How to Write a Restaurant Job Offer Letter [Sample & Free Template]
By: AJ Beltis
Jul 16, 2018
When you find a great candidate for your restaurant staff, time is of the essence: you need to secure his or her employment before another restaurant sweeps them up.
Quality candidates are hard to find and hard to keep: at present, the restaurant industry has found itself victim to a nationwide, multi-industry labor shortage.
Add to that the fact that only 68% of job offers are accepted – a stat that has been steadily declining since 2015 as the economy has improved – and you now have even further incentive to write and deliver your restaurant's offer letter as soon as your team decides to hire someone.
In this article, we'll:
Highlight the essentials of a great restaurant offer letter.
Cover the format you should follow when writing an offer letter.
Provide you with a restaurant offer letter sample template for free.
Quick disclaimer before we get to the offer letter – make sure you're delivering it to the right person!
If you hire the wrong candidate, all the effort you put into writing the offer letter will have gone to waste when they quit upon realizing your restaurant isn't the place for them, or when you inevitably have to let them go upon realizing they're not a fit for your restaurant. Both scenarios are pretty common in the restaurant space and directly contribute to the 72.9% annual employee turnover rate plaguing our industry.
This is why you need to master the interview process. Check out these resources below for helpful tips and best practices for sourcing, interviewing, and extending an offer to the right restaurant employees:
For more tips, watch the video from The Restaurant Boss, Ryan Gromfin – a frequent writer for the Toast Blog – below.
Part 2: Inform the Candidate of the Incoming Offer
Once you're ready to officially make an offer, give the candidate a call and let them know an offer letter is coming their way.
Do this as soon as you're sure you're extending an offer to a candidate you want on your restaurant staff, as 32% of job offers are rejected because the candidate took another offer and another 11% rejected an offer due to a lengthy hiring process.
Use this phone conversation to gauge their interest in working at your restaurant before sending the letter – there's a chance they may have decided not to take the job with your company, which means you can instead extend the offer to any other candidates you had on the table, or hit the ground running by interviewing other prospective restaurant employees.
The offer letter you send should be the final version – make sure discussions of role, start date, pay, and expectations are settled before delivering the letter.
Part 3: Drafting the Offer Letter
Now for the main event – the job offer letter.
A restaurant job offer letter is the way that you and your candidate "get it in writing", taking you both one step closer to an official, professional relationship.
The offer letter is more than just an official invitation for employment – it's one more chance to showcase your brand to a future staff member and to start communicating clearly and openly about your goals, your restaurant mission statement, and your values.
Your offer letter needs to have a few fundamentals, such as:
Once you've covered the basics about their role, responsibilities, and your expectations, add in details about additional workplace perks and benefits that make the role and working for your restaurant all the more enticing. Consider plugging these in:
A restaurant job offer letter should be as thorough as possible without running on for pages and pages. Give the reader all the information they'll need to make an informed decision about the role and your restaurant and leave your contact information for any questions they may have.
Part 4: Close the Deal!
If your offer letter is as killer as it ought to be – full of details, information, and wording that aligns with your restaurant's brand and vision – the candidate should have no problem signing, sealing, and delivering it immediately.
Included on the letter should be a decision deadline – typically one week after an offer has been extended to a job candidate – as well as the preferred delivery method (email, in person, etc.).
Once the candidate is signed, it's your job to follow through with the expectations you've set regarding hours, pay, benefits, and workplace culture.
Here are a few assets that can help you onboard new hires more efficiently and keep them around longer:
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