Prepare baker onboarding by discussing equipment training schedules, recipe familiarisation timelines, and gradual integration into production responsibilities. Address safety protocols, quality standards, and mentorship arrangements during the interview process. Set clear expectations about the learning curve and support systems available for successful integration into your baking operations.
Common misunderstanding: Baker onboarding is the same as general kitchen training
Baking onboarding requires systematic training on fermentation timing, equipment calibration, and recipe precision that differs significantly from other culinary positions. Plan specialised training schedules that allow adequate time for mastering your specific techniques and quality standards.
Let's say you are planning onboarding for a new baker. Using the same orientation as line cooks won't work because bakers need specialised training on your sourdough starter maintenance, oven quirks, and proving schedules that other kitchen staff don't need to understand.
Common misunderstanding: Experienced bakers can jump straight into full production
Even experienced bakers need time to adapt to different equipment, ingredient brands, and house recipes. Discuss realistic timelines for achieving consistency and independence rather than expecting immediate full productivity.
Let's say you are hiring a skilled artisan baker from another bakery. They'll still need time to learn how your deck oven heats differently, adjust to your flour supplier's protein levels, and understand your proving schedule before they can match your quality standards.
Discuss training duration for your specific equipment, recipe standardisation processes, and quality expectations. Cover safety procedures, production schedules, and how they'll gradually assume full baking responsibilities while maintaining product consistency. Address the support systems and resources available during their learning period.
Common misunderstanding: General orientation topics are enough for baker onboarding
New bakers need detailed information about your ingredient sourcing, equipment quirks, recipe modifications, and quality control procedures rather than just company policies and benefits. Provide specific information about how they'll learn your production methods and timing requirements.
Let's say you are planning the first week for a new baker. Spending time on HR policies and holiday entitlements won't help them succeed. Focus on introducing them to your starter culture, oven controls, and flour suppliers that directly impact their daily work.
Common misunderstanding: Experienced bakers need minimal onboarding
Every bakery has unique equipment characteristics, ingredient preferences, and quality standards that require adjustment time. Even skilled bakers need guidance on your specific fermentation timing, oven performance patterns, and recipe scaling methods.
Let's say you are onboarding a master baker with 20 years experience. They might be experts at bread-making but still need to learn that your proofer runs hot, your stone deck takes longer to heat, and your local flour behaves differently than what they're used to.
Set expectations by outlining specific skill development milestones, training timelines for different bread types, and performance standards they'll need to meet. Discuss ongoing learning opportunities and advancement paths within baking specialisation. Address both immediate onboarding goals and longer-term professional development within your organisation.
Common misunderstanding: Previous experience means faster skill development timelines
Even experienced bakers need several weeks to achieve consistency with new equipment and recipes. Set progressive milestones that allow for learning curves while maintaining quality standards throughout the training period.
Let's say you are setting training milestones for an experienced candidate. Expecting them to produce perfect loaves in week one ignores that they need time to adjust to your hydration levels, proving temperatures, and baking schedule before achieving consistency.
Common misunderstanding: Development discussions should focus only on immediate job requirements
Skilled bakers are motivated by opportunities to refine their craft, learn new techniques, and potentially specialise in areas like sourdough or laminated doughs. Discuss how you support continued learning and skill advancement to retain talented bakers long-term.
Let's say you are interviewing a passionate baker who asks about growth opportunities. Talking only about current bread production won't excite them as much as mentioning plans to add pastry, opportunities to develop seasonal specials, or support for advanced baking courses.