Start by defining the qualifications and experience you are looking for in a general manager. Consider factors such as relevant industry experience, leadership skills, communication abilities, financial acumen, and a proven track record of success in similar roles.

Create a clear and detailed job description outlining the responsibilities and expectations of the general manager role. Include information about key responsibilities, reporting structure, required qualifications, and any specific attributes or skills you are seeking in candidates. This will help attract the right candidates and ensure a clear understanding of the role.

Implement a multistage interview process to thoroughly assess candidates. Begin with a preliminary screening to evaluate their qualifications and fit for the role. Follow up with in-depth interviews that delve into their experience, problem-solving abilities, leadership style, and how they handle challenging situations. Consider including practical assessments or role-play scenarios to gauge their skills in action.

Always check references provided by candidates and perform background checks as necessary. Reach out to previous employers or colleagues to verify their experience and performance. Conduct background checks to ensure the candidates have a clean record and align with your restaurant's values and standards.

Assess the cultural fit of candidates with your restaurant's values, mission, and work environment. Consider their ability to adapt to your restaurant's culture and values, their compatibility with your team, and their alignment with your vision for the restaurant. A strong cultural fit is essential for long-term success.

Evaluate candidates' leadership abilities and management style. Look for individuals who can effectively lead and inspire teams, delegate tasks, resolve conflicts, and foster a positive work environment. Strong leadership skills are vital for driving the success of your restaurant and building a cohesive team.

Involve key stakeholders, such as senior management or other key employees, in the hiring process. Seek their input and perspectives during interviews or evaluation stages. Their insights can provide valuable perspectives and help ensure a well-rounded evaluation of candidates.