The pandemic wasn’t an easy time for anyone in the food service industry (that’s an understatement, right?). The many challenges of putting together and retaining a quality employees in the workforce have come back full-force. Let’s break down this important topic from several angles to assess which moves you can make to attract and retain talent in these trying times.

Getting new employees to sign on
Finding new employees has never been easy. And once the hiring process ramps up again at your operation, those traditional labor challenges will only be heightened. Prospective workers will come to you with a wide range of questions, everything from concerns about the safety of the working environment to contingency plans if the crisis were to force another lockdown. Again, this is a great time to stress advancement opportunities and specifics of the compensation package, as well as any steps you’ve taken to ensure a safe, less stressful working environment.

Making tangible differences to their workdays
An increased level of social distancing and an ongoing commitment to best sanitation practices makes any workplace appealing to employees. Another way to improve the day-to-day challenges your employees face is by making equipment upgrades. It’s a great way to remove unnecessary hassles and show you’re committed to making their jobs as easy as possible. Ovention’s Matchbox® 1718, for example, has features that’ll free up operators to multitask without the risk of compromising the food. What employee doesn’t love that?

Convincing former employees to return
Sometimes, the best new workers are the ones who already know the ropes at their former workplace. Think you’ll be recruiting furloughed or former employees? You might consider reaching out sooner than later. If it feels appropriate, a simple email or phone call can show you still value what they were bringing to the table before the crisis — and are thinking seriously about exploring possibilities once the lockdown ends. And when it comes time to actually rehire for a position at your restaurant, be upfront about what happened. Even if they know the broad brushstrokes, they’ll appreciate hearing from you how the crisis affected every aspect of the operation. Of course, you’ll also want to share any potential changes, if any, to compensation and workplace culture.