#hr partner

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Contact Quarec Resources Pvt. Ltd. | Get in Touch for Business Inquiries & Support

Reach out to Quarec Resources Pvt. Ltd. for business inquiries, support, and partnership opportunities. Contact us today for expert solutions and assistance.

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How can I find a qualified HR partner for my business?

In today’s fast-paced business world, managing human resources effectively is critical to success. Whether you’re running a small startup or

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Guide to Remote Recruitment : The Future of Hiring in the UAE — KH Recruit

As one of the leading recruitment agencies in UAE, KH Recruit stands at the forefront of innovation and efficiency in the evolving landscape

Guide to Remote Recruitment : The Future of Hiring in the UAE

With the global trend towards remote work reshaping business landscapes, the UAE stands at the forefront of adopting innovative recruitment strategies. Mastering remote recruitment becomes crucial for sustained growth and competitiveness. KH Recruit, one of the prominent recruitment agencies in UAE, offers effective approaches for businesses to leverage the power of remote recruitment to attract talents from various geographical backgrounds.

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Is It Time For An Automated HRIS/Payroll System?

As your restaurant group grows and evolves, your manual HR services and payroll processes may not be cutting it anymore.

Many operators have communicated to us that a Human Resource Information System (HRIS) or an automated HR/payroll system was notoriously exorbitant. We have also heard how some of those systems weren’t the most user-friendly either.

But, in this day and age, technology has come a long way.

Once you have at least a couple hundred employees, it is increasingly difficult to continue with manual human resources and payroll processes. The sheer number of HR regulations and HR laws makes it very difficult — almost impossible — to stay compliant when handling HR outsourcing services and payroll processes manually.

An HRIS Checklist

When it’s time to let go of your manual processes, consider these points before investing in an HRIS or payroll platform:

Be honest about your needs and budget

We’ve all been there. Choosing between two innovative tech products — both brand new, shiny, holding so much promise about how easy and simple they’ll make our lives. It can be tempting to go for the “top of the line” product. But don’t get caught up in the hype. Determine your basic needs early on, including how the system will be used and the metrics and reports you’d like to generate. After your basics are covered, add one or two “upgrade” features to the list. Then, take a good hard look at your budget and identify the maximum you can comfortably invest in a new HR Platform.

Don’t go it alone

Make sure you seek input from pertinent departments so that the HRIS system fits the needs of all users. Individuals in IT, operations, accounting, recruiting, and senior management may be worth consulting as they will likely access the system on a regular basis.

Window shop

Don’t rush to make a decision. Just like hiring the wrong employee can be costly, buying into an ill-fitting platform can be incredibly expensive as well. Go into this understanding that it may take several months to find the right HR platform and that you’ll probably see more salesperson demonstrations than you care to admit. Don’t shrug off the demos though — they offer an excellent opportunity to ask questions, gain information, and pick the brain of subject matter experts. Once you have a good feel for all of the HRIS options out there, make a shortlist of your top vendors, and then drill deeper into each system’s offerings.

Coordinate the paperwork

Depending on how you wish to proceed, submitting a request for proposal (RFP) might apply to your situation. Basically, you’ll provide a summary of your project needs, minimum requirements, and budget to each vendor on your shortlist. Vendors will then bid on your project.

Make the call

Once you receive all of the quotes/proposals, now’s the time to make the call. You’ve spent months researching, completing demos on each HRIS platform, and obtaining buy-in from all users. Choose the platform, notify the vendor, and start reaping the benefits of automated Human Resources and payroll!

Need addental help?

Here at Restaurant HR Group, we don’t have an HRIS or payroll system to sell you. We work directly with our clients (or potential clients) to help them find the right system and payroll company for them! If you need further Business Human Resources or payroll system advice or guidance, don’t hesitate to contact us, we are happy to help.

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Boost Engagement: 7 Simple Strategies for the Restaurant Industry

For many of our clients, employee engagement tops the list. And why shouldn’t it?

When engagement is dialed in and working, the synergistic effect it has on your staff is amazing! Decreased turnover, a happier environment, and more committed employees. Definitely all desirable outcomes, right?

And with the significant restaurant industry turnover rates, now is the time to implement changes.

Here are seven simple strategies to boost employee engagement in your restaurant.

1. Discuss employee progress and growth.

Employees need to know where they stand, and they need to hear it often. Providing positive, constructive feedback, especially at predetermined intervals, is a great way to set expectations and meet that need.  

