This Question May Help You Find the Right Taproom Candidate

Lots of people when applying to a brewery for a taproom position might think they are the right person for the job. As the person hiring for that slot, coming up with the right questions to determine if the applicant is the right fight is key.

“Hiring is tough, but we try to look more at the individual personality of the candidate as much or more than their experience and background,” said Living The Dream Brewing owner and Brewmaster, Jason Bell.

How an individual fits in a team environment, and how they feel about teaching and learning are all critical, Bell noted. But he shared with Brewer a unique line of questioning that can help determine the right fit for a candidate when it comes to taproom situations.

“Our taproom also gets very busy,” he said, “so questions regarding pressure situations and thinking on your feet are also important.”

Being able to answer those questions in a real-world scenario can be very helpful, especially with current conditions across the country and state laws that are in constant flux when it comes to pandemic considerations. Having those questions on hand and giving situations to those interviewing and being able to determine if they are handling those situations properly can be vital.

Most of LTD’s hiring has been done through referrals and local people at this point, Bell said.

“We have been fortunate to have low turnover allowing a strong bond amongst our team members,” he said. “We have tried to make sure to be cognizant of making sure to include diversity in our hiring and advancement. We have had — and still have — a diverse crew.

“While our suburban location does not lend itself to the most diverse hiring pool, we do our best to make sure opportunities for employment and advancement are open to all. I am especially proud of our female team members and their achievements.”

​Bell shared how Living The Dream is making the right efforts to work with gauging current employee happiness​ along with having proper protocols to report and resolve issues.

​Bell explained it as such:

​Establish a healthy, two-way communication:

“Be approachable, really listen to what they are saying,” he said, adding that 99% of the time they are looking to make things better.

Get everyone involved:

“We try to give every taproom person additional responsibilities they can take ownership in,” he said. That can mean helping employees discover those additional traits or let them choose what they think they are ready to handle.

Take the time to say hello:

As an owner, Bell said something like just asking how it’s going can be paramount to employee relationships. “Make them feel as much a part of the team as possible,” he said. “Please and thank you go a long way.”

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