How to write job descriptions for kitchen and front-of-house roles

A great job description is your first sales pitch to a potential employee. To attract the best talent for your kitchen and front-of-house teams, you need to create a clear, concise, and compelling summary of each role. It must outline the main responsibilities, the skills you're looking for, and who the person will report to, setting the foundation for a successful hire from day one.

Why a Great Job Description Matters

Writing a job description is more than just an administrative task. A well-thought-out document helps you:

• Attract the right people: By clearly stating the role's demands and what you offer, you help unsuitable applicants filter themselves out, saving you time.
• Set clear expectations: A new hire will know exactly what is expected of them from the start, which makes performance management much easier later on.
• Define your team structure: The process forces you to think clearly about who does what, who reports to whom, and how your team will work together efficiently.

The Key Ingredients of a Job Description

Every job description should follow a clear and logical structure. Here are the essential sections to include for roles like Head Chef, Waiting Staff, or Restaurant Manager.

1. Job Title: Be specific and use industry-standard terms. Avoid vague titles; ‘Sous Chef’ is better than ‘Second Chef’.
2. Summary: Write a short, engaging paragraph that summarises the role's purpose. For example, "As our Restaurant Manager, you will be the heart of our service, leading the team to create unforgettable dining experiences for our guests."
3. Key Responsibilities: Use a bulleted list with action verbs to describe the main duties. Be clear and to the point. For a Kitchen Porter, this might include "Maintaining kitchen cleanliness to a 5-star hygiene standard" and "Assisting chefs with basic food preparation."
4. Skills and Experience: Split this into ‘Essential’ (the must-haves) and ‘Desirable’ (the nice-to-haves). This helps you widen the talent pool while still setting a clear baseline.
5. Reporting Line: Clearly state who the role reports to (e.g., "The Sous Chef reports directly to the Head Chef.").
6. Salary and Benefits: Be as transparent as you can. Mentioning a salary range, a fair share of tips (tronc), staff meals, or opportunities for training can make your role much more attractive.
7. About Us: Briefly describe your restaurant's concept, values, and what it's like to work there. This helps candidates see if they are a good cultural fit.

Top Tips for Writing Effectively

Focus on what the person will do, not just who they need to be. Use active language like "manage stock levels," "train new waiting staff," and "create weekly specials" instead of passive phrases like "responsible for stock."

Finally, be realistic with your requirements. Asking for five years of Michelin-star experience for a junior role will put good people off applying. Keep it concise, use clear headings, and aim for a document that is easy to read and inspires the right person to apply.