Restaurant Hiring Checklist

Decide whether this is a tipped position (server, bartender, busser, runner) or a non-tipped hourly role (line cook, prep, dish, host in some states). Tip-credit eligibility, scheduling expectations, and the wage structure all hinge on this classification.

State the base wage, expected tip range if tipped, scheduled shifts, and any required certifications (ServSafe Food Handler, ServSafe Alcohol, TIPS, allergen-aware). Several states (CA, CO, NY, WA, IL among them) require posted pay ranges on job listings.

Post to Indeed, Culinary Agents, Poached, and Craigslist where applicable. Push to staff for referrals — referral hires retain at roughly twice the rate of cold applicants in restaurant operations. Cross-post to your Instagram and Google Business Profile.

Confirm availability for the shifts the role actually needs (Friday/Saturday dinner, brunch, late-night), reliable transportation, and pay expectations. Most no-call-no-shows trace back to a phone screen that skipped the schedule conversation.

Use behavioral questions: a real 86 mid-rush, a guest with a severe allergy, a coworker who cut corners on cooling. Avoid questions about age, family status, citizenship details beyond work authorization, or arrest record — all create EEOC and state-FEHA exposure.

Ask about attendance, conduct under pressure, and whether they would rehire. Restaurant references are short and frank — get them on the phone, not by email. Document the date, contact, and substance of each call.

Look up the candidate's ServSafe, Learn2Serve, or TIPS certificate by ID on the issuing site to confirm it is current and not expired. Save a PDF to the personnel folder. Several states cite the operator if a certificate cannot be produced at inspection.

Salaried managers, anyone with cash-handling or safe access, and anyone with admin POS rights typically warrant a background check. Follow FCRA disclosure rules and state ban-the-box laws — the disclosure must be a standalone document and adverse action requires a pre-adverse notice with the report attached.

For tipped roles in tip-credit states, the offer must state the cash wage, the tip credit claimed, and that all tips are retained by the employee or pooled per policy. CA, OR, WA, NV, MN, MT, AK do not allow the tip credit — the full minimum wage applies regardless of tips.

Include the position, start date, base wage, tip-credit notice (where applicable), at-will language, and any conditions of employment such as completion of I-9 and a passing background check. State-required wage notices (NY WTPA, CA Labor Code 2810.5) attach here.

I-9 Section 1 must be signed on or before the first day of work; Section 2 within three business days. Use E-Verify if your state requires it (AZ, AL, MS, NC, SC, TN, UT, GA among others). Most operators send through Toast Payroll, Gusto, or 7shifts onboarding.

Federal FLSA requires written tip-credit notice before the credit can be claimed against minimum wage. NY WTPA and CA 2810.5 require a signed wage notice in the employee's primary language. Save the signed copy to the personnel file before the first shift.

Create the profile in 7shifts or Homebase, set role and pay rate, and provision a POS server number in Toast or Square. Set the right permission level — line cooks should not have void or comp rights.