If your hiring needs fluctuate seasonally, plan ahead. Make it clear in job postings when you’re hiring for upcoming busy periods, and be transparent about how long these roles will last and hiring potential beyond the busy season. Open hiring events or walk-in interviews can also help you connect with timely job seekers in ways that build trust.
Another way to strengthen your hiring pipeline is through employee referrals. Your current and former employees already understand your workplace and can refer people who are likely to succeed. Encourage your team to recommend friends, family members or past coworkers and offer small incentives (e.g., bonuses) for successful referrals.
Don’t forget about your alumni network, either. Not everyone who leaves your restaurant exits on bad terms. Stay in touch with past employees and make it easy for them to return if their situation changes.
Make your employer brand a recruiting advantage.
The best candidates aren’t just looking for a paycheck — they’re looking for a workplace they can trust and respect. You’re already at a disadvantage if your brand has a reputation for misleading job postings.
To attract top talent, highlight what makes your restaurant a great place to work. Do you offer flexible schedules? Career growth opportunities? Free meals? Whatever your key benefits are, ensure they’re front and center in your job postings.
Your online image also matters. If your restaurant has negative employer reviews, address them. Respond professionally, take feedback seriously and improve the employee experience where possible.
Additionally, use social media to showcase your team and workplace culture. Employee testimonials, behind-the-scenes content and “day in the life” videos can give potential hires a sense of what it’s like to work at your restaurant. This helps build credibility and attracts people who align with your culture.
Track hiring data and use it to improve recruitment.
If you’re constantly struggling to fill positions, take a closer look at your broader hiring processes. Is your HR team tracking key recruitment metrics? Understanding where your QSR’s hiring efforts succeed — and where they fall short — can help refine your strategies.
Start by measuring:
- Time to hire: How long does it take to fill a position? Could the process be faster?
- Quality of hire: Are new employees performing well and staying on long term, or are they quitting within weeks of hire?
- Referral success rate: Are referrals from current employees and alumni leading to stronger hires than, for example, job board postings?
By analyzing this type of employment data, you can identify hiring patterns and eliminate bottlenecks. Instead of relying on ghost jobs as a primary hiring practice, you’ll have a clear, effective system for bringing in the right volume of employees at the right times.
Honest hiring builds a more reliable workforce
Relying on ghost jobs to maintain a steady flow of applicants may seem like a smart strategy in the moment. But in reality, it leads to frustration, wasted resources and damaged brand identity.
In 2025, a strong workforce starts with transparency, efficiency and genuine engagement. Clear communication about hiring timelines, a well-maintained talent pipeline and a reputation as a trustworthy employer will help you attract and retain the right people. By implementing these strategies, QSR operators can ensure smarter hiring practices that not only build a stronger workforce but also help them keep pace with—or stay ahead of—industry shifts and staffing demands.
About the Author
Opal Wagnac, Sr. Vice President of Market & Product Strategy at isolved, is a seasoned technologist with over 20 years of experience in developing software solutions. From programmer to product director to marketing executive, she has gained incredible insights as well as developed her own perspectives on navigating the world of tech. In addition, Opal serves as a coach and mentor, making her purpose to help others find theirs. She makes it her mission to share her knowledge and influence, encouraging others to dream, achieve their goals, be great at whatever they do, and to look good doing it.
