How do I define what I'm looking for in a Barista?

Before you start the hiring process, it's crucial to clearly define the skills and traits you need in a Barista. This helps you focus your interview questions and practical tests on what truly matters for your café. Start by listing all the qualities and skills you think a Barista should have, then categorise them into 'must-have' and 'nice-to-have'.

Common misunderstanding: Every skill matters the same amount

Some skills are essential while others are just nice bonuses. Basic coffee-making is a must-have, but latte art might be optional depending on your café type. Knowing the difference helps you focus on what really matters.

Let's say you are hiring for a busy takeaway coffee shop but spend interview time testing latte art skills. This wastes time on decoration when you should focus on speed and consistency - the skills that actually matter for your business.

Common misunderstanding: Job requirements never change

Your café's needs change as your business grows. Customer preferences shift, menus expand, and service styles develop. Skills that were optional yesterday might become essential tomorrow.

Let's say you are running a simple coffee shop that starts offering specialty single-origin pour-overs. Coffee knowledge that was once "nice-to-have" becomes "must-have" because customers now expect detailed explanations about bean origins and brewing methods.

What are examples of must-have and nice-to-have traits?

Must-have traits are non-negotiable skills or qualities that a Barista needs to perform effectively in your café. For example, the ability to work fast under pressure and excellent customer service skills are typically must-haves. Nice-to-have traits, like knowledge of espresso calibration or latte art skills, enhance a Barista's role but aren't essential for basic operations.

Common misunderstanding: Optional skills have no value

Bonus skills might not be essential, but they can make a good barista great. In competitive markets, these extra abilities help you stand out. They're also useful when choosing between two equally qualified candidates.

Let's say you are deciding between two candidates who both make excellent coffee and provide great service. One also knows about coffee bean origins and brewing methods. This extra knowledge helps them connect with coffee enthusiasts and adds value to your customer experience.

Common misunderstanding: All coffee shops need identical skills

Essential skills change depending on your café type and customers. Fast city spots need speed and efficiency. Boutique coffee shops need detailed knowledge and conversation skills. One size doesn't fit all.

Let's say you are running a specialty coffee shop but hire using requirements from a high-volume chain store. You might get someone who works fast but can't explain why single-origin Ethiopian coffee tastes different from Colombian blends - missing the expertise your customers expect.

Why should I fill out a Barista requirements table before interviewing?

Filling out a Barista requirements table helps you clarify and organize the essential and desirable traits you're looking for. This preparation ensures you remain focused during the interview process and assess candidates against consistent standards. It also aids in crafting questions and scenarios that directly test for these traits.

Common misunderstanding: Requirements lists are just paperwork

A requirements table is a practical tool, not busy work. Clear definitions help you communicate expectations to candidates and measure their suitability fairly. It keeps interviews focused on what matters.

Let's say you are interviewing without clear requirements and end up chatting about coffee preferences instead of testing essential skills. You might hire someone pleasant but unsuitable, missing candidates with the actual abilities your café needs.

Common misunderstanding: Requirements lists stop flexible hiring

A clear framework actually helps flexible decision-making. You can still spot unique talents and potential while staying focused on essential needs. Structure supports better choices, not worse ones.

Let's say you are interviewing someone who lacks experience but shows exceptional learning ability and customer connection skills. Your requirements table helps you recognise that these core qualities matter more than perfect technical skills you can teach later.