Hiring the Right Chef? Avoid These Common Mistakes
Hiring the right chef is one of the most important decisions a restaurant owner can make — and one of the trickiest. The wrong hire can throw off your kitchen rhythm, hurt your food quality, and disrupt your team dynamics.
At Only Chefs, we’ve seen what works — and what doesn’t. From unclear job ads to rushed decisions, here are the most common hiring mistakes we see restaurant owners make when recruiting chefs (and how to avoid them).
1. Not Defining the Role Properly
If your job description is vague, your hiring process will be too.
A clear, specific job ad is your first filter. It sets expectations, attracts the right candidates, and saves time on both sides.
What to do instead:
- Spell out responsibilities, shift patterns, and required skills
- Highlight your kitchen culture and cuisine style
- Be honest about the challenges and opportunities
🧠 Example: Hiring for a 60-cover gastropub? Say so. Need someone who can manage food costs and create daily specials? Include that.
2. Ignoring Cultural Fit
It’s not just about cooking skills — it’s about team chemistry.
Hiring a chef who doesn’t gel with your staff or share your values leads to tension, turnover, and missed potential.
What to do instead:
- Ask behavioural questions during interviews (e.g. “How do you handle pressure during service?”)
- Involve senior team members in the process
- Think beyond the CV — attitude and adaptability matter
🔥 The best chefs aren’t just talented — they raise the whole kitchen’s game.
3. Rushing the Process
We get it — when you need a chef, you need one now. But rushing the hire nearly always backfires.
Why it fails:
- You overlook red flags
- You skip proper assessment
- You miss stronger candidates
What to do instead:
- Use multiple interview stages (phone + in-person + trial shift)
- Give candidates a realistic preview of the kitchen
- Stick to a consistent interview structure
🚨 Urgency is fine — panic isn’t.
4. Skipping References and Background Checks
On paper, a chef might look perfect. But references can tell a very different story.
Why this matters:
- You verify claims (roles, dates, responsibilities)
- You uncover past issues early
- You gain honest insight into their work ethic and team behaviour
What to do instead:
- Always call at least 2 professional references
- Ask direct questions (e.g. “Would you rehire them?”)
- Don’t rely on personal recommendations alone
🔎 A 10-minute call can save months of regret.
5. Underestimating Compensation Expectations
Chefs know their worth. If your offer isn’t competitive, you’ll lose top talent to kitchens that value them more.
What candidates expect:
- Fair pay that reflects experience and role demands
- Opportunities for progression
- Additional benefits (bonuses, flexible schedules, training)
What you should do:
- Benchmark salaries against similar roles in your region
- Highlight growth potential in your job ad
- Be transparent — good chefs don’t chase vague promises
💬 Compensation isn’t just about money — it’s about respect.
Final Thoughts: Smart Hiring Builds Great Kitchens
Avoiding these mistakes isn’t just about filling a vacancy. It’s about building a strong, sustainable kitchen team that drives consistency, creativity, and customer satisfaction.
By taking your time, defining roles properly, prioritising culture fit, doing your homework, and making competitive offers, you’ll dramatically improve the quality of your hires — and reduce costly turnover.