You need people to run an ice cream or frozen dessert shop, even if you try to do it all yourself. Finding and hiring the right staff is crucial. Check out this 3 3-minute tip on building your dream ice cream team.
Define Your Ideal Team
Before you start looking, define your ideal team. Determine the number of employees you need and their required availability based on your hours of operation. Consider practical aspects like transportation to ensure employees can reliably get to work.
Clearly define the roles you need to fill within your store, such as scoopers, cashiers, shift leads, or managers. Knowing your target roles is like knowing your grocery list before you shop—it prevents wasted time and resources.
Craft an Engaging Job Description
Treat your job description professionally, regardless of whether you're a small mom-and-pop shop or a corporate entity. For many young applicants, this may be their first job, so emphasize its importance.
Keep your job description short, clear, and ensure it matches your brand's tone. If your brand is fun and exciting, let that shine through. Include essential details like the wage range and hours. Don't forget to highlight benefits, even if it's something as simple as free ice cream. Emphasize the positive work environment, supportive culture, and opportunities for growth, such as advancing from a scooper to a shift lead or manager. These aspects are highly appealing to prospective employees.
Smart Recruiting Channels
Utilize smart recruiting channels to find candidates. Platforms like Indeed and Facebook posts are effective. Community boards and referrals from current staff or acquaintances can also be excellent sources for finding good hires.
Interview for Attitude, Train for Skill
When interviewing, prioritize attitude over existing skill. You can teach someone to make ice cream or sundaes, but you can't teach them to have a great personality. Look for individuals with a good personality and a teamwork mentality, especially those who have participated in teams or groups.
Ask behavioral questions during interviews to gauge their mindset. For example, ask "Tell me about a time you made someone's day" or "How would you handle a long line and a grumpy customer?". These questions help you build a strong foundation with the right individuals.
Consider implementing a trial shift or shadowing period. A good interview doesn't always guarantee a perfect fit. A two or three-day shadow period allows both parties to assess if the role is a good fit before committing.
Smart Scheduling and Empowerment
Once you've hired your staff, schedule smartly. Leverage technology and apps like When I Work, Homebase, or Sling, as many young employees are comfortable with them. Show them how these tools work and what's expected of them. Empower your employees by making them responsible for managing their schedules, including finding replacements if they can't work. Provide them with the tools they need to succeed.
Ultimately, your staff can make or break your store. By using smart recruiting, asking the right interview questions, and remembering to prioritize personality, you'll build a team that helps your business thrive.