Interestingly, the younger segments of the workforce require more frequent feedback. These employees are used to constant input and quick turnarounds, thanks to growing up with the Internet. But the truth is, most people – regardless of their age, want ongoing feedback.

2. Offer ample training and advancement opportunities.

A whopping 72% of Millennials, a group that will account for almost half of the U.S. workforce in 2020, feel that their skillsets are not being used to the fullest. If you have nearly three-quarters of your staff feeling underutilized, engagement is going to be suffering too.

Providing opportunities to advance or cross-train allows employees to showcase their strengths in other areas and roles. They’ll also be less likely to look for employment options outside of the organization.

3. Be clear in your expectations.

Expectations should be set from the beginning, ideally during the hiring process. And with each new project or endeavor, expectations should be reiterated.

For example, if you expect employees to greet each customer in a specific manner, you have to be clear about that with each and every employee. Leaving someone out of the loop is never good and can quickly lead to resentment – or worse, disengagement.  

When you lay the groundwork for expectations, employees then have a benchmark to measure their performance against. They won’t have to guess where they stand, how they’re doing, or if they’re meeting your expectations.

Follow me for more business human resources and leadership insights. For speaking engagements and membership information, visit me here. Or check out my company, Restaurant HR Group, to learn how we help restaurants manage HR, restaurant payroll solutions, and benefits administration.

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9 Tips for Writing an Entry Level Resume for Someone

Finding a job can be tough. Between filling out application after application to juggling phone, Skype, and in-person interviews, job seekers may feel like landing the gig all too often seems to turn into a survival of the fittest contest.

Unfortunately, sometimes that can lead you to take drastic measures. And while you want to find ways to stand out among the sea of candidates, there are times when that may not be in your best interest.

Even though I’m not a recruiter myself, I tend to hear about job seeker faux pas quite a bit from other colleagues. Here are nine things all job seekers should stop doing immediately.

1. Dropping a note in the comments section.

Recruiters and business owners often use social media to get the word out about job opportunities. In their post, they’ll typically have instructions on how to apply for the job. But when job seekers write “interested” or “please review my profile” in the comments section on the post and leave it at that, you’re not showing the recruiter any initiative. Instead, it shows them that you can’t (or won’t) follow directions and doesn’t lead to a good impression at all.

2. Sending a “naked” resume.

If you want to get noticed, always send a cover letter with your resume. This can be one of the only ways to show a recruiter your personality early on, so use this time wisely! Explain why you’re interested in this particular career and what attributes you can bring to the table. And for goodness sakes, show some enthusiasm here too.

3. Mismatched work history.

Since social media sites are such an instrumental part of the job search and hiring process these days, it’s important that all of your information across platforms matches up. Having a different employment history listed on LinkedIn than what shows on your resume, for example, may raise a red flag with HR and result in you getting passed over.

4. Incomplete LinkedIn profile.

If you’re using LinkedIn to apply for jobs or reach out to hiring managers and recruiters, an incomplete, bare bones profile may not make the cut. At a minimum, make sure you have a professional up-to-date headshot and list your first and last name, employment history, educational background, and contact information.

5. Tweeting without a filter.

Tweeting (or any type of online posting for that matter) anything negative about your employer or coworkers is a huge no-no. We all have rough days at work, but laying out all of the details online is a surefire way to turn off recruiters and get yourself into hot water with your current employer. Recruiters will likely check out your public social media profiles, so keep them locked down tight or else keep them free of workplace drama, vulgarity, and inappropriate pictures and messages.

And it’s worth noting, refrain from expressing your disdain for HR folks and recruiters who don’t respond to your application. Social media is not the place for this and it won’t gain you any traction. You’ll be viewed as negative and difficult, two traits guaranteed to turn even more recruiters away.

6. Submitting an unedited resume.

Candidates may feel rushed to get their resume submitted as quickly as possible, so they send it in before proofreading it. But not taking the time to proofread it can mean the end of the hiring road. You need to have someone — whether it’s a friend, your brother, or a paid expert — give it at least a quick onceover first. The same goes for cover letters and email messages too. Multiple spelling and grammatical errors, missing words, or a wall of text can be a deal-breaker.

7. Doing an en masse submission.

Similar to my last point, applying for jobs isn’t usually anyone’s idea of a good time and many job seekers may try to devise a way to get the most bang for their application buck. Unfortunately, this can sometimes translate into you blindly blasting your resume out to hundreds of companies and recruiters without taking the time to research the positions or vet the company to make sure it’s the right place for you. Doing your due diligence and being selective can save time and wasted energy for all involved.

