[Abstract] What should catering enterprises pay attention to when recruiting employees? Employees are the greatest wealth of an enterprise and a powerful guarantee for its development. For catering enterprises, employees are the signboard of enterprise service quality. So, what should catering enterprises pay attention to when recruiting employees? What should catering enterprises pay attention to when recruiting employees? Employees are the greatest wealth of an enterprise and a powerful guarantee for its development. For catering enterprises, employees are the signboard of enterprise service quality. So, what should catering enterprises pay attention to when recruiting employees? It is very important to open a restaurant and organize a better staff, which is the basis for the success or failure of restaurant management. As an operator, we should carefully consider when recruiting employees, such as: the proportion of all kinds of personnel; The specific equipment of employees; The source of employees and the specific situation of employees and so on. We should have time to fully consider and find a final solution, and we can't rush into things at the last minute. How many employees a restaurant needs depends on its scale, grade, business area, business content and business ability. For example, two restaurants, A and B, have slightly the same business area, seats and basic conditions. Party A deals in roast duck, home cooking and hot pot, while Party B only deals in Korean cold noodles. Because Party A operates a wide variety of products, it definitely needs more employees than Party B. And Party B has a single business variety, relatively simple operation and a small number of employees. Other restaurants are open all day, serving breakfast, lunch, dinner and supper. Some dinner restaurants only operate lunch and dinner, and the number of employees should be arranged and adjusted according to the specific situation. The number and proportion of employees will directly affect the cost, and the second will involve the orderly conduct of normal work. Therefore, there must be no dogmatism in the specific work of recruiting employees, and specific analysis should be made. In a word, the number and proportion of employees in each department should be relatively reasonable, and the principle of being lean, efficient and saving manpower must be adhered to under the condition of ensuring that employees can effectively combine work and rest and be conducive to physical and mental health. In order to ensure success, enterprises can explore the experience through a period of trial operation, and then make necessary adjustments in an appropriate period to gain experience to make up for the shortcomings. There are two sources of restaurant staff recruitment: one is internal and the other is external. Internal recruitment channels are more common in private enterprises or family-owned restaurants. For example, relatives, friends, old classmates and superiors of the operators come to recommend candidates before the restaurant opens. These people generally have a hard relationship, and operators are not easy to refuse. They may even put some people in important management positions regardless of their ability. Long-term practice has proved that the result of this recruitment is harmful and unhelpful to enterprises. Because these people think they have advantages and lack the awareness of enterprise system and self-requirements. Because their feelings and discipline are not strong, operators are often difficult to deal with. So it has a bad influence on employees, the relationship between superiors and subordinates is tense, and even there are many contradictions between employees, so they can't work. For employees recruited through external channels, it is generally best to choose trained students and laid-off workers who graduated from technical secondary schools or vocational schools in this city or other places: such personnel are generally selected through interviews and assessments. They have a high desire for job hunting. Once they are hired, they have a good performance in their work and can abide by the various systems of the enterprise. Their skills are desirable, because after they have basic jobs, they can be competent for such jobs. The disadvantage is that they generally don't know enough about their own specific situation. Some people work in many places, have rich social experience, are good at observing the situation, are easy to change their minds, and value personal gains and losses more. From this perspective, the recruitment of personnel is a complicated process, and as an operator, you should think twice in order to select talents. According to the above situation, combined with their own reality, it is not easy to choose employees in various departments.