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Barista: Steam that Sandwich! · Roast the Post Podcast

0:01
SPEAKER_00: Hi, I'm Jen.
0:02
SPEAKER_00: There's always more going on in a job posting than what's written down.
0:06
SPEAKER_00: Roast the Post is about uncovering the story behind the bullet points.
0:10
SPEAKER_00: And this episode gives us plenty to work with.
0:12
SPEAKER_00: Let's roast.
0:17
yeah let's uh let's let's maybe do like the episode and uh it
0:21
is a restaurant right
0:23
which i'm kind of pumped about because i worked in mcdonald's
0:26
when i was in high
0:27
school and university so i got a little bit of food service by
0:30
my belt i'm kind of
0:31
SPEAKER_01: excited
0:32
SPEAKER_00: I'm excited too.
0:33
SPEAKER_00: I have, I was a server for years.
0:35
SPEAKER_00: I worked at Starbucks for a good part of my twenties.
0:39
SPEAKER_00: Um,
0:39
SPEAKER_00: and so I,
0:41
SPEAKER_00: yeah,
0:42
SPEAKER_00: I think it's important for people to have customer service experience,
0:47
SPEAKER_00: um,
0:48
SPEAKER_00: in their repertoire.
0:49
My niece is 15 years old and my sister is really pushing her to
0:54
take some kind of
0:55
SPEAKER_00: food service,
0:56
SPEAKER_00: uh,
0:57
SPEAKER_00: food industry job,
0:58
SPEAKER_00: just for that experience,
0:59
SPEAKER_00: just to understand.
1:00
what it's like to work in those places and therefore
1:04
understanding how you should
1:06
SPEAKER_00: treat people who are waiting on you and stuff.
1:10
SPEAKER_00: But my niece is like, nah, I'm good.
1:12
SPEAKER_00: So we shall see.
1:14
SPEAKER_00: She's only 15.
1:15
SPEAKER_00: She still has time.
1:19
SPEAKER_01: Working in a service environment,
1:22
SPEAKER_01: whether it's food or whether it's like retail or hospitality or whatever,
1:26
SPEAKER_01: it's a fantastic empathy building exercise,
1:30
SPEAKER_01: especially when you're in your teenage years.
1:32
Like I think that there should be like mandatory service for
1:36
high schoolers in the
1:38
SPEAKER_01: service industry somewhere.
1:39
SPEAKER_00: I agree.
1:40
SPEAKER_00: I absolutely agree.
1:42
SPEAKER_00: I think it's so important.
1:45
SPEAKER_00: So that being said, this one is in that
1:48
SPEAKER_00: world.
1:50
SPEAKER_00: The role is, the job title is barista.
1:54
SPEAKER_00: The report two title is not listed on the job posting.
1:59
SPEAKER_00: For company size,
2:01
SPEAKER_00: I put a gazillion because I don't have an actual number,
2:04
but let's just say it's a very large company that employs
2:09
people globally and a lot
2:12
SPEAKER_00: of people.
2:13
SPEAKER_00: The industry is retail slash restaurant.
2:17
SPEAKER_00: And what they do, they make and serve coffee and food.
2:23
SPEAKER_00: Their head office location is Seattle.
2:27
SPEAKER_00: And the job location for this specific posting is Victoria, BC, Canada.
2:35
SPEAKER_00: Their geographical operating area, as I mentioned, is global.
2:39
SPEAKER_00: And the job type is full-time in-person.
2:44
SPEAKER_00: So let's get into it.
2:47
SPEAKER_00: Join us and inspire with every cup.
2:49
SPEAKER_00: At Coffee Shop, it's all about connection.
2:52
People are at the heart of who we are,
2:54
especially the people that are part of our store team.
2:58
SPEAKER_00: We connect with each other,
2:59
SPEAKER_00: our customers,
3:00
SPEAKER_00: and our communities to make a positive impact every day.
