StarChefs Studio will be appearing at the Northwest Foodservice Show April 18 - 20, 2004. Join us at the “Recruiting For Better Retention” seminar and gain insight about proven methods of recruitment, selection, training, and incentives for long-term employment from culinary and HR experts. At our “Meet the Masters” program you will have the opportunity to meet food and hospitality industry pros and gain an inside look at how the best chefs and operators in the Northwest have turned their enterprises into success stories. Don’t miss the post-show after-party at the Seattle hotspot, Chapel Bar.

For more information about StarChef Studio events click on this link:
http://www.starchefs.com/events/studio/2004/wra.shtml

1. Top 3 Sample Interview Questions

1. Where do you see yourself in 5 years?
2. Do you have experience in a similar position?
3. How do you react to criticism?

3. Tough Interview Question of the Month

4. JobFinder Online Classifieds Posting Tip

When posting an ad, you want quality, not quantity of responses. A more generic ad may produce more responses, but many applicants will not have the qualities you may be looking for. The ad should clearly state all of the necessary and desirable qualities you are looking for in a prospective employee, which will help weed out ineligible applicants.

5. CEO’s Dish: Disciplining Employees

It is always difficult to discipline an employee, but a manager or supervisor cannot ignore the problem. A manager’s prime responsibility is to help staff members succeed in their job, and disciplining an employee at the early stages of a problem could help save your working relationship. Good employee / management relations will inevitably keep the high cost of turnover to a minimum. Every time an employee is hired or fired, costs for compensation, recruitment and training are accrued. These costs are easily avoided if there is an open dialogue between management and staff. Below are some tips to consider when disciplining an employee:

• Have specific examples of the reason the employee is being disciplined and the reasons it is negatively affecting the work environment
  
• Do not discuss the issue with other employees - the disciplined employee has a right to privacy
  
• Decide whether or not it is appropriate or necessary to have a third party involved in a disciplinary meeting.

If possible, have some standard guidelines in place to use when the need to discipline arises. This keeps the disciplining session on a more professional level so the employee will not feel it is a personal attack. Employees should feel that you want to help improve their performance, for their sake as well as the company’s. If the employee makes the proper improvements, praise them for their accomplishments. These steps will ensure a loyal workforce with minimal cost for turnover.

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