As the owner of a chain restaurant, while considering reducing costs, finding efficient employees requires a balance between legal compliance, corporate social responsibility and long-term business stability. The following are some legal and sustainable solutions, with precautions： --- ###**1. Legal ways to recruit international employees** 1. **Work visa and labor cooperation** -**Policies of developed countries**： -Some countries (such as Australia and Canada) have seasonal work visas for the catering industry (such as Australia's TSS visa), which allow short-term employment of foreign employees. -It needs to be handled by a government-certified labor dispatch agency to ensure compliance. -**Cooperation among Developing Countries**： -Cooperate with formal labor intermediaries to recruit from large labor-exporting countries such as the Philippines and Vietnam (intermediary qualifications need to be verified to avoid the risk of human trafficking). -For example, a POEA (Overseas Employment Administration) registered intermediary in the Philippines can provide trained service personnel. 2. **Part-time job for international students** -In many countries, international students are allowed to work legally part-time (such as 20 hours a week on a U.S. F1 visa), and catering-related majors can be targeted for recruitment. -Local working time restrictions must be observed to avoid legal risks. 3. **Internal mobilization of multinational companies** - If there are branches in many places, management or technical employees can be transferred through L1 visa (United States) or ICT visa (European Union), but the salary threshold must be met. --- ###**2. Other legal strategies to reduce costs** 1. **Process optimization and technology substitution** -Introduce a POS system and a self-service ordering terminal to reduce manpower requirements. -Standardize operating processes (such as central kitchens) to improve efficiency and reduce dependence on highly skilled employees. 2. **Localized flexible employment** -Hire part-time or temporary workers (such as students and retirees) to cope with peak periods and reduce full-time costs. -Use on-demand scheduling software to optimize manpower allocation. 3. **Training and retention** -Invest in employee training (such as multi-job skills) to reduce the recruitment costs caused by the turnover rate. -Provide non-salary benefits (flexible working hours, career development) to improve satisfaction. --- ###**Three, key precautions** -**Legal risks**： -Avoid visa abuses such as ”false internships" and may face high fines or criminal charges (for example, Germany fined black workers in the catering industry more than 200 million euros in 2019). - Ensure that the wages of foreign employees meet local minimum standards. For example, Singapore requires equal pay for foreign and local employees for equal work. -**Ethics and social image**： -Lowering wages may lead to low employee morale and negative public opinion. -Can publicly commit to “fair recruitment” (for example, immigrant employees in the British service industry account for about 12%, but salary transparency needs to be publicized). --- ###**Fourth, alternative suggestions** If the labor cost in the target market is too high, you can consider： 1. **Overseas expansion**: Open branches in countries with low labor costs (such as Malaysia and Mexico) to serve the local market. 2. **Automation pilot**: For example, McDonald's "Future Restaurant" reduces labor costs by 30% through robots. --- **Summary**: Priority is given to recruitment through legal channels (visa, labor cooperation) and international human resources companies, while optimizing operational efficiency. Be sure to consult with your local immigration lawyer and accounting firm to ensure compliance with the whole process.