3:03
We believe in working together to make a difference and in
3:06
celebrating our shared
3:07
SPEAKER_00: success,
3:08
SPEAKER_00: which is why we call ourselves partners.
3:11
Coffee shop is a place of warmth and belonging where everyone
3:14
is welcome and we
3:16
SPEAKER_00: value the unique experiences that each partner brings to our team.
3:21
SPEAKER_00: As a coffee shop barista,
3:23
you'll create the coffee shop experience for our customers
3:26
through excellent
3:26
SPEAKER_00: service and expertly crafted products.
3:30
You'll be in an energetic store environment where you'll have
3:32
the ability to master
3:33
SPEAKER_00: your food and beverage craft,
3:35
SPEAKER_00: work alongside friends and meet new people every day.
3:39
SPEAKER_00: A cup of coffee and smile can go a long way.
3:42
And we believe our baristas have the power to be the best
3:45
moment in each other's day.
3:47
SPEAKER_00: And I'm gonna stop there.
3:49
SPEAKER_00: What are your thoughts so far?
3:51
SPEAKER_00: Green flags, red flags, beige flags.
3:54
SPEAKER_00: You know,
3:54
we do our best to try to make sure that it's not too apparent
3:59
what the company is,
4:00
SPEAKER_00: but I think we can all figure it out.
4:04
Yeah,
4:04
everybody knows who this one is,
4:06
but yeah,
4:07
we won't name and shame them.
4:08
um i i like the introduction i like the about i like the the
4:11
way that they
4:12
described the job that was pretty good um particularly what
4:17
stood out for me as a
4:18
green flag um was where they talked about how um it's kind of a
4:24
kind of a cultural
4:25
expectation or understanding that um baristas are going to be a
4:29
high point in each
4:29
SPEAKER_01: other's day
4:31
SPEAKER_01: So it seems like such a small throwaway comment.
4:36
SPEAKER_01: But if you peel back the layers a little bit,
4:40
SPEAKER_01: what they're really trying to do is they're really trying to cultivate an
4:46
SPEAKER_01: environment that is upbeat and fun for their customers.
4:51
you know like people who people who are enjoying themselves at
4:54
work um that that
4:57
joy is kind of infectious right so if you have people coming in
5:00
um to to buy
5:01
something uh and they're amongst like that enjoyable atmosphere
5:05
not only do they
5:06
enjoy the experience but they start to build loyalty over time
5:09
because you you want
5:10
to go back to that experience because it's fun so there there's
5:14
there's some work
5:15
SPEAKER_01: at play behind
5:16
that throwaway comment um and qsr restaurants they all try to
5:20
do this um some more
5:22
successfully than others uh green flag for me um having a fun
5:27
place to work uh
5:28
might offset the the fact that the wages aren't going to be
5:30
super super great uh no
5:32
red flags yeah no beige flags yeah that's about all i have to
5:36
say right now so
5:37
let's uh let's carry on i'm really curious to see how the rest
5:40
of this unfolds
5:41
SPEAKER_00: Absolutely.
5:42
SPEAKER_00: And,
5:42
SPEAKER_00: and I would say too,
5:43
SPEAKER_00: I think it's,
5:44
SPEAKER_00: I think it's a great info having worked at coffee shop and coffee shop
5:50
SPEAKER_00: environments.
5:53
SPEAKER_00: It's fun.
5:54
it's really fun and you do get to know the customers really
5:59
well and get to know
6:01
SPEAKER_00: each other really well and i think that the intro does a very good job at
6:05
illustrating that they're painting a pretty cool picture about
6:08
what it's going to
6:08
be like it's not a surprise to me that the intro is like down
6:12
pat like they've got
6:13
SPEAKER_00: it they even use some descriptive language that i appreciate like
6:18
coffee shop is a place of warmth and belonging to me that's
6:20
almost like describing
6:22
a hot cup of coffee as well so i think they've really done a
6:27
spectacular job here
6:29
and those the the job postings that we have roasted in the past
6:34
and where we've
6:34
said it's lacking something like it's not making us feel what
6:39
it would be like to
6:39
work there this to me is a shining example it's a perfect
6:43
example of how to
6:45
SPEAKER_00: in like two paragraphs describe what it would be like to work there.
