Red25 Consultancy

Why do managers hire the wrong Bartenders?

I recently conducted a short poll with the Glasgow Bartenders Club on Facebook.  (A big thankyou to all who took part in the survey; it is a great community and is very focused.)

In the survey I asked the question “Why do managers sometimes hire the wrong bartenders?

I left the survey open ended so that the members could decide on what where the most important categories themselves.


These were summarized into 4 main categories, shown in pie chart above. 

I compared these to other industries and it appears  the issues are very common. I also discovered quite a lot of good reading on these subjects so rather than me rewrite the good stuff of others I’d like share with you guys a few articles that I think might be helpful.

Employee attitude

32% felt that employees themselves had a bad attitude that was not picked up in the interviewing process. I thought these articles were great and worth a read.


Poor management decisions


Ultimately it is the manager who decides who is getting hired, so 36% of the blame was attributed to this.  The reasons given by the survey participants were: “Manager is being a Perv”,  “Manager not understanding skills required for job”, “Managers having to train inexperienced employees on the job”. I’m sure there are more categories but I have collated these into "Poor management decisions”. Clearly, there is always more a manager can do to improve the situation.

However, a recent survey showed that 95% of all companies admit to recruiting mistakes. So these issues are not confined to the hospitality industry. The following articles give some good pointers on how to improve the process.


Hiring in a Hurry & Finding talent


In terms of hiring in a hurry and finding talent I think one of the main things to focus on is your own brand to make sure you are a company that good people want to work for.  You will then attract more of the kind of people you would like.

To give yourself more time, be sure to be as specific as you can about the role you want to fill.  This filtering will ensure you get to spend more time with the candidates that can add most value and less time just reacting to a pile of resumes or even the last person who dropped off their CV at your bar.


The problem with the world is that everyone is a few drinks behind. (Humphrey Bogart)


King Vortigerns’ big hiring mistake

There is a tale, which may be one of the biggest hiring mistakes in history.In the 4th century, King Vortigern, who ruled Briton, was having real problems with the Picts (Scots) who kept invading into his territories (primarily south of Hadrian’s wall). So, he decided to hire the armies of the Saxons and the Angles to stave off their disruptive advances.

The story has it, that after they arrived, had a look around they decided they liked it and ousted poor old Vortigern, during the night of the long knives. In effect, the Angles took over and formed ‘Angle Land’ which is now known as England. In retrospect I think Vortigern may have regretted that particular decision.

This may be at the top end of hiring mistakes, but hiring mistakes are still one of the greatest costs any small business has to face today.

According to Robert Half:

·      56% of small business owners have settled for candidates that were not as qualified as they would have liked.

·      69% of businesses, which made wrong hire, lost time and money.

·      34% estimate wasting over 50 hours by hiring the wrong person.

·      Bad hires resulted in lower staff moral (38%), lost productivity (36%), monetary cost (25%) leaving 73% of businesses frustrated by the poor decision.

However, the figure that stood out most for me was that over 89% of small businesses agreed that the hiring process was overly time consuming. This often results of small businesses running out of time and hiring from the last CV to hand, rather than getting to choose the best. In effect they do not get to see the best people.

Solving this problem was one of the main drivers behind Hiire. Our mission is to improve the quality of candidates presented to small businesses whilst reducing the time that small businesses have to expend reviewing them.

We thought, would it be possible for software to pre-analyse an employers requirements and present the best candidates in an easy to use application.

So that is the software we have built! That is is what Hiire is. It is a software solution that focuses entirely on connecting the right people with the right jobs.

It is the nature of every person to error, but only the fool perseveres in error.

  Marcus Tulius Cicero (106-43 BC) Writer, politician and great roman orator.







Robert Browning, App developer?


In  1855, Robert Browning wrote the poem  “Andrea del Sarto” in which he coined the, now famous, ‘less is more’ statement. Would I give him a job as an App developer in my business?


He does have a few obvious advantages, he:

·      Sports a groovy beard, which in 2016 are currently very groovy.

·      Is very artistic and could generate an emotional response between himself and his reader (i.e. customer).

·      Was technologically savvy, he was recorded reading a poem in 1899.

·      Offered rectorship of university of Glasgow (he might be clever).

But no, I would not give him that job.  I think the clarity of thinking would be better served in a more senior position. I think I would actually give him the job of Chief Relevance Officer.

The core essence of Hiire is relevance; we want to ensure that the most relevant matches are made between candidates and employers.  We look with great interest at the current job boards and have noticed a common theme.  On almost every board (and on the first page) they tell us how many thousands of job seekers are on their platform and how many thousand jobs are being advertised.

As an employer who is looking for the perfect match for my new team, is this helpful?  As a job seeker looking for a new job, do I really want to trawl through thousands of job opportunities?

The answer is of course, no.  As a jobseeker I want to see the jobs that best match my abilities and desires. As an employer I don’t want to plough through thousands of CV’s, I want to see the ones that can solve my immediate issue.

So, Mr Browning, you have got the job. Please continue to focus on your ‘less is more’ mantra and do everything you can to help make it easier for job seekers and employers to make meaningful connections.







How can dating help you sell salad?



Hospitality, Catering and Retail

What do the above all have in common?  They all have very high staff turnover rates. In fact this has been measured as high as 19%, which is this highest staff turnover rate of all industries.

There are many things that can be done to try and keep employees for longer but the most successful category (increasing salary) is often not achievable due to the low margins enjoyed by the aforementioned industries.  So what is the solution to this problem?

One way is to make it easier to find quality staff to replace the employees who are leaving; in a high quality, low cost manner. This is where the Hiire helps businesses (particularly small ones). It combines matchmaking techniques from the dating industry with recruitment best practices.

This means that candidates and employers are matched before the application process even begins. Therefore, companies are more likely to find the next best candidate quickly and less time reviewing poor matches. Also,  as it is a two way match, the candidates may even stay longer.

Hiire uses mobile push notification technology so communication between candidate and employer is instant. A fantastic advantage when you are running a busy café and you have no team to make the steam !




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