8. Going silent post-interview.

While you don’t want to fall into the trap of pestering the recruiter or HR person, you do want to make the effort to follow-up after the interview. Keep the message short, simple, and professional, but sending a quick thank you note, card, or email can leave a positive impression.

9. Don’t be a bridge burner.

If it pans out that you aren’t offered the job, now is not the time to lose your cool. You never know what might happen down the road — maybe a similar position will open up or you may cross paths with the hr on demand or recruiter again. So if you react in a negative, nasty, or unprofessional way, that bridge may be long, long gone.

Follow me on Facebook, LinkedIn, Twitter, Instagram, and YouTube for more hr service group and leadership insights. For speaking engagements and consulting services, visit me here. Or check out my company, Restaurant HR Group, to learn how we help restaurants manage their greatest assets.

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The Mental Health And Addiction Epidemic Ravaging The Restaurant Industry

Recent events in the restaurant industry have reminded us all of the fragility of life and the vulnerability we carry with us throughout each day. Although the overwhelming majority of us working in the restaurant industry didn’t personally know Anthony Bourdain, we certainly felt like we did courtesy of his provocative, thought-provoking commentaries exploring the links between food and community. The news of his untimely death has reverberated loudly.

Bourdain’s passion was palpable. He relished in the adventure of tracking down what at first seemed like far-flung delicacies, but were often simple, every day foods for the people preparing them. He was the teller of stories that deserved to be heard. And his open-armed acceptance of cultures and their historical cuisines has certainly inspired kitchen chefs everywhere — both professionally and at home. He was the epitome of living life out loud, of connecting with others and being in the moment.

While we may never understand why Anthony’s life ended like it did, it reminds us that we also never know exactly what anyone is going through, thinking, or feeling; if they are being pelted by waves of depression, trying to fend off mental illness, suicidal thoughts, alcoholism, or substance abuse. And while celebrity deaths due to suicide receive significant media coverage, it’s likely that we all personally know and love someone who has been impacted by mental health issues, addiction, or suicide. Even more disheartening, we probably know twice as many people who remain suffering in silence.

So what can we do? We can empathize, we can start a dialogue, we can choose to learn more about these devastating diseases — learn to identify the signs, the subtle calls for help. Push for mental health reform and wider access to counseling, medications, and treatments for addiction. Ultimately, we can remove the stigma and begin to create meaningful and lasting change.

And for us in the restaurant industry, there may be no greater place to start honing our efforts than with our own colleagues. It’s time to acknowledge the growing mental health and addiction epidemic tearing its way through our nation’s restaurants.

Mental Health, Addiction, and the Restaurant Industry

The restaurant industry operates differently from many others. Given the late-night and weekend hours, the long shifts, the fast-paced, high stress work environment, and the availability of free-flowing alcohol, it can take a physical and emotional toll on employees’ bodies and minds.

This is especially true for employees who are already overwhelmed and stressed by daily life, those who may be just barely getting by, working multiple jobs, or trying to reintegrate into society or navigate a new country. And restaurants are often staffed with employees just like this. From single moms to immigrants to ex-felons — the inclusion of whom makes this industry extraordinarily diverse, accepting, and a place I’m proud to call home — the combination of these factors and the lack of a reliable safety net undoubtedly affects their mental health and well-being.

Let’s be clear. When I say employees, this includes everyone in the industry from hostesses to chefs to general and multiunit managers. While we may be able to identify vulnerable staff members, no one is immune. Owner-operators can succumb to the pressures of running a restaurant — plagued by the weight of staffing issues, tight budgets, and the emotional and financial fallout created by poor online reviews or negative social media attention. The reach of mental illness, depression, addiction, and hopelessness knows no bounds.

According to the 2015 National Survey on Drug Use and Health conducted by the Substance Abuse and Mental Health Services Administration (SAMHSA), those working in hospitality and food services have the highest rates of substance abuse disorders — at approximately 17 out of every 100 full-time employees. Nearly 20 percent of full-time industry employees are involved in illicit drug use and heavy alcohol use is a prominent issue affecting roughly 12 percent of employees.

Research suggests that there is a six-fold increase in suicide attempts by individuals dealing with a substance abuse disorder and more than 90 percent of people who commit suicide are depressed, have or substance abuse disorder, or both. Moreover, suicide is the second-leading cause of death for Americans aged 15-34, a demographic that makes up a substantial portion of food service employees.

Unfortunately, lack of insurance coverage, hectic work schedules, and busy personal lives can all prevent people from seeking help. Those struggling with alcohol or substance abuse, depression, suicidal ideation, and mental illness may also feel ashamed and afraid to reach out, worried that they will lose their jobs or their circle of friends, in large part, due to the stigma that has surrounded these topics for far too long.