6:49
SPEAKER_00: So to me, it's green flags.
6:51
SPEAKER_00: It's really well done.
6:52
SPEAKER_00: But again, not surprised.
6:54
SPEAKER_01: The underlying theme is togetherness, right?
6:57
SPEAKER_01: You know,
6:58
SPEAKER_01: that community kind of thing,
7:01
like it shines in what they've written in the introductory
7:04
section of the job post.
7:06
SPEAKER_01: So I'm quite curious to see how the rest of it reads.
7:08
SPEAKER_00: Let's do it.
7:09
SPEAKER_00: OK,
7:10
so you'd make a great barista if you consider yourself a people
7:15
person and enjoy
7:16
SPEAKER_00: meeting others,
7:17
SPEAKER_00: love working as a team and appreciate the chance to collaborate,
7:21
SPEAKER_00: understand how to create a great customer service experience,
7:25
SPEAKER_00: have a focus on quality and take pride in your work,
7:28
SPEAKER_00: are open to learning new things,
7:30
SPEAKER_00: especially the latest beverage recipe,
7:33
are comfortable with responsibilities like cash handling and
7:36
store safety,
7:37
can keep cool and calm in a fast-paced energetic work
7:41
environment can maintain a
7:43
clean and organized workspace have excellent communication
7:47
skills i'm just going to
7:49
stop there because uh there there are some things that we can
7:53
unpack thoughts on
7:57
again this is this is uh you'd make a great barista if so this
8:00
is essentially the
8:01
about about you kind of uh section what are your thoughts yeah
8:07
green flag is it's
8:08
great anchoring um so they they're describing they're they're
8:12
describing what they
8:14
want in a barista um but framing it through the lens of you
8:19
know this is about you
8:20
SPEAKER_01: this is your choice um you would be good for this if you are
8:24
dot dot dot um that's that's really good anchoring it's really
8:27
effective when
8:28
companies do that in job postings uh that it only strengthened
8:32
what they want um in
8:34
the environment too right like that that whole theme of
8:36
togetherness is really it's
8:38
still kind of there it's it's kind of woven through and it's
8:41
coming out more um i
8:42
would say in the few things uh the few bullet points that um
8:45
that we've uh we've
8:46
SPEAKER_01: thrown out there uh one beige flag
8:49
fast-paced my god every time i hear fast-paced environment and
8:54
dynamic environment
8:55
i'm just like in my brain i'm like just be honest tell people
8:59
it's going to be
8:59
chaotic once in a while and you know you got to be okay with
9:03
that um like using
9:05
using those words to hide that work is going to be crazy
9:08
sometimes is like it's
9:10
SPEAKER_01: silly you know it's a little disingenuous i don't dig it
9:14
SPEAKER_01: Is it a red flag?
9:15
SPEAKER_01: No.
9:15
SPEAKER_01: I mean, it's so established.
9:17
Everybody uses these phrases so flippin' often that you can't
9:21
fault people who are
9:22
writing job ads for just like picking up the established lingo
9:27
that's like this
9:28
SPEAKER_01: code word that everybody knows and uses,
9:30
SPEAKER_01: but it does drive me a little bit nuts.
