Full Answer Section

• Screening: There’s no formal application form, resume review, or initial screening calls. Candidates simply show up or are brought in by a referrer. The owner might have a brief, informal chat over coffee.
• Interviewing: The “interview” is an unstructured conversation. The owner might ask about a candidate’s availability, whether they “like baking,” or if they “seem reliable.” There are no pre-set questions, no scoring rubrics, and no comparisons against other candidates. It’s purely based on the owner’s subjective impression during the chat.
• Assessment (Informal): There’s no skills test, no personality assessment, and no background checks. The owner might offer a “trial day” where the candidate shadows an existing baker, and the owner observes their general demeanor, how they interact with others, and if they seem “eager to learn.” This observation is qualitative and undocumented.
• Decision-Making: The decision is made entirely on a whim or a strong gut feeling. “I liked their vibe,” or “My cousin said they’re a good kid,” are common decision drivers. There’s no comparison of qualifications, no objective criteria, and no documentation of why one person was chosen over another.
• Onboarding/Training: Training is entirely ad-hoc and informal, relying on existing bakers to “show them the ropes.” There’s no formal curriculum or progress tracking.

Consequences of this No-Measurement System:

• High Variability: Hiring success is entirely random, depending on the owner’s intuition on a given day.
• Bias: Susceptible to personal biases (e.g., hiring someone who reminds the owner of themselves, or someone from a particular social group).
• Poor Fit: Likely to result in hires who lack the necessary skills, motivation, or fit for the demanding work of a baker.
• High Turnover: Dissatisfied employees and employers leading to frequent departures.
• Inefficiency: Time wasted on poorly performing hires, repeated training, and constant rehiring.
• Lack of Legal Defensibility: No documentation to defend hiring decisions if challenged.

2. Determining Scores for Applicant Responses

If I were tasked with bringing some measurement to the bakery’s staffing process, here’s how I might go about determining scores for applicant responses: