Make baker decisions by prioritising technical competency, schedule reliability, and genuine craft passion. Weight hands-on practical performance more heavily than interview responses, considering their dough handling skills and problem-solving abilities under production pressure. Focus on candidates who demonstrate both technical knowledge and the temperament suited for early morning, independent baking work.
Common misunderstanding: Overvaluing interview charisma instead of technical baking competency. Articulate candidates who interview well may lack the hands-on skills essential for quality bread production. Prioritise practical demonstration results, technical knowledge depth, and evidence of consistent quality over communication skills. A quiet baker who produces excellent bread consistently is more valuable than a charming candidate with limited technical abilities.
Common misunderstanding: Making hiring decisions based on short-term availability rather than long-term fit. Desperate staffing needs may tempt you to hire candidates who meet immediate schedule requirements but lack genuine baking passion or skill development potential. Consider how each candidate will perform six months into the role when novelty wears off and consistent quality becomes essential.
Consider fermentation knowledge, production consistency, early morning reliability, and willingness to maintain quality standards. Factor in their ability to work independently, troubleshoot equipment issues, and adapt to seasonal workload variations. Evaluate their genuine interest in baking craft development versus treating the position as temporary work.
Common misunderstanding: Weighing all qualifications equally instead of prioritising baker-specific competencies. Schedule flexibility and reliability matter more for bakers than general customer service skills. Technical knowledge about fermentation, dough development, and quality control should carry more weight than management experience or educational credentials. Create scoring systems that reflect the unique demands of baking work.
Common misunderstanding: Overlooking red flags about work style preferences that conflict with baking requirements. Candidates who express strong preferences for varied daily tasks, social interaction, or flexible scheduling may struggle with the repetitive, solitary nature of bread production. Pay attention to subtle signs of discomfort with routine work or early morning independence requirements.
Compare candidates using standardised scoring for technical skills, practical demonstrations, and cultural fit assessment. Weight their speciality abilities, learning potential, and long-term commitment to baking craft development over general experience claims. Consider how each candidate's strengths align with your specific production needs and quality standards.
Common misunderstanding: Focusing on years of experience rather than quality and relevance of that experience. A baker with three years of artisan bread experience may be more valuable than someone with ten years of basic production work. Evaluate the complexity of their previous roles, the quality standards they've maintained, and their understanding of advanced techniques rather than just tenure length.
Common misunderstanding: Making decisions too quickly without allowing time for thorough evaluation of practical skills. Unlike other kitchen positions where adaptability matters most, baking requires specific technical competencies that take time to assess properly. Schedule adequate time for practical demonstrations, reference checks, and consideration of how each candidate's skills match your specific production requirements and quality expectations.