How long has it been since somebody terrific walked through your door, filled out an application, and got hired? (Maybe never!)

Whatever the economy is doing, you’re competing with plenty of other operations for qualified workers—even other fields, such as healthcare. Great employees are vital to the guest experience; that means recruiting is, too. It deserves attention and dedication.

Make a Plan

First off, recruiting should be an ongoing process. No need to panic when a staffer moves on if you’ve got a system in place. Use a variety of methods to solicit applications, from traditional to new-fangled. Just as important: Evaluate how effective each method is, including whether it brings in suitable people. Perhaps a combination of three methods is most effective for your operation.

Social & Professional

Recent research shows that networking sites are second only to employee referrals in finding new staffers. Even job boards such as Monster.com are trailing behind this type of site. Services such as LinkedIn can be a great tool to look for potential managers or chefs—that’s kinda what they’re for. Closed sites based on professional or college affiliation, etc. are another online source of assistance.

Be wary of “Googling” an applicant, however. As one editor notes, “… it’s unfair for employers to base professional hiring decisions on personal information about candidates that they discover online” (advice.cio.com, 4/27/09). Personal information used in a discriminatory fashion runs the risk of lawsuits if discovered, and is the equivalent of asking those HR no-no questions.

Face to Facebook

Is it OK to post job openings on your operation’s Facebook page? The answer is a qualified “yes.” Keep in mind that job seekers will form an opinion about how good an employer you are based on whether—and how quickly—you respond to their interest. Even a short post saying that you’ve received the message is polite. So be ready to manage this diligently (blog.jobsonthemenu.com).

To mine employees’ social networking contacts for potential hires, a business can also pay for services from companies like Appirio or Jobvite. For example, a company using Appirio’s product will ask its employees to add an application to their Facebook pages. The tool notifies employees when new jobs open and which of their friends might be a good fit. The employees then pass along the basic contact info to their employer.

Beyond the Net

Social networks should not be the sole means of advertising available positions, according to many experts. Why not use one side of a table tent or door hanger to talk up job opportunities?

“Always interviewing ‘people’ people” could be a feature of your website, signage, promotional emails and newsletters. If you like, reward patrons who refer a successful candidate with a free drink item, meal discount, catering coupon or other low-cost prize.

People Pool

There are lots of places to extend your recruiting reach. Attend job fairs at high schools and colleges. If there are culinary, foodservice and food-handling schools in your area, consider them a direct line to qualified workers. Offer to give tours, make class presentations, provide internships or mentor students.

If retirees or layoffs are appropriate for your operation, find ways to find them. They could be the most reliable choice, especially for part-time positions. This year, more than 51 percent of the general workforce is estimated to be aged 40 or older. Traditional routes to connect may be effective for these folks, e.g. newspaper ads. Investigate seniors4hire.org, a government program. AAlso try to connect with local hubs listing volunteer opportunities—this age group often gives their time to nonprofits.

Another tip: In your recruitment efforts, mention that you are specifically interested in mature workers.

Personal Touch

There are plenty of people who can help you fill vacant slots. Former employees? Loyal customers? Vendors? They’re all savvy sources for potential staffers. Retain the contact information for your best seasonal and/or temporary employees. You never know when they’ll turn out to be more long term, or be able to recommend someone else.

The No. 1 way to find new hires—according to surveys—is still through those who are on your payroll right now. They probably have friends and family with a similar work ethic. Contests, perks, cash bonuses: All of these help keep employees thinking of folks to refer—and help keep them around, too.

Keep ‘em On

Of course, the more people you’re able to retain, the fewer you’ll have to bring on board. If you’ve been running lean, make sure that staffers who’ve been working harder and longer are first in line for promotions or pay raises. Then reward them for finding their replacement!

Recruiting Is Publicity

Whatever you do, remember that everything from a sign in the window to a Facebook post represents the professionalism and culture of your operation. Pay attention to wording, graphic design and how promptly you respond to inquiries. It all counts.