But where there is light, there cannot be darkness. We must shine the light on mental health and addiction in order to illuminate an alternative path forward for all those afflicted.

Available Resources

Over the past few years, many in the restaurant industry have become more aware of how life in the business can impact employees’ well-being. Out of necessity to generate hope and initiate change, several organizations have popped up, offering assistance, support, and encouragement to our colleagues.

Some are designed specifically for restaurant workers, while others are open to anyone in need of help. What’s important to remember is that some of our most troubled friends, family members, and coworkers simply aren’t able to take the first step toward recovery, so we must support each other and actively seek ways to help and become involved. These organizations below are a great starting point.

Chefs with Issues: Founded by Kat Kinsman, a food writer and editor who has suffered from mental illness herself, the organization seeks to bring awareness to the abundance of mental health issues facing restaurant workers. She invites others to share their stories and provides critical resources, including a mental health survey. Her tagline says it best, “For the care and feeding of the people who feed us.”

Ben’s Friends: A support group for the food and beverage industry, founded in memory of Ben Murray, a Charleston, South Carolina, chef who took his own life after struggling with alcoholism. The group holds weekly meetings in North and South Carolina as well as Georgia and “exists to provide a safe haven and an anonymous, judgment-free forum.”

Big Table: Based in Washington State, Big Table’s mission is to “see the lives of those working in the restaurant and hospitality industry transformed by building community around shared meals and caring for those who are in crisis, transition, or falling through the cracks.” They host quarterly, free dinners for workers in need.

National Suicide Prevention Lifeline: A free 24/7 resource offering confidential support and crisis care for those experiencing suicidal thoughts as well as their family members. Call 1-800-273-TALK (8255) to connect with a representative or visit their website for an online chat option.

Mental Health America: As a community-based nonprofit active in 41 states, MHA focuses on providing preventive and interventional mental health treatments and support as part of an overall wellness strategy. Visit their website to find a local affiliate.

Crisis Text Line: A texting service that provides free, 24/7 crisis support. To connect with a trained crisis counselor, text HOME to 741741. Help is also available by contacting the organization through messaging apps such as Facebook Messenger and Kik.

Employee Assistance Programs: Many employers offer employee assistance programs, which among other things, provide free, short-term, and confidential counseling as well as referrals to other providers and long-term treatment options. Detailed information can usually be found in the employee handbook, benefits package documentation, or posted in the employee breakroom or central messaging area. Patient confidentiality is maintained, although general demographic data may be aggregated and reported to employers regarding the type and frequency of services utilized.

Shining a Light

My goal here is to bring even more light to the mental health and addiction issues affecting so many of our restaurant employees and open a discussion about what we all — as operators, managers, coworkers, customers, and fellow human beings — can do to lift each other out of the fog.

This is the start of a much-needed conversation. One that I hope you’ll all join.

Follow me on Facebook, LinkedIn, Twitter, Instagram, and YouTube for more hr solutions for restaurants and leadership insights. For speaking engagements, my book, or membership information, visit me here. Or check out my company, Restaurant HR Group, to learn how we help restaurants manage their HR, payroll and benefits administration.

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10 Leadership Skills Vital To Restaurant Success

It’s just not enough to have a trendy restaurant or delicious food. The viability of your dream and passion hinges on the execution of ideas. Ideas about how staff will greet customers, how the entrees will be plated, and the culture that will be embraced. And it’s this execution – or lack thereof – that separates the thriving restaurateurs from the mediocre ones. But proper execution requires one more thing: leadership.

Restaurateurs may fill the leadership role themselves or they may seek out and hire those who are better-equipped. Either way, having a great coach and leader working with the team you build will make all the difference in reaching your ultimate long-term goals.

So, what skills or traits should leaders bring to the table?

10. Communicate Effectively

Effective communication is tricky. It requires practice, patience, and prioritizing – all of which take time and energy. But when leaders prioritize its importance, amazing results abound. Whether it’s simply verbally thanking your hostess for staying late last night or personally checking in with each staff member about the most recent menu change, the positive transformation that often takes place is astounding. In the same way that like breeds like, a leader’s knack for communicating with staff will breed more open communication and positivity within the walls of your establishment. And naturally, that overflows to your customers as well.

