Chapter 334
The issue of recruiting new employees was soon put on the agenda. Currently, there is no centralized recruitment platform, and most recruitment relies on introductions from acquaintances and posting recruitment notices at the store entrance.
Su Miao adopted a combination of the two methods. Jiang Fengyi and Yingzi knew a lot of people in Yongcheng, and after careful consideration, they introduced several people for interviews.
Those who are recruited through direct recruitment will first be interviewed, and then good-looking candidates will be selected to undergo a 7-day paid trial period, mainly working as waiters in the front hall.
After a series of assessments and observations, only four people were left. Two girls with cheerful personalities stayed in the store as waiters, and two uncles in their early forties joined the papaya workshop.
Almost a year after Su Ji’s shredded papaya came out, some shredded papaya pickles also began to appear on the market.
After all, this is a specialty of Hengxian County, and many people can make it. Although the taste is different in each restaurant, there are still some that are as delicious as Su Ji’s.
Despite the emergence of competitors, Su Ji successfully seized the market high ground early on with its first-mover advantage and unique business strategy. The store layout, the "Su Ji Food Shop" brand and the card collection activities complement each other, allowing Su Ji to always firmly control the vast majority of the papaya shreds market share.
In contrast, other competitors mainly focus on small-scale production.
Some even rely solely on a simple tricycle, pulling a large plastic bucket filled with papaya shreds, setting up a small stall in a random corner of the street, and selling the shredded papaya by the kilogram.
In this way, although a series of tedious steps such as packaging and corresponding expenses are eliminated, due to the lack of cost advantages brought by large-scale procurement, the price of its products is not significantly lower than that of Su Ji.
The reason why Su Ji is more competitive in terms of price is that, on the one hand, it has built a complete and efficient supply chain system, and the larger purchase volume gives it stronger bargaining power in purchasing raw materials.
On the other hand, this is due to the advanced production equipment, spacious drying space and standardized production processes. These factors work together to effectively reduce production costs and improve production efficiency.
Even when the price difference is only two or three cents, most diners still choose to buy Su Ji. After all, both the taste and food hygiene are guaranteed, and you can collect cards to redeem prizes. Although the big prizes are rare, small prizes can still be obtained frequently.
After the papaya shreds workshop was expanded and renovated again, it was no longer a small workshop. The workload of daily packaging and transportation also increased, so strong male employees joined in to better take on this part of the physical work.
In addition to mastering the seasoning ratio, Su Hui was responsible for managing and controlling the overall operation of the workshop and supervising product quality. She had completely transitioned from a front-line position to a management position.
Compared to the workshop, the job adjustments in the store will be more significant. The previous arrangement was that Su Yuanzheng and Su Yu were responsible for the preparation of meals in the big kitchen, as well as the serving of self-service porridge and braised pork offal rice. Xiaoying came to help wash the pork offal in the morning and was responsible for waiting in the restaurant during business hours.
For the raw porridge, Jiang Fengyi and Xiaoling are responsible for cooking the porridge, while Xiaofang is responsible for serving.
During this period, Su Yuanzheng taught Su Yu and Jiang Fengyi all the skills except the recipes. In order to enable them to get started with the work in both sections, the two of them will take turns in the future.
The rotation takes place every two weeks. In addition to the kitchen work, Su Yuanzheng also takes turns with the purchasing and pig offal washing work.
The two new employees now start as waiters, one on each side, which greatly alleviates the shortage of waiters during peak meal times.
As the first employee to work at Su Ji besides Su Yu, Yingzi was promoted to foreman, in charge of all the waiters. She was concerned about everything from personnel deployment to service quality control, and was committed to leading the team to create a better and more considerate dining environment for customers.
After the job adjustment, the salary naturally has to be adjusted. Su Ji has opened a store in Nancheng for more than two years. The economy has developed rapidly in the past two years, and the average social wage has also increased, so it is no longer appropriate to follow the previous salary standards.
At the papaya shreds workshop, the first two aunties who arrived were still at their previous working hours.
Although their working hours are relatively short every day, they are very diligent and responsible. They have made an indelible contribution to the development of the workshop to its current scale, so each person's salary was increased by 15 yuan.
Aunt Wu and the two newly hired uncles are full-time employees. They start work at 8:30 in the morning and get off work at 5:30 in the afternoon. They also stay in the workshop during their two-hour lunch break, so the store provides them with meals at noon. Their monthly salary is 60 yuan.
The store is divided into three levels. Ordinary waiters are responsible for welcoming and seeing off customers every day, taking orders and serving food, cleaning tables and other basic tasks. Their basic monthly salary is 60 yuan.
In addition to completing the work of an ordinary waiter, the foreman is also responsible for managing the team and coordinating the daily operations of the store. The chefs in the porridge kitchen are responsible for the production of raw porridge. Their basic salary is 80 yuan.
Master chefs like Su Yu and Jiang Fengyi negotiate their salaries individually. Currently, Su Yu's salary is set at 150 yuan and Jiang Fengyi's is set at 130 yuan.
In addition to the basic salary, if there are any additional jobs, the performance salary will be increased. For example, in addition to being a foreman, Yingzi also has to help process the ingredients, so she will receive an additional performance salary of 15 yuan per month.
Then there is the seniority salary, which is calculated from the day you start working at Su Ji. Your monthly salary will increase by 5 yuan for every full year, and all employees can enjoy it.
Whether it is the uncles and aunts busy in the papaya shreds workshop or the employees working on the front line of the store, everyone has contributed their efforts to the development of Su Ji. This seniority salary is the best reward for their long-term companionship and dedication, allowing everyone to take root in Su Ji more firmly and work together for the future of the store.
Yingzi held the very formal salary slip made by Su Miao and looked at it with joy.
"Miao Miao, two years ago I never thought I would be able to receive a monthly salary of 100 yuan so soon. I thought it would take at least a dozen years of work experience to reach this income level."
"Sister Yingzi, my dad and I have long said that the store's business depends on everyone's hard work. As long as the store's profits are good, we will increase everyone's salary and benefits accordingly. This statement is not only valid before, but also valid now and in the future."
"Okay! We'll work harder from now on and expand our storefront. It would be best if Uncle Yuan could buy out the entire street!"
“Hahahaha~”
Yingzi's passionate and bold words made everyone smile knowingly. At that time, they really didn't expect that there would be such a day.
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