This article first appeared on Apploi Observer on September 19, 2o13.
My daughter, 15, brought home a job application from Starbucks.
“Don’t worry, I’m not applying. It’s for a life skills class,” she said when she saw my face.
“There’s nothing wrong with applying. I’m just not sure there are any 15 year old baristas,” I said.
I took a closer look at the application and was a little bit shocked. For a company that probably acquires hundreds of employees a week, the application seemed to do a terrible job giving candidates a chance to answer authentically.
The questions were leading, with only two lines after them to answer. And in two lines, how could anyone demonstrate their abilities in customer service? I thought, what if I just need a job, and don’t care for the brand (yet)? Liking the brand isn’t an effective way to demonstrate someone’s ability to do the work.
After all, wouldn’t they prefer to have an amazing barista then a just a Starbucks groupie?
This caused me to question the point of many job application questions and their ability to really vet quality candidates. Taking the point of view of a busy manager who just needs to hire someone who can learn fast and be available on weekday early mornings, none of these questions would help me make a decision.
Seeing as though Starbucks doesn’t really want authentic answers on their job application, here’s what might happen if they got them…from an amazing barista, who’s not a Starbucks fan. Do you think this person should get the job?
Have you ever visited a Starbucks Coffee location? Where? Describe your experience.
My mom first brought me to Starbucks when I was five. On the way to kindergarten, she liked to get her tall skinny latte at 140 degrees. This is how I learned to love coffee. These days, I often use the bathroom at Starbucks locations when I have to pee. They’re always clean. Thanks for that! Since I make my own lattes at home, I don’t visit Starbucks.