Industry Trends
by Sheldon | Jun 6, 2021 | 4 min read
During the 2021 labor shortage, on-demand hiring apps offered restaurants another way to find workers when staffing shortages threatened daily service. As businesses reopened, operators were trying to fill vacancies, manage unpredictable schedules, and maintain operations with fewer employees than they needed.
On June 5, 2021, CNBC reported on restaurants turning to these platforms during the labor squeeze. Mis en Place was featured in that coverage, reflecting the growing interest in alternative staffing solutions.
The appeal was straightforward. Restaurants needed access to available workers, sometimes with very little notice. However, filling an immediate shift and hiring someone for a permanent position were two different challenges, even when technology helped connect employers with candidates.
On-demand staffing platforms gave restaurants access to workers interested in flexible assignments, including individual shifts and short-term opportunities.
Depending on the platform, operators could post available shifts, review worker profiles, and arrange coverage without conducting a traditional recruitment process for every opening.
These services could be particularly useful when a restaurant experienced an unexpected callout, needed additional support for a busy event, or faced a temporary increase in demand.
Some platforms also supported longer-term hiring opportunities, but their services and screening processes varied. Understanding those differences was important before choosing a staffing solution.
Temporary staffing and permanent recruiting serve different operational needs.
Temporary Shift Coverage
Addresses immediate staffing gaps
Often arranged for individual shifts
Helps manage callouts or temporary demand
May involve different workers across shifts
Permanent Restaurant Hiring
Fills ongoing positions
Involves recruiting, screening, and selection
Supports consistent scheduling and team development
Allows employees to build familiarity with the operation
Consider an upscale-casual restaurant preparing for a large private event. Bringing in an experienced temporary dishwasher or banquet server may help the team handle a short-term volume increase.
However, if that same restaurant needs a dependable full-time line cook five days a week, repeatedly filling individual shifts may not resolve the underlying vacancy.
The appropriate approach depends on whether the restaurant needs immediate coverage, a permanent employee, or a combination of both.
The primary benefit of on-demand staffing is flexibility. Restaurants can access additional labor without necessarily expanding their permanent payroll for a temporary need.
That flexibility can be valuable, but it also introduces considerations that operators should evaluate.
Temporary workers may be unfamiliar with the restaurant's menu, equipment, service standards, or communication procedures. Managers may need to spend additional time explaining expectations, particularly when different workers cover successive shifts.
Costs and worker qualifications can also vary between platforms, making it important to understand fees, screening practices, and the responsibilities of each party.
These limitations don't mean temporary staffing is ineffective. They mean it works best when restaurants prepare for additional workers and use the service for the right purpose.
Before requesting temporary workers, managers should consider the nature of the staffing problem.
Identify the actual need. Is this a single uncovered shift, a seasonal increase in demand, or an ongoing vacancy?
Confirm worker requirements. Specify relevant experience, responsibilities, shift hours, and any necessary qualifications.
Prepare for arrival. Assign a point of contact and explain the workstation, expectations, and essential procedures.
Evaluate the full cost. Consider platform fees, management time, and any training or orientation required.
Review recurring requests. If the same position needs temporary coverage week after week, reassess the permanent hiring plan.
A restaurant that regularly needs additional workers may have a scheduling problem, a recruiting challenge, or a staffing model that no longer matches its business volume.
Temporary coverage can provide breathing room while management addresses those underlying needs.
For operators seeking a more consistent approach to permanent positions, restaurant recruiting services can support the longer-term hiring process.
The rise of flexible staffing tools during the reopening period highlighted how closely restaurant hiring and daily operations are connected.
When positions remain vacant, managers still have to run service, organize schedules, train employees, and maintain standards. Temporary workers can help cover immediate gaps, but they don't automatically resolve recurring turnover or unclear hiring expectations.
The broader lesson was that restaurants benefit from having more than one staffing option, provided each serves a defined purpose.
For additional historical context, read our article on Restaurant Staffing Shortages.
On-demand hiring apps gave restaurants another option during an exceptionally difficult period for hospitality staffing. Their usefulness depended on the type of vacancy, the platform's services, and the restaurant's ability to prepare workers for the assignment.
For independent operators, the practical distinction remains important: temporary staffing can help protect today's service, while permanent recruiting builds the team needed for ongoing operations.
Neither approach replaces clear expectations, effective management, or a consistent hiring process.
Mis en Place was featured in CNBC's coverage of restaurants using on-demand staffing platforms during the 2021 labor shortage.
Original article: Restaurants Turn to On-Demand Hiring Apps During the Labor Squeeze
By Kate Dore
June 5, 2021
Written by Sheldon
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Mis en Place helps independent restaurants and hospitality businesses build stronger teams through recruiting and hiring tools created specifically for the industry.