefs can't brag, they can't.
If you meet a job seeker boasting about your abilities, resources and achievements, there is only one way: never turn him down. Because there are two kinds of such candidates: one is a liar and the other is a madman. These two kinds of people are very destructive to enterprises and must not be brought. Imagine how far a foreign monk can take an enterprise just by watching a class without knowing the internal information of the enterprise at all. If he is not a madman or a liar, what is it?
So how to judge a person's practical operation ability? It's simple. Look at what he did, what he did and how he did it. What I have done is experience, what I have done is ability, and how to do it is a way of thinking. And these can be confirmed by simple inquiry, rather than listening to what he said he could do in the future.
Frequent job-hopping is not allowed.
Some candidates' resumes may be very dazzling: .............................................................................................................................................., who used to be the front office manager of a hotel and the executive chef of a restaurant, might as well ask him about his working hours in the above units. If he is a person who frequently changes jobs in a relatively short period of time, no matter how strong his ability is, I suggest you still. Give up what one loves? . Imagine how long a person who hasn't worked anywhere for a long time can stay with you. It is better to shut out now than to open Naxian again soon.
You can't have too many slanders.
It is an indisputable fact that the talent mobility in the catering industry is large. There are various reasons, so I suggest that you might as well ask the reason why the applicant left the original unit. Some candidates will criticize the units they have worked for before, and what's more, they won't say anything. For this kind of person, I suggest you still? Stay at a respectful distance from sb? .
If he enters your enterprise, I believe it won't be long before he sits in front of another recruiter and talks nonsense about your enterprise. Any enterprise, as long as it exists, must have its merits. A person who only sees the shortcomings of others and believes in bad words and slanders needs to consider nothing but showing you that he has a personality problem.
Do not accept? The best?
If there are 10 qualified candidates after the interview, the enterprise only needs to enroll 4 candidates. Who should it enroll? A fool will know the answer: enter the top four. The practical experience is: it is best not to enroll the top two, but to enroll those who rank behind the third. Why?
First, you are not the only employer in society because the good ones are being robbed. When you admit the top two to the enterprise, the enterprise will give him a probation period. Enterprises often unilaterally think that I'm trying you out, and I'm testing you, but in fact, I've overlooked one thing: applicants are also trying out enterprises. During the probation period, the opportunity cost of both parties is not high, and anyone can fire the other party, not just the enterprise.
Second, excellent people will always have many opportunities to wait. Not only you like him, but also other enterprises will like him. During the probation period, he will ride a horse to find a horse, and there will be many opportunities to wave to him. He will leave you at any moment. What should you do? When you think of the people in the middle, and then contact, you often find that those people have just found a job at this time, which is a waste of water for enterprises.
Third, the first few people joined the enterprise soon and soon had the intention to go. Why? Because they soon found many negative things in the enterprise, before they came in, they saw and heard all the good things, and seldom knew the negative content. It's not the same after being hired. What you see is the real truth. If you meet one or two people who are cheating or jealous again, it will be even worse. If there is an opportunity outside, he will naturally leave soon.
We should make use of these chefs and the fame of famous chefs.
It is easy for a catering industry to hire a few ordinary chefs or skilled technicians who can cook, but it is really difficult to find a first-class chef who can cook well and manage kitchen work. What are we talking about? Chef talents refer to talents like master chef and assistant chefs, who not only have superb cooking skills, but also can train and guide chefs in various positions.
It is one of the tricks of restaurant operators to use the reputation of chefs to play traditional cards. Famous chefs have a good reputation. If a restaurant can hire one or two famous chefs, there will definitely be many people coming. Big-name chefs are generally famous for their unique skills, and these unique skills often become the living signs of restaurants, making people think of this restaurant when they think of a certain dish, because they can eat features that other chefs can't. Restaurant operators should make full use of the reputation of big-name chefs to foster strengths and avoid weaknesses. Big-name chefs generally like to keep tradition, and restaurants can use this feature to package their own image, so that restaurants can have a noble and traditional atmosphere in dishes and styles and build a brand.
