Picture a fully booked Friday evening — and a key team member who doesn’t show up. One missing link can unravel the entire experience for your guests and damage the reputation you’ve spent years building. Great restaurants aren’t built on great menus alone. They’re built on great people.
At LAPA, we supply over 2,000 products to restaurants, hotels and catering operations across Switzerland every day. We understand the pressure you’re under. That’s why we want to help you build the team your establishment deserves — with a clear, proven process.
7 steps
1. Define the role before you search. Every open position has its own requirements. Before posting anything, get specific: What technical skills are non-negotiable? What kind of personality fits your team culture? What does success in this role look like after 90 days? The sharper your profile, the better your results.
2. Write a job posting that attracts the right people — not just anyone. A job ad is not a list of demands. It’s an invitation. Describe what it’s like to work at your place, what you stand for, and what you genuinely offer. The best candidates have options. Give them a reason to choose you.
3. Review applications like a professional, not a bureaucrat. Forget the perfect CV. Look for trajectory: someone who has grown, taken responsibility, shown real commitment. An honest career path tells you more than a polished one.
4. Conduct a real conversation, not an interrogation. Create a relaxed atmosphere. Ask open-ended situational questions: “Tell me about a tough service you’re proud of.” Listen not just to the content, but to how they communicate under pressure. Motivation and character show up quickly when you know what to look for.
5. Test skills in practice. For operational roles, a practical test is worth more than any interview. Ask a cook to prepare a dish from what’s available. Watch how they handle pressure, manage time and move in a professional kitchen. What you see under real conditions is what you get every night.
6. Check references — every time. A five-minute call with a former employer will tell you more than an hour-long interview. This step is not optional. It’s one of the highest-return actions in the entire hiring process.
7. Choose on competence and character. In the end, both must align. Make a clear offer, define the terms, and onboard your new hire with the same care you give to your best guests. First impressions set the tone for everything that follows.
One more factor that mattersEven the best team can only perform when they have what they need. A reliable supplier like LAPA — with on-time deliveries and over 2,000 products — removes the burden of supply management from your staff. Everyone stays focused on what they do best.
The real foundation of a successful restaurant
Imagine your kitchen brigade starting the evening service knowing every ingredient is in place — fresh, carefully selected, delivered this morning. No stress over missing stock, no compromises on quality. Just the freedom to cook and serve at their best.
Without a dependable supplier behind you, even the strongest teams spend time and energy on things they shouldn’t have to manage. LAPA takes that off your plate — so you can focus on what truly drives your business: your guests and your people.
Want to learn more? Call us now: +41 76 361 70 21. We’re here when you need us.
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