9. Teach and Coach

Leaders’ roles are really two-fold: teaching and coaching. The saying, “Give a man a fish and you feed him for a day; teach a man to fish and you feed him for a lifetime” is a worthy reminder and motivator. Here’s another place where putting in the time pays dividends. You can give a new chef your recipes and have him learn by trial and error, with no additional coaching. The chef will probably eventually learn the ins and outs of the dishes, but it will be a rough, frustrating process. Or a leader can provide the recipes and walk the chef through each dish. Plus, be available for questions and feedback going forward. The benefits to this approach are many; mutual trust and respect are fostered between leaders and staff, and staff are given the tools and information they need to be successful.

8. Solve Problems

Great leaders are also great problem-solvers. They can remain impartial, listen to both (or all) sides of a story, and have the confidence to take action when needed. While it’s crucial to identify the actual problem(s) that might be hindering your restaurant’s success, it really has to go beyond that. Relying on feedback and assistance from team members is important too. Leaders know that enlisting the help of staff and working together to solve a problem is much more effective than doing so solo.

7. Improve Everyday

One potential pitfall that threatens every leader is complacency. If you opt out of learning, it seriously stunts your ability to grow – both in your role as a leader and as a fellow human. And by proxy, your staff can easily take on the same lackadaisical mentality. So instead, successful leaders set an example by seeking to improve when and where they can. They acknowledge their successes, of course, but find their time is better spent focusing on how they can be better. By setting the example, that mindset can trickle-down to your staff as well.

6. Take Risks

Taking risks can be scary. But, leaders know that with risk comes reward. And the opportunity to grow both professionally and personally. For example, in the restaurant industry, there’s a phenomenon of the “jinxed” location. That is, some think that a restaurant will fail if it rents a location that once housed a failed restaurant. Burgatory, a burger bar located in Philadelphia, took a risk and rented a building that had previously seen four restaurants come and go. And their first week in business ended up setting records! They wouldn’t have seen such tremendous success if they hadn’t pushed the fear aside and taken a risk.

5. Build Great Relationships

Leaders have the opportunity to make each interaction count. Every day brings the chance to build bigger, better, and stronger relationships. And that’s not limited to just your staff. It overflows into working with management, vendors, and of course, your customers. When leaders truly care about their staff and make an effort to express that, it sends a powerful, positive message. And one that won’t quickly be forgotten either.

4. Make Decisions

Leaders are decision-makers. Sometimes those may be quick, easy decisions and sometimes a lengthy look at the pros and cons is necessary. But a “can do” attitude can make a world of difference – and make the impossible happen! By focusing on the end goal, and not getting bogged down by the elements out of your control, leaders find that the world really is their oyster. It sounds silly, but that simple shift in mind and attitude can move mountains. And here’s a little reminder about why decisions need to be made, even if it ends up not being the right one:

The best thing a leader can do is make the right decision.

The next best thing a leader can do is make the wrong decision.

The worst thing a leader can do is to do nothing.

3. Adapt Their Style

A true leader adapts their style as needed, whether that’s to a person or a situation. Just as servers do with customers at a table – no two customers are the same, right? – the same holds true for leading people. What motivates one person, doesn’t necessarily motivate the next, so adjusting your approach and leadership style is key. Leaders are able to:

See perspectives other than their own

Master reading people as well as a scenario

Quickly recognize that a different style is needed and act accordingly

2. Lead by Example

Successful leaders understand that their words and actions should be in sync. And they’re not afraid to get in the trenches and work side by side with their staff. In fact, that’s the best tactic to use. By committing to a hands-on approach, leaders gain credibility and respect. They may work various positions within the restaurant from time to time, so they can see first-hand what their staff is going through. Plus, it provides an opportunity to influence and connect on a deeper level with your staff. Team members will know that you have their best interest at heart, and they appreciate your willingness to see – and experience – things from their side.

1. INSPIRE!

The traits discussed so far are definitely important for the leaders in your restaurant. But perhaps the greatest opportunity for a leader to lead effectively lies in their ability to inspire those around them. Luckily, each trait below offers the chance to influence and inspire, both those in your circle and beyond.

Communicate Effectively

Teach and Coach

Solve Problems

Improve Everyday

Take Risks

Build Great Relationships

Make Decisions

Adapt Their Style

Lead by Example

I truly believe great leaders can impact the lives of so many people.

“To the world you may just be one person,but to that one person you may just be the world.”   ~ Bill Wilson

Follow me on Facebook, LinkedIn, Twitter, Instagram, and YouTube for more HR and leadership insights. For speaking engagements and membership services, visit me here. Or check out my company, Restaurant HR Group, to learn how we help manage your HR services, payroll, and benefits administration.