After you've scored each Barista candidate, take some time to review the scores and notes. Discuss these with your team if possible. This helps ensure you choose a candidate who not only fits the technical requirements but will also blend well with your team's culture and work ethic.
Common misunderstanding: Highest scores always win
High scores matter, but they're not everything. Team fit, growth potential, and specific needs matter too. Sometimes a slightly lower-scoring candidate works better for your particular situation.
Let's say you are choosing between two candidates where one scored higher on coffee skills but the other showed better teamwork and learning attitude. The lower-scoring candidate might develop better and contribute more to your team's positive atmosphere.
Common misunderstanding: Quick decisions are always better
Rushing hiring decisions often leads to mistakes. Important factors like team fit and long-term potential need time to consider properly. Speed in filling positions isn't worth hiring the wrong person.
Let's say you are desperate to fill a weekend shift and hire the first decent candidate without proper reflection. You might miss red flags or overlook better candidates, leading to training problems or staff turnover later.
Reflecting on a candidate's overall fit involves looking beyond their technical skills and considering their potential to thrive within your team's environment. Review their performance during the practical trials, their interaction with the team, and their responses during the interview to assess their adaptability, attitude, and alignment with your café's culture.
Common misunderstanding: Team fit just means being friendly
Getting along matters, but true fit includes sharing your café's values, work standards, and goals. Someone who matches your broader culture and ethics will contribute positively long-term, not just socially.
Let's say you are running a café focused on sustainability and community support, but hire someone who's friendly but doesn't care about environmental or social values. They might fit socially but clash with your core mission and customer expectations.
Common misunderstanding: Good people adapt to any situation
Adaptability helps, but core work styles and values need to match your team naturally. Some personality traits and approaches can't be changed through training - they're part of who someone is.
Let's say you are running a fast-paced morning café but hire someone who naturally works slowly and methodically. No amount of training will change their fundamental pace preference, creating ongoing stress for them and your operation.
When deciding between two strong candidates, consider asking reflective questions about each candidate's performance and potential impact. Questions like "Which candidate demonstrated a stronger understanding of our customer service values?" or "Who showed more initiative in learning and adapting during the trial?" can help differentiate between the two.
Common misunderstanding: Similar candidates are interchangeable
Small differences in service style, learning speed, and social interaction create big impacts on job performance. Details that seem minor during interviews become important in daily work.
Let's say you are choosing between two equally skilled candidates but one asks thoughtful questions about your café's processes while the other just follows instructions. The curious candidate will likely improve procedures and solve problems better over time.
Common misunderstanding: Trial performance tells everything
Trial results matter, but growth potential and future challenges matter too. Consider how candidates might develop with your business and handle new situations that arise.
Let's say you are comparing candidates where one performed slightly better in the trial but the other showed more curiosity about learning and improvement. The growth-minded candidate might become more valuable as your café evolves and faces new challenges.