How can we describe the ideal Barback personality fit for our Bar?

Describing the ideal Barback personality starts by understanding your bar's atmosphere and the dynamics of your existing team. Focus on traits that align with your bar's pace and service style. For instance, if your bar is fast-paced, look for someone who remains calm under pressure, can prioritize tasks quickly, and enjoys a lively team environment.

Common misunderstanding: Personality doesn’t matter as long as the candidate has the skills.

While skills are crucial, a Barback's personality greatly affects team dynamics and customer service. A mismatch can disrupt team harmony and efficiency, making personality just as important as professional skills.

Common misunderstanding: Any outgoing personality is perfect for a bar setting.

Not all bars thrive on high-energy traits; some might require more reserved and detail-focused personalities, especially in venues like upscale wine bars or intimate settings where the focus is on customer interaction and meticulous service.

Why is it important to avoid vague personality traits?

Being specific about personality traits helps attract candidates who are truly a good fit for your team. Vague traits like "hardworking" or "friendly" are too broad and can lead to a wide range of interpretations. Specificity in personality descriptions helps set clear expectations and attracts candidates who will mesh well with the existing team dynamics and the specific challenges of the role.

Common misunderstanding: General traits apply universally and help in simplifying the hiring process.

General traits might make the hiring process seem simpler but can lead to hiring individuals who aren't the best fit for the specific demands and culture of your bar. This can result in higher turnover and less cohesive team performance.

Common misunderstanding: Detailed personality traits limit the pool of applicants.

While it might narrow the applicant pool, it increases the quality of candidates who are more likely to perform well and stay longer, ultimately benefiting your business with a stable, effective team.

What specific behaviours help us define a good team fit?

Specific behaviours such as the ability to communicate clearly under pressure, willingness to support team members during peak times, and proactive problem-solving are crucial. These behaviours directly impact the efficiency and atmosphere of the bar. Observing these in potential candidates or describing them in job listings can help ensure that new hires will integrate well and contribute positively to the team.

Common misunderstanding: Any team player will adapt to our bar’s environment.

Not all "team players" work well in every setting; some might excel in a slow-paced, methodical environment but struggle in a high-energy, fast-paced bar. It's important to match specific behavioural expectations to your bar's unique environment.

Common misunderstanding: Experience trumps behaviour in importance.

While experience is important, the right behaviours often predict long-term success and adaptability in a role. Candidates with the right behaviours can be trained on specific skills, but it's harder to train someone to fit the team culture.