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Industry Insights: Quick Service Restaurants
These days, quick service restaurants are doing brisk business as consumers return to eating out, bringing with them high expectations for fast service and convenience. Yet hiring continues to be a challenge as workers look for higher wages, more flexible schedules, strong benefits, and a safe work environment. Finding and hiring the right people requires new strategies and a flexible menu of options and benefits.
Meanwhile, restaurants are feeling the impact of rising inflation and food prices, leading to higher menu prices. Some states are considering regulations that could impact quick service restaurants, including higher minimum wage laws, franchise regulations, and food waste legislation.
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QSR Industry Hiring Challenges
- The restaurant industry added 61,300 jobs in March 2022, almost 1 in 7 of every jobs created in the US.
- 43% of hourly workers are looking for flexible schedules.
- The QSR industry invests nearly $3.4 billion every year in recruiting and training employees
- A shortage of qualified candidates is hindering the growth of 4 out of 5 franchises
Take out and delivery remain strong
Dining outside the traditional dining room remains a strong consumer preference, and almost two-thirds say they don’t think they will return to their pre-pandemic habits within the next six months. Takeout and delivery remain strong, as well as an expectation for easy ordering and speed of service. Fortunately, these trends add up to brisk business for quick service restaurants.
Source: Deloitte Restaurant of the Future Survey, December 2021
Is digital on the menu?
of customers prefer to use a digital app to order food for off-premises dining
0 %
of customers prefer to order digitally on-premises at a QSR
0 %
of customers who order off-premises prefer to use a restaurant’s own branded website or app
0 %
of customers prefer are willing to order from a partially fully automated kitchen
0 %
Source: Deloitte Restaurant of the Future Survey, December 2021
What QSR Workers Need
As “The Great Resignation” continues and the competition for workers remains strong, boosting wages and offering starting bonuses may not be enough to meet quick service restaurant staffing quotas. The way people want to work is changing, and employers will need to look at adding new benefits to attract and retain talent and stand out among the competition. Here are some ideas:
Emphasize flexibility
Today’s employees are looking for flexible schedules that allow them to earn money while taking care of families, attending classes, or enjoying other pursuits. Stand out by offering flexible work hours to help attract the best talent.
Speed up hiring
In a competitive market, employers can’t afford to drag their feet when it making a job offer. Why not implement a “quick apply” option on your website and take advantage of virtual interviews and assessments to shorten the application process?
Invest in education
To attract and retain workers, consider offering professional development opportunities or assisting with tuition for higher education.
Step up advancement
Workers are looking for opportunity. Take note of a program introduced by Chipotle offering hourly workers an opportunity to advance to general manager in a period of just three and a half years.
The Big Picture
Quick service restaurants can attract top talent by thinking outside the box when it comes to finding potential workers and offering a range of employee benefits:
- Recruit creatively. Ask your current employees if they know people who are looking for work and offer a referral bonus for leads that become new hires.
- Go where potential employees are. Spice up your social media presence and let followers and local influencers know you are hiring.
- Treat employees as individuals. The perk that works for one person may not be right for another. Recognize differing priorities and provide tools necessary to help individuals meet their personal goals.
- Offer flexibility. Today’s workers value flexible hours, scheduling, and on-demand pay.
- Show your appreciation. Work to build long-term relationships with your employees and let them know their hard work and reliability is valued.
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