![]() While bartenders are not strictly salespeople, they can make a huge difference to your revenue when properly trained. One obvious place to start is your POS system but you might also be using specialized inventory or table management software.Ĭovering these systems will ensure smooth operation, accurate sales data, and better customer experience. ![]() Technology now plays an important role in running a bar so you’ll need to go through the various systems you use with your new hires. This will help avoid any misunderstanding between your staff and speed up customer service. Similar to above, if you’re hiring someone without much experience as a bartender, make sure you go through the terminology commonly used behind the bar and among the rest of your team. You might also consider online training to get the theoretical aspects right with companies like the PBSO Bartending School. This is best done in person so searching for “bartender training in ” on Google should give you several local centers that train bartenders. Tip: If you don’t have the capacity or the internal know-how to provide technical training, consider outsourcing this to a third-party training provider. These elements will help your new hire understand how you do things on both a theoretical and practical level. Shadowing an existing bartender is a good way to speed up this process. ![]() This is also a great time to learn where everything is behind the bar and practice. In this situation, make sure to go through the technical aspects of bartending such as accurate pouring, cocktail recipes, and the different tools to use on the job. ![]() It’s true that qualities such as being trustworthy, friendly, and dedicated are more important but you can’t provide good customer service if the technical skills are lacking.Īnd sometimes, your new hires might not have that much experience or you might be promoting someone from another area of your bar or restaurant. If you don’t have an employee handbook, you can download a free template here. In addition, the employee handbook may include role-specific guidelines about customer service, handling cash, and any other related details. This should outline your workplace policies, code of conduct, and other general rules in your establishment. Once you have someone on board and ready to start, it’s time to introduce them to the employee handbook. Lastly, having a trial day or week can help you see how people perform on the job and predict how they will fit in with a high degree of certainty.Ĭombining these elements will help you set the right foundation for training and onboarding your new bartender hires. In terms of shortlisting, you can design questionnaires that let you standardize the selection process and compare everyone based on the same set of principles – even before you meet them for an interview. Other sources include Facebook groups and referrals from your existing employees. When it comes to channels for attracting candidates, there are staffing agencies and websites like Indeed that can refer candidates to you. This should include one or more channels to attract candidates, shortlist the best ones, and reliably predict their performance. If you want to make the most of your staff onboarding and training programs, make sure you have a solid hiring process first. Start with the right foundationīartender training is useless if you make the wrong hire from the get-go. Now that the value of training is clear, how can you make sure every new bartender hire has the maximum chances of success? This is what we’ll cover next. The 11-point checklist for better bartender training This is why having a solid bartender training process is crucial for your operations and profitability. That’s about 18% lost revenue, not to mention the impact on your pour cost. In addition, the average loss from spillage, over-pouring and giveaways is approximately 6 ounces per liter. This is a nightmare from a management point of view because you constantly have to hire and train new people. This means that for every 10 employees you have, you can expect only 2 or 3 to be there the next year. The average staff turnover rate in bars and restaurants stands at 75%. In turn, this can help you improve customer service, grow revenue, and retain your key employees for a longer time.īefore we dive into specific tips, let’s revisit why bartender training must be done right. So in this article, we’re going to present 11 tips for better bartender training.īy the time you finish reading, you’re going to have a blueprint for onboarding new hires who understand your rules and processes. Good news: all 3 of these can be remedied with proper training.Īnd nowhere is this more pronounced than bartending – one of the roles with the highest levels of responsibility, exposure to customers, and influence on your bottom line. Here are 3 common traits about the bar business:ģ) Losing cash due to theft or malpractice.
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