When recruiting for a cafe's bar/kitchen staff for the first time, it's important to check for issues like only hiring someone who can do latte art and neglecting to accommodate early morning shifts. Turning easily overlooked information into specific questions is crucial to ensuring both parties understand the same job.
When opening a vacancy: clearly describe the actual task.
This job involves the morning rush hour, making handmade drinks, and answering customer inquiries. Don't just list general requirements like job title or "must cooperate"; specify the work schedule, the tasks you'll be involved in, who can assist you, and how you'll learn once you start.
When reviewing resumes: Avoid treating preferences as necessary conditions.
Based on work schedules, hands-on or field experience, and customer handling records, demonstrate the ability to differentiate between morning and weekend shifts, prepare drinks step-by-step, and clearly explain which items require pre-employment confirmation. If insufficient information is available, inquire beforehand; do not infer competence or willingness to cooperate from personal information unrelated to work.
In the initial test: ask the hypothetical question in a specific context.
You could ask, "If a customer says it's too bitter, how would you proceed?" Then ask the candidate to explain what information they need to confirm and when they should report back to the supervisor. If the answer differs from job expectations, first check if the question was clear before labeling the person.
During the interview: Add an observable example.
Provide three beverage orders, one of which requires a change in sweetness. Please arrange the preparation order and demonstrate how to process the order. When reviewing the orders, remember to retain the customized requirements, verify the number of cups, and inform colleagues of any unfinished items. Explain that this is a mock exercise and demonstrate how to conduct an evaluation; using real customer data to complete company business is not required.
Before making a decision: Write down anything that is not yet confirmed.
Verify the tasks, time, location, compensation, and onboarding arrangements, and designate a handover point. A smooth interview cannot replace these confirmations. Record the reasons for selection and any questions raised by the candidates so that adjustments can be made based on the specific circumstances when opening vacancies in the future.
The next step can refer to the first recruitment SOP: from receiving resumes to receiving offer notices .
Explore the interview system plan for SMEs
The MIND Interview plan for SMEs costs NT$3,000 for six months and includes 50 resume analyses and 15 AI interviews in total over six months. It helps you screen resumes, conduct first-round interviews online and organize reports. Your company reviews the results and makes the hiring decision.
Once you have prepared the job openings, the expected number of resumes, and the number of interviewees, you can confirm with the team whether the plan is suitable and how to start using it.
Frequently Asked Questions
Key questions often raised by business leaders and HR teams:
What should you check first when recruiting a barista/kitchen staff member for the first time?
First, check if there is any "only looking for people who can do latte art, ignoring the availability of early morning shifts", then clearly write down the conditions and confirm them through additional questions and work examples.
After the initial interview at the bar/front of a coffee shop, how can I supplement my work ability with evidence?
Three beverage orders are provided, one of which requires a change in sweetness. Please arrange the preparation order and demonstrate how to process the order. The key points are to retain the customized request, verify the number of cups, and communicate any unfinished items to colleagues. The company will arrange and review the application; the initial summary will not be considered the final hiring decision.