Summer can be one of the busiest and most profitable times of year for restaurants. Longer days, patio season, tourism, school breaks, and local events can all increase traffic fast. The restaurants that perform best during this stretch usually have one thing in common: they prepare their staffing plan early.

That matters in the current labor environment. The National Restaurant Association continues to highlight workforce development as a major issue for operators, and labor data still shows accommodation and food services with a relatively elevated level of job openings compared with many other industries. For restaurant owners, that means summer hiring should start before the rush arrives.

Here are the key steps restaurants should take now.

Start With a Staffing Forecast

Before posting jobs, review last year’s summer performance. Look at sales, covers, dayparts, patio volume, catering, local events, and any predictable spikes. Then compare those numbers to your current team.

This helps you identify where you are already vulnerable. In many restaurants, the biggest weak points are not limited to servers and line cooks. Prep, dish, hosts, expo, runners, bartenders, and shift leaders often create bottlenecks during busy periods.

A useful staffing forecast should answer:

• Which shifts will be hardest to cover?
• Which positions affect speed of service most?
• Where is manager workload already too high?
• How many hires are needed to handle peak demand well?

Hire Earlier

Summer hiring gets more competitive as schools let out and seasonal demand rises across the market. Waiting too long can force rushed decisions, weak training, and burnout for your current team.

Starting early gives you time to:

• recruit more selectively
• onboard before peak weekends
• replace weak candidates
• build depth in the schedule

Improve the Job Posting

Sometimes hiring feels harder because the role is being presented poorly. Good candidates want a clear picture of the job and how the restaurant runs.

Your posting should explain:

• schedule expectations
• weekend and holiday availability
• service style and pace
• training process
• compensation structure
• growth opportunities
• team culture and standards

Specific job ads tend to attract stronger applicants. This is also a good time to review whether your compensation and working conditions are competitive in your market.

Use Multiple Recruiting Channels

A stronger summer hiring plan uses more than one source. Consider a mix of:

• major job boards
• employee referrals
• local community groups
• hospitality or culinary school
• nearby colleges
• former employees who left on good terms
• past applicants who almost made the cut

If your summer plan includes younger workers, make sure your managers understand labor rules around minors and restaurant work. The U.S. Department of Labor offers guidance for foodservice employers.

Move Faster in Interviews

Restaurants often lose good candidates because the interview process drags out. Strong applicants do not stay available for long during busy hiring periods.

A practical interview system includes:

• reviewing applicants daily
• contacting strong candidates quickly
• scheduling interviews within a short window
• using a consistent interview scorecard
• making decisions promptly
• communicating next steps clearly

Managers should be screening for reliability, attitude, coachability, pace, and availability, along with technical skill.

Train for Real Summer Conditions

Training should prepare people for the actual pace of your restaurant during summer, including:

• role-specific checklists
• shadow shifts with strong trainers
• menu knowledge
• sidework standards
• communication during rushes
• service recovery expectations
• food safety and sanitation
• kitchen and workplace safety

The goal is to build confidence and consistency before new hires are fully responsible for busy shifts.

Cross-Train Where It Makes Sense

Cross-training can help restaurants stay steady when call-outs happen or traffic jumps unexpectedly. Some overlap between positions can create flexibility without creating confusion.

Examples may include:

• hosts helping with takeout flow
• runners supporting expo
• prep staff assisting with setup
• servers helping with limited support tasks

Cross-training should be planned, documented, and practiced. When done well, it supports smoother operations during peak weeks.

Build Better Schedules

Summer schedules should reflect demand patterns. Use your forecast to schedule around busy dayparts, events, patio traffic, and tourism flow.

Common summer schedule problems include:

• weak coverage during peak periods
• too many new hires on one shift
• managers filling gaps constantly
• top performers carrying the busiest sections every time
• weak prep or dish coverage

A strong schedule protects guest experience and helps control labor without creating chaos.

Focus on Retention

Hiring matters, but keeping your team matters just as much. Summer puts extra pressure on staff, and operational frustrations tend to get amplified during busy periods.

Retention improves when restaurants do the basics well:

• post schedules with reasonable notice
• communicate clearly
• recognize strong performance
• support new hires after orientation
• fix recurring bottlenecks
• address toxic behavior quickly

A stable team almost always performs better than a constantly rotating one.

Give Managers a Clear Plan

Managers need a structured hiring plan, not just a target headcount. They should know:

• how many people need to be hired
• which roles matter most
• when each hire should be in place
• who owns recruiting, interviewing, and onboarding
• what standards must be met before solo shifts

Final Thoughts

Summer staffing success starts well before summer is in full swing. Restaurants that forecast early, hire early, train well, and schedule with intention are better positioned to handle volume, protect service standards, and avoid unnecessary labor stress.

For restaurant owners who want outside guidance, Synergy Restaurant Consultants helps operators strengthen staffing plans, improve operational efficiency, and prepare for busy seasons with practical strategies built for real-world restaurant operations.

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