9:33
i agree and i think that for once i would love to see a job
9:36
posting that's like it
9:38
gets crazy here and you need to be able to handle that but at
9:43
the same time there's
9:44
so many good aspects of the job that you won't mind when things
9:49
get chaotic right
9:50
SPEAKER_00: like just straight up use that language but i get it and i think that
9:54
maybe at some point the two of us need to create a um a little
9:59
like glossary of you
10:01
know fast-paced actually means um and just list out all of
10:07
those words and i mean
10:08
it's not wrong this place is being very honest um and they're
10:11
saying they're not
10:11
SPEAKER_00: just saying uh
10:14
fast-paced like experience in a fast-paced and energetic
10:17
environment they're saying
10:18
SPEAKER_00: they're they're looking for someone who can keep their cool and calm in a
10:23
fast-paced environment so I think that's a little bit different
10:25
they're actually
10:26
saying yes it's the fast-paced environment and here's what you
10:30
need to be able to
10:30
do in that situation versus yeah experience in fast or okay
10:37
with working in this
10:38
SPEAKER_00: environment because they're all very different this is like fast-paced
10:43
in a different way than like sitting at your computer and there
10:46
are project
10:46
deadlines or whatever it's like in your face fast exactly yeah
10:53
absolutely um yeah
10:54
for me the rest i mean it rings true to me uh i like that they
10:59
say take pride in
11:00
your work have a focus on quality like they have standards and
11:03
they're looking for
11:04
people who also have standards um and are are yeah proud to do
11:09
good work so reads
11:11
SPEAKER_00: reads good to me
11:13
SPEAKER_00: Then it goes on from free coffee to competitive pay.
11:16
Coffee shop is proud to offer a comprehensive compensation and
11:20
benefits package to
11:21
SPEAKER_00: our eligible part time and full time partners.
11:25
SPEAKER_00: Benefits include tuition reimbursement,
11:27
health coverage with a variety of plans to choose from and
11:30
stock and savings
11:31
SPEAKER_00: programs like our equity reward program stock options.
11:35
SPEAKER_00: I just named it stock options.
11:36
SPEAKER_00: It has a name, but I renamed it.
11:39
What's more,
11:40
Coffeeshop offers flexible scheduling and opportunities for
11:43
paid time off.
11:45
SPEAKER_00: Visit coffeeshopbenefits.ca for details.
11:50
So I'm gonna stop there just to say that it does go into
11:55
benefits detail a little
11:57
SPEAKER_00: bit more,
11:58
SPEAKER_00: but it's just kind of summarizing here.
12:01
SPEAKER_01: Green flags.
12:02
SPEAKER_01: Green flags.
12:02
SPEAKER_01: I mean,
12:03
SPEAKER_01: you know,
12:03
SPEAKER_01: not only from the perspective of writing the job ad,
12:06
SPEAKER_01: but the total employment experience,
12:09
SPEAKER_01: right?
12:09
SPEAKER_01: Like extending benefits for part-time people.
12:12
SPEAKER_01: Yeah.
12:12
SPEAKER_01: That's awesome.
12:13
SPEAKER_01: That's fantastic.
12:13
SPEAKER_01: And I had heard that company does this.
12:19
SPEAKER_01: Right, coffee shop.
12:20
SPEAKER_01: I had heard that coffee shop does this.
12:22
SPEAKER_01: I knew some people who worked at one.
12:25
uh when i was uh when i was a little bit younger and um that
12:29
that's spectacular you
12:31
know that's that's a huge huge deal um for people who uh who
12:36
are working part-time
12:37
jobs and especially for people who are working several
12:40
part-time jobs you know if
12:41
you're if you're stacking together uh three different part-time
12:46
jobs to to kind of
12:47
SPEAKER_01: you know make it work because that's your life
12:51
SPEAKER_01: Most of the time, you're not getting benefits from any of them.
12:55
SPEAKER_01: Yes.
12:55
SPEAKER_01: So being able to go to this coffee shop,
13:00
SPEAKER_01: get a job,
13:00
SPEAKER_01: get benefits,
13:02
SPEAKER_01: and then have your other two jobs that don't have benefits,
13:05
SPEAKER_01: but combined,
13:06
SPEAKER_01: give you enough hours to make your life work and pay rent and whatnot.
