How to tackle the problems of faulty restaurant design

Just about every restaurant suffers from a design flaw or two that needs a little careful planning to alleviate. Whether the problem is a full view of the bathrooms from the tables or a pass that is smack-bang in the middle of the room, it can take a bit of ingenuity to solve the issues at hand.

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Take a look at these common issues and how they can be resolved quickly and easily.

A tiny kitchen

Short of knocking down walls, this is one issue that can be hard to tackle; however, with a little ingenuity, there are workarounds. Not every innovation works, of course, but there are plenty that will.

One trick is to ensure that your menu is not jam-packed full of dishes; the more pared down your menu, the easier the dishes will be to make. There are also multiple appliances that can serve more than one purpose; therefore, if a dish needs specific equipment, it may not be worth having it on the menu. Smart storage solutions and foldaway workspaces can also free up room and make a small kitchen far more workable.

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The one table everyone hates

Every restaurant has one table that is badly positioned. It is either by the bathroom, in a draught, or has a full view of the cold rooms from specialists such as To alleviate this, try to sit at every table in the restaurant before you open; in this way, you can angle tables and chairs accordingly and ensure that no one is staring at meat in the freezer or patrons who have just used the bathroom! If you feel your tables are too close together or that there is no privacy, you can invest in lattice screens or raise the height of booths to create separated spaces.

No budget for a renovation

If your restaurant is newly opened, the budget for renovation is probably quite minimal; however, there is no reason you cannot make the most of what you have. Rather than opting for elaborate designs or out-of-this world ideas, stick to chic and simple looks that are fresh and clean. Just a coat of paint on the wall can make a huge difference, and even the colour you choose can create a great ambience.…

How to improve your organisation’s identity checks

As an employer the responsibility to carry out rigorous identity checks on potential employees is entirely yours, so it is crucial that a useful, thorough, and legally permissible system is both in place and used consistently. If your current approach is a little undisciplined the tips and guidelines that follow will help those responsible improve the way checks are implemented.

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The essentials

All employers are now legally required to prove people they take on have the right to work in the UK. Incorporating checks for this into the application and/or interview process is a simple way to avoid the risk of huge fines incurred through sloppy recruitment methods. The government’s official website contains detailed information on acceptable documents, which include photographic ID such as a passport, or official right to reside paperwork.

It is good practice to cross reference at least two forms of identification, looking for consistency in signatures and photographs. Requesting a recent utility bill or bank statement with a current address is also standard these days. However you choose to approach this, creating a system everyone involved can (and must) use will make it consistent.

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Specialised identity checks

Full criminal background checks are compulsory for people working with vulnerable adults or children – However, it is possible to get a basic DBS check through Carecheck or a similar service, who offer an easy to set up and use service. The level of check applied for depends mainly on the type of role an employee will undertake, but even the basic check should be considered a valid way to confirm identity. (Note – identity theft is on the rise, so always use the information gathered and verified in the very first stage to conduct further checks otherwise the results could be false.)

Broader identity checks

Further identity checks can be done by searching the electoral roll, credit reference agencies, the DVLA or via a basic DBS check. These validate name, date of birth, and previous addresses – useful for cross-referencing with information provided by potential employees.

These methods are also useful to check someone does hold the driving qualification they claim to have, ensure they have a stable financial history – if relevant – or to validate someone’s name and circumstances for a period of years – common for jobs in finance or the civil service.…