The restaurant and beverage industry is a difficult industry to be a part of. When things go horribly wrong it means that people who probably walked in the door way already starving, will remain in a state of hunger for quite a bit longer than they probably hoped for. Once that hunger brows painful, ordinarily patient individuals lose patience. Ordinarily kind people become rude. Mean people with an already mean dispositionbecome meaner. This situation is far less than ideal, of course.

To avoid these kinds of situations expert staff is critical. This of a nature that is problematic, as often in the restaurant business, waiters and waitresses for example, are actually paid less than the minimum wage in the United States of America — the reason for this is because tips are calculated in. While this can be good for the bottom-line, it is awful for attracting professional staff to employ, because people who possess that rare trait called professionalism will simply move into a career where pay is consistent.

Some risks are thrilling and worth taking a gamble at when they are calculated well. That’s probably why you run a business instead of spending all day at a casino (big risk). The more you shield your staff from the risk of going home nearly completely empty handed on slower nights, the better quality of wait staff you can hope to attract.

Aside from paying your professionals well, what are other ways to attract better staff? This is of course true of anyone looking to build something that requires using the organized effort of others: Become an excellent judge of character. What characteristics are ideal for team work? Mostly the same things involved in any other pro-social human interactions. Dependability. Loyalty. An honest desire to be helpful to team members. These characteristics can be found by observant eyes that know what to look for. Has your interviewee foregone the opportunity to brag unnecessarily? This can be a sign of other character flaws.

It is worth noting there is a human bias to employ individuals and want to associate with people like yourself. This can (though not necessarily so!) lead to a real problem: if you’re choosing people solely on the criteria of whether they fit with your own personality only, then you may be, without realizing it, constructing a team of hirees who also possess the same flaws as yourself. The best partnerships are ones that function well together, despite having a wide variety of personality styles. Think diversity. If you can take a bunch of people from many different personal philosophical standpoints, and somehow harmony can have its place, then you have created something of substance that will stand the test of time.

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