How Angelo Can Avoid Hiring ‘Ineffective’ People?

First, the term ‘ineffective’ is highly subjective. One person may thrive in a busy downtown city
restaurant in Los Angeles, or Beverly Hills, while another person may shine in a quieter small-
town breakfast café. Therefore, Angelo needs to precisely define what he understands as
ineffective. Does the label signify a waiter or waitress who never drops things? Does the
characterization mean the hired person smiles all the time? Maybe Angelo wants to hire people
who can speak Italian. Who knows? Only Angelo knows. So, Angelo’s primary job is to clearly
define the qualities he requires his employees to have. But at the same time, Angelo must not
be unrealistic. One way to measure competency profiles in future employees is to check their
credentials. Make sure their application information is reliable.

Another way to tackle competency measurements is by including a demonstration aspect to the

interview process. In other words, if Angelo interviews a person that he really likes and thinks
will be a good fit for his pizza stores, conduct the following. Ask the interviewee to return the
next business day and perform as a server during the two busiest hours at lunch. The exercise
accomplishes two goals. First, Angelo will know how serious the applicant wants or needs work.
Secondly, Angelo will be able to see the person’s capabilities and how he or she interacts with
customers and the other employees. He should definitely pay them a small token of cash, or
offer a $10.00 coupon discount from – let’s say Target, or Walmart.

In conclusion, Angelo has a lot to think about. But he must be precise and consider what his
goals truly are. A Harvard Business Review article said “In light of today’s economic volatility and
uncertainty every aspect of business is being re-examined for its value in creating and sustaining
profitable growth” (“Why HR Really Does Add Value”). You must inform yourself well and
commit to building the best possible small business in your category.