Personality Pool

"You can teach someone to make coffee...but you can't teach someone to be nice" We spent last weekend at Coffee Fest meeting with 100's of Coffee Shop owners to talk primarily about the pain points they face when hiring. During one conversation Ryan Shipley said to a hiring manager "You can teach someone to make coffee...but you can't teach someone to be nice". You could see the lightbulb go off because it's so true! And not just in the coffee world, but in any industry hiring for customer facing roles. If the person you are hiring is going to be tasked with the MASSIVE responsibility of interacting with your customers and making sure they have an experience that represents your companies culture + makes them want to continue coming back----you have to start screening on personality! Saves time. Saves money. Helps you identify the best candidates. Click the link below to visit our website & sign up for your free trial today! https://lnkd.in/eGWSJXnZ

🥁Drum Roll Please🥁 After months & months of blood (almost literally 🤣) sweat, tears, pilot testing, customer discovery, development meeting upon development meeting--we have made it to the next chapter of Personality Pool !!! Beginning May 21st Personality Pool will be your turn key solution to filtering candidates based on personality & the only way (in our opinion) to START your hiring process the right way. If you are tired of filtering through endless resumes, the back & forth of scheduling screening calls & working overtime to make sure you are making the best hiring decisions for your team...schedule a demo now by clicking the link below! https://lnkd.in/gxvdwY49

If you work in recruiting specifically hiring customer facing jobs (hospitality, retail, call center, sales positions)...we have questions. 1. Are you tired of looking through resumes? Do you think they are a necessary evil or more of a "just the way things have always been done" type situation 2. How often do you hire someone that has a good resume, but a bad personality? Genuinely curious. And as always if you want to ditch the resume & screen your candidates on personality click here 😀 https://lnkd.in/eDmfXpRT

Live footage of me during my *short* stint in hospitality recruitment. I left that job every day thinking "there is no way I am going back tomorrow." 🤣 My job was to screen resumes, schedule SCREENING calls & finally schedule in person interviews for baristas, cashiers & servers which is when you finally see someones personality...the last step. On the actual job description you could find the standard list of "job requirements" but behind the scenes my superiors told me "just get good personalities in the door." But, the process I had to work through to find these personalities? 1. Look at 100's of resumes that in all honestly are "fluffed" with info that may or may not be true 2. Get tired of reading resumes & just settle for whatever is in front of you 3. Call these candidates (in a rushed & robotic manner) & ask them a few generic questions to try to see a glimpse of their personalties 4. In person interview If personality is what matters most in customer facing roles why is personality screening not the very first step? Why does the #1 qualification for this type of job come into play 3-4 steps in to the hiring process? And more importantly--why are you making it all more difficult than it has to be?! That is the question we asked ourselves when we decided to build Personality Pool & ultimately the problem we set out to solve. All of this to say, if you are hiring for customer facing roles within hospitality, retail, call center, sales and on and on and on. Let us help you put personality screening first so you can find the right candidates FASTER! We re-launch late May (YAY!) but in the meantime you can join the waitlist & learn more here --https://lnkd.in/eDmfXpRT #recruitingtips #recruitingtechnology #HRtech

Have you scheduled your demo yet?!

Hiring a subject matter expert? By *all* means...ask for a traditional resume. Hiring a Barista? A Customer Service Rep? A Bartender? With all due respect (😈 ) why are you still asking for a traditional resume or for your candidates to complete a generic intake form? Do you really want to filter through 100+ resumes/forms that look the exact same & that show you essentially nothing about the candidates personality? AND THEN do you want to pick up the phone and pre-screen the random applicants that you did decide to move forward with? (I have been the person screening resumes for this type of role & I did not have a good time I can tell ya that ) For jobs that you KNOW personality fit is one of the most important hiring factors...you need to screen on personality first! It is not only wayyyy more efficient, but it also helps you find the * best * candidates for your team. Want to learn more about Personality Pool & how it can make your life easier? Message me! Comment or join the waitlist here --https://lnkd.in/gQxWv6cF And yes, this is the hill we are going to die on

She said what she said.

Big things are coming 👀

When I was on the hunt for my first job, my resume was bad 🤷♀️ It wasn't my fault; I was just a new grad lacking the experience needed to help me stand out. Especially among the 100's of other applicants with similar looking resumes. I couldn't get a job. I couldn't even get an interview! I remember thinking "I need to meet the hiring managers so I can talk to them face to face & show them why I know I could be a good fit for this job." The traditional resume & intake forms on their career pages gave no opportunity for any candidate to show their personality! I was applying for entry level sales positions which means having the right personality for the job was going to make a huge difference in who could succeed and who wouldn't. So, wouldn't it make sense for these organizations to screen on personality first? Lucky for me I did eventually meet a hiring manager & because of my personality he took a chance on me. That is not everyones story. Well, its been 10+ years since I was on this particular job hunt & shockingly...the application process hasn't changed at all. We are still asking people to boil down who they are & what value they can bring into a list of bullet points. We are using keyword "crawlers" to weed out the people who didn't word something just right & waiting to see even a glimmer of their personality until 5 steps into the process when it's time for an interview. For jobs like entry level sales, hospitality, retail, call center, any customer service related industry --it's time to change the way we screen our candidates! Personality Pool can help. Join the waitlist and be the first to know when you can screen on personality FIRST & never read a bad resume again 😎 - https://lnkd.in/eDmfXpRT