Address compensation after assessing competency and cultural fit, typically in final interview stages or upon conditional offer whilst ensuring mutual interest first. Avoid early salary focus that overshadows leadership assessment and operational capability evaluation.
Common misunderstanding: Discussing money before showing skills.
Many managers bring up pay too early in the interview. This doesn't help you check if the person can actually do the job well.
Let's say you are a duty manager interviewing someone. You start talking about salary in the first 10 minutes. The candidate gets excited about the money but you haven't tested their leadership skills or how they handle problems during busy service periods.
Common misunderstanding: Thinking money talk equals honest communication.
Some managers believe that mentioning pay early shows they're being open and honest. But talking about money doesn't prove someone can lead a team or handle restaurant problems.
Let's say you are a duty manager who mentions salary in the first interview. The candidate thinks you're very transparent, but you still don't know if they can manage difficult customers or coordinate between kitchen and front of house during peak hours.
Base offers on experience level, operational responsibility, and market rates whilst considering performance-based progression and management development opportunities. Structure compensation reflecting shift leadership demands and crisis management accountability.
Common misunderstanding: Focusing only on basic salary numbers.
Some managers only talk about the hourly rate or monthly pay. They forget to consider how much experience the person has or what responsibilities they'll handle.
Let's say you are a duty manager making an offer. You offer the same salary to everyone without thinking about their background. A candidate with 5 years of management experience gets the same offer as someone who's never led a team before.
Common misunderstanding: Ignoring how hard the management job actually is.
Many managers don't think about how difficult it is to lead restaurant teams and handle emergencies. They don't include this stress and responsibility in their pay discussions.
Let's say you are a duty manager setting salaries. You offer standard rates without considering that your duty manager needs to handle angry customers, manage staff conflicts, and make quick decisions when the kitchen gets backed up during dinner rush.
Discuss base salary, shift premiums, performance bonuses, and professional development investment whilst covering holiday entitlement, sick pay, and career progression pathways. Address operational benefits like staff discounts and management training opportunities.
Common misunderstanding: Only mentioning basic pay details.
Some managers only talk about the main salary and forget about other important money matters. They don't explain shift premiums, bonuses, or training opportunities.
Let's say you are a duty manager discussing compensation. You only mention the basic hourly rate but forget to explain that weekend shifts pay extra, there are performance bonuses available, and the company pays for management training courses.
Common misunderstanding: Avoiding detailed benefit conversations.
Many managers don't like talking about all the different benefits because it seems complicated. But duty managers need to understand their complete package to feel valued and stay motivated.
Let's say you are a duty manager talking to a candidate. You quickly mention "we have benefits" but don't explain holiday pay, sick leave, staff discounts, or career development opportunities. The candidate leaves unsure about what they'll actually receive beyond their basic salary.