How to hire a New cook.
Hiring a new employee can be daunting. Anyone can cook, not everyone is a right fit. You need the right fit for the job both in skill and attitude. Age, sex, race doesn’t matter, mind set and ability does.
Things I look for on a resume.
The things I look for on a resume first is name, and names of establishments they have been at. Have I seen this person from somewhere else? Are they within my multi circles? Next thing I look at is the details within each place. What they have done, what they have learned. While plating and recipes may differ from establishment to establishment, the basics are still the same; the mechanics are still the same. With knowing of those establishments, I understand the work they have experienced, as well as established procedures’. Fast food establishments have strict training, process, and procedures when compared to chain, restaurant, hotels, and pubs, however less “education”, less thought. Chain restaurants deal in higher volume onslaught, but mechanical animal. Hotels get functions, the ala carte (restaurant will be less busy then compared to the others). Lastly pubs are flexible, fast, guest oriented. All will have basic “restaurant line knowledge and experiences”.
Time at each place matters somewhat. A person at a single restaurant for a long period, demonstrats growth stagnation. If leaving likely due to wanting more money. Same can be said with a person that has 6 months here, 2 years there, 6 years there, 9 months there, the movements can be viewed as financial, not the right fit ( employee / employer), or other. With the first example of longtivity, the personal will likely be suitable for full time position, where as in the second example of extensive places, PT might be best. It would all have to come down to the interview of the person. Both have their uses within a kitchen.
For person with no experience in a kitchen, but have experience elsewhere, say trades or general labor, I look at two things, their education, what they have done currently. General labors make for better cooks than non labors (usually). Education is important, as education is a commitment.
Sponge factor
There is something I call “the Sponge factor”. Generically those with no experience, will display this in interviews. “I don’t know/ never done the roll, BUT I need work, and WILL learn.” These type of people, like I said are the inexperienced, or are just looking for work. They tend to make the best employees as general workers, will “soak up” and take in whatever you train them. They may not have the food certifications, or the health and safety, but they WILL get the job done. Sponge factor is important as one can mold and train the person. Sponges also grow faster than most employees.
I am just there for the coin
I’m just there for the coin, are the type of people whom may or may not work out. These people usually work multiple jobs, make very good part timers and “schedule fillers.” If they are comfortable they can be solid loyal asset providing they are getting something in exchange. The down side to these is they maybe only “mildly” useful.
Experienced Cooks
Just like the “I am just there for the Coin”, the experienced Cook can be a double edged sword hire. The key to a positive hire is their history/ experience, after that, how much you are willing to offer. The positive is they train fast, able to assist faster, understand hierarchy, and safety protocols. The awkward side is dependent on hours and wage. For a general cook, they may not be the resource you need, however for someone that thinks fast on their feet, they will do. Beware of the ones with “ego” or come across as “ know everything”, they maybe skilled but inflexible to your establishment.
Summary
These are things to know understand and watch for. While a resume is a history, an interview is telling tale of the person and their intentions, as well as history, and telling intentions of your own and own needs. Everyone is different. During the interview it’s imparitive to get a bead on the person’s ability to get the job done, as well as fit with current staff. She may not be the day staff you are looking for, however you maybe able to fanigle things so she works at nights, and someone else works days. Personality is key as well so they can work with current staff. Honesty is important in the hiring process for both parties.