Because the role of chefs in restaurants is so critical, restaurant operators must try their best to recruit good chefs from various channels. The hired chef should not only have good basic cooking skills, but also be able to cook distinctive dishes. The flavor of these dishes should meet the needs of people's taste change and development, and whether they can innovate dishes. It is best for chefs to have a certain popularity and high reputation in the local area. Generally, in the preparatory stage of a restaurant, you can hire a chef first. Generally, it is enough for small and medium-sized restaurants to recruit one or two people, and large catering enterprises can employ them appropriately according to their scale. The chef will complete the menu design and recruit chefs from other positions.
The recruitment of chefs should be based on the characteristics and business categories of restaurants. For example, Sichuan cuisine restaurant can't find Cantonese chefs, and Hunan cuisine restaurant can't find Shandong chefs. Generally speaking, hiring a chef is best done by someone with relevant experience.
However, if the restaurant has formed its own unique style, it is necessary to be cautious when hiring a famous chef, not only by looking at his fame and cooking, but also by finding out his personality and temper in advance. Some restaurant operators try their best to dig some famous chefs into their own restaurants and then let them take charge of the kitchen. As a result, they blindly emphasized their own experience and personality, refused to implement the existing business philosophy and policy of the restaurant, and finally broke up in discord or even gave up halfway.
Boldly use and train new chefs
Big-name chefs charge high prices. As a new restaurant with uncertain profits, especially small and medium-sized restaurants, it will be a heavy burden to hire famous chefs for a long time. Moreover, big-name chefs are famous, and the people they hire are behind you, so they often have a big temper, and restaurant operators are sometimes difficult to manage. In fact, restaurants can train their own chefs, and training and using new chefs is a wonderful strategy for people who open restaurants for the first time. In fact, novice chefs have two advantages.
Novice chefs are easy to accept business ideas.
Novice chefs here refer to those chefs who have graduated from catering school for two to five years, have some cooking experience and continue to study in other restaurants. They haven't been in the society for a long time, but they have got a certain understanding and are still in a state of acceptance and learning psychologically. At the same time, they have some experience and are less frivolous of young people. Therefore, they are more receptive to the business philosophy and restaurant style emphasized by the operators.
As far as cooking is concerned, they are unprofessional, active in thinking, not completely bound by theory, and have great plasticity. Cooking is a creative job. If you are flexible, you can often receive different stimuli from different places. Some folk recipes, or some little-known cooking methods, may inspire him in an instant and become the inspiration for developing new dishes. I can deeply plant the feeling of the new taste I experienced in my mind, I hope. So that guests can also eat this dish? Our employees are just what we need, promising chefs.
Be full of interest in new things
The first person to eat crabs can be said to be one of the greatest chefs in the world, and the first person to develop from traditional steamed crabs to fried crabs with ginger and onion is also excellent. Being able to explore, discover and pass on delicious new knowledge to everyone is one of the potentials of becoming an excellent chef. Many restaurant specialties are developed in this way, but these best-selling foods are often disdained by big-name chefs? The left side door? And this is the only way for restaurants to innovate constantly.
Besides, new chefs are usually modest. Modesty belongs to a person's fundamental way of thinking, and it is also one of the conditions that determine whether he can make continuous progress. Some chefs are famous for their self-reliance, are very proud of their qualifications, have habitual resistance to other people's opinions or ideas, and only believe in their own cooking methods.
However, even if such a chef is proficient in what he has learned, he will always be an apprentice and never become a master, because he can't get rid of pride and surpass the master. The kitchen can't be managed by such people, because they never surprise guests when designing menus and cooking food. Only modest chefs will constantly feel the trend of the parade and notice the advantages of competitors, so as to further improve their own dishes.
Whether hired or self-trained, the quality of chefs largely determines the level of restaurants. Therefore, operators must pay more attention to this issue.
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