How to hire the right people for your business

Craft a clear job description

Start by creating a clear and detailed job description which accurately outlines the responsibilities and qualifications required for the position.

You need to clearly state the roles and responsibilities of the job, including specific tasks. Be sure to highlight any essential or preferred skills.

Also specify how much experience they need to have, and what training you will provide.

Don’t forget, you’re trying to sell the job, and your business to potential candidates so give as much detail as possible. It’s also better to include a salary (you can state a range and whether this is determined by experience) and any other benefits. This helps candidates understand if it will be the right role for them.

You might find this blog post useful too: How to write a killer job description.

Ask the right interview questions

During the interview process, asking the right questions will help you gain insights into the candidate's skills, experience, and suitability for your coffee shop environment.

Consider asking questions which assess their knowledge of your sector. Inquire about their previous experience in the industry and their ability to handle a fast-paced environment if it's relevant.

You should also ask situational or behavioural questions to gauge skills like their problem-solving abilities and customer service skills.

Tailoring your questions to the specific requirements of your business will enable you to assess each candidate effectively.

When you use redwigwam’s recruitment software you can ask bespoke questions at the point of application, meaning it is easy to filter out people who don’t have relevant knowledge or experience before the point of interview. You can even ask them to record a short video. Ask them why they are ideal for this role, or to describe a time they had to react quickly to a situation to get a real feel for their suitability before you meet face-to-face.

Assess cultural fit

As you are no doubt aware, in a small business, cultural fit is crucial to ensure a harmonious and productive work environment.

Assessing a candidate's cultural fit involves evaluating whether their values, work ethic, and personality align with your company's atmosphere and values.

Consider including questions which delve into their work style, their ability to work in a team, and their approach to customer service.

You can also introduce candidates to your existing staff during the interview process to gauge their compatibility with the team.

Remember, finding someone who aligns with the culture of your business will contribute to a positive and cohesive work environment.

Utilise trial shifts or working interviews

To gain a better understanding of a candidate's skills and abilities, consider offering trial shifts or working interviews.

This allows candidates to demonstrate their skills, customer service abilities, and overall fit within the business.

You can observe how they interact with customers, handle pressure, and work alongside your existing staff.

This first-hand experience will provide valuable insights that go beyond what can be gleaned from traditional interviews and help you make a more informed hiring decision.

Trial shifts need to be paid, and this can be facilitated through redwigwam’s platform. Simply add a shift and book the worker(s) on to it, and we will pay them on your behalf once you have approved their timesheet.

Many small business owners use redwigwam’s payroll service through the trial period for a new employee and then move them over onto their own payroll once they’re happy they are the right fit for the business.

Check references & right to work

All workers employed in the UK must have the right to work in the UK. If this is not checked and recorded you, as an employer could be liable for a hefty fine.

At redwigwam, all workers are vetted for their right to work in the UK as part of the registration process – and if you use our payroll service, we take that legal requirement from you.

You should also conduct reference checks to verify the candidate's qualifications and past performance. Reach out to previous employers or supervisors to gather information about their work ethic, reliability, and skills.

References can provide valuable insights into the candidate's strengths, weaknesses, and overall suitability for the role. This step will help you validate the information provided by the candidate and make an informed decision.

Again, redwigwam collects references for potential workers as part of the registration process – another thing you really don’t need to worry about!

Conclusion

Hiring the right people for your business is crucial to its success.

By creating a clear job description, asking the right interview questions, assessing cultural fit, utilising trial shifts and/or working interviews, and conducting reference checks, you can make more informed hiring decisions.

Remember, finding individuals who possess the necessary skills, align with your company's culture, and demonstrate a passion for providing excellent customer service will contribute to creating a positive and thriving environment for both your staff and your customers.