Frozen Dessert Success

Build a strong team and a sweeter business.

If you run an ice cream shop or frozen dessert store, you already know this one truth: you can’t do it alone. No matter how hard you hustle, eventually you’re going to need a team. A great team is the difference between chaos and a smooth-running shop, between just getting by and building a place people love to visit, and work at.

So the big question is: how do you find and hire the right people? Let’s break it down.

Start with a Plan: Define Your Ideal Team

Before you post a single job ad, figure out exactly what your staffing needs are.

• • How many people do you need? Consider peak hours, weekends, and special events.

  • What availability works for your schedule? Are you looking for daytime help, after-school shifts, or weekend warriors?

  • How will they get to work? Ask about transportation during the interview—it's a small question that can save you a lot of headaches later.

Also, get clear on what roles you’re hiring for. Common positions include:

• • Scoopers

  • Cashiers

  • Shift leads

  • Store managers

  • Openers and closers

It’s like going grocery shopping: if you don’t know what you need, you’ll probably waste time and money. Know your roles. Know your numbers.

Write a Job Description That Works

Even if you’re a small mom-and-pop shop, treat your hiring process like a professional business. For many of your applicants, this might be their first job—set the tone early.

A great job description is:

• • Short and clear – Stick to the point.

  • Aligned with your brand – Are you fun, quirky, family-friendly, or high-energy? Let it show.

  • Upfront about the perks – Free ice cream? Flexible schedules? Positive work culture? Mention it.

  • Transparent about pay and hours – Applicants appreciate clarity.

Also, emphasize growth. Let them know there’s room to move up—from scooper to shift lead, or from part-timer to manager. That’s appealing to motivated applicants.

Use Smart Recruiting Channels

Posting "We're Hiring!" signs on your window is just one option. Go bigger:

• • Indeed and other job sites

  • Facebook posts – especially in local community groups

  • High school and college bulletin boards

  • Referrals – Your current staff and local friends can be a goldmine

Ask your team to refer people they trust. A good employee will usually recommend another good person.

Interview for Personality, Not Just Skills

Here’s the golden rule: hire for attitude, train for skill.

You can teach someone how to make a sundae, use the register, or clean the floor. But you can’t teach them how to smile, be kind, or handle a busy Friday night with a good attitude.

Some tips:

• • Look for team players—kids involved in sports or clubs usually know how to work in groups.

  • Ask personality-based questions like:

    • “Tell me about a time you made someone’s day.”

    • “How would you handle a long line and a grumpy customer?”

  • Observe their energy, eye contact, and communication style.

If they seem like someone you’d want to work beside during a summer rush—trust that instinct.

Try Before You Fully Commit

Even if someone aces the interview, they may not be the right fit. That’s why trial shifts are helpful. Ask candidates to shadow a current staff member for a couple of days.

Let them get a feel for the job—and let you get a feel for them. After a few trial shifts, have a check-in conversation:

• • • Do they like it?

    • Do you see potential?

    • Do they mesh with your team?

This extra step can save you a lot of turnover down the road.

Set Them Up for Success

Once you’ve hired your team, schedule smartly and use tools that make it easier for everyone.

Teenagers and young adults love technology. Use scheduling apps like:

• • When I Work

  • Homebase

  • Sling

Teach your team how to use the system, and make it their responsibility to swap shifts or request time off. Empower them with tools and expectations, and they’ll step up.

Final Scoop

Your staff will make or break your business. Great ice cream gets them in the door, but great service brings them back. Take your time, hire intentionally, and build a team that reflects the vibe and values of your shop.

Remember: you can teach someone how to make a cone—but you can’t teach them how to care. That’s what you're really hiring for.