13:09
super like super employer of choice stuff right there such a
13:14
good um like you're
13:17
you're essentially if you're working multiple part-time jobs
13:19
you're you're
13:20
SPEAKER_00: essentially working full-time all told benefits yeah yeah
13:27
SPEAKER_01: Yeah,
13:28
SPEAKER_01: other green other green flag for me,
13:30
SPEAKER_01: extending ESOP to to employees,
13:33
SPEAKER_01: part time,
13:33
SPEAKER_01: full time,
13:33
SPEAKER_01: whatever,
13:34
like you've got you've got the opportunity to get options in
13:38
coffee shop if you
13:40
SPEAKER_01: want.
13:41
SPEAKER_01: That's good.
13:41
SPEAKER_01: Like it can be a challenge for people who are working
13:46
lower paid jobs to to be able to put aside the money that they
13:50
need to to buy into
13:52
SPEAKER_01: stock plans that that can definitely be a challenge.
13:56
But if there's anything that coffee shop does to make that
14:01
easier for folks to like get the
14:04
SPEAKER_01: stock options, you know, participate in the plan, even better.
14:08
SPEAKER_01: Fantastic.
14:08
SPEAKER_01: Like,
14:09
SPEAKER_01: that's the kind of wealth that grows over time,
14:11
SPEAKER_01: especially if the company pays out dividends,
14:15
SPEAKER_01: right?
14:15
So you're not just counting on the accumulation and share price
14:18
to build your
14:19
SPEAKER_01: retirement nest egg.
14:19
SPEAKER_01: Like, you're getting some dividends come out that can be reinvested.
14:22
SPEAKER_01: Like, that compounds over decades.
14:24
SPEAKER_01: So if they're doing that sort of thing.
14:28
SPEAKER_00: Absolutely.
14:28
SPEAKER_00: Absolutely.
14:29
SPEAKER_01: Clap, clap, clap.
14:30
SPEAKER_01: That's all we got.
14:33
SPEAKER_00: I agree.
14:33
SPEAKER_00: I don't really have anything to add there.
14:36
SPEAKER_00: I think it's great.
14:37
SPEAKER_00: It's clear.
14:39
SPEAKER_00: So far, you know, you're reading the intro, you're reading
14:43
you'd make a great barista if,
14:44
and then some of the benefits right at the top there.
14:47
SPEAKER_00: I think that's great.
14:48
SPEAKER_00: I would be, I would be very much interested so far.
14:52
SPEAKER_00: Then we go into summary of experience and it says.
14:55
SPEAKER_01: Let's actually,
14:56
SPEAKER_01: before we go into the next section,
14:57
SPEAKER_01: let's talk about flexible scheduling for a second.
15:00
So that's another one that it kind of seems like a little bit
15:04
of a throwaway,
15:05
SPEAKER_01: but what they've done here is kind of masterful.
15:08
SPEAKER_01: They've taken something that is for a QSR environment.
15:15
SPEAKER_01: They've taken something that is an operational necessity,
15:18
like giving shifts of varying lengths at varying times of the
15:22
week and of the day
15:23
SPEAKER_01: and whatever.
15:24
SPEAKER_01: They've taken that operational necessity,
15:26
SPEAKER_01: which if you think about it for a sec,
15:28
SPEAKER_01: can really suck,
15:30
SPEAKER_01: especially if you have a family.
15:31
And all of a sudden you've got to you've got to go and work
15:34
like a 4 p.m.
15:35
SPEAKER_01: until 7 p.m.
15:36
SPEAKER_01: shift on Tuesday.
15:38
Like who's picking up your kids from school sort of thing in
15:41
that scenario.
15:42
Like they've taken something that's an operational necessity
15:45
and they've very
15:46
SPEAKER_01: subtly flipped it and made it a benefit for you.
15:50
SPEAKER_01: Yeah,
15:51
it said like flexible scheduling can meet your lifestyle is
15:56
essentially what
15:56
SPEAKER_01: they're what they're saying.
15:58
So they're taking a negative and flipping it around and making
16:00
it a positive.
16:01
SPEAKER_01: And you might say, okay, that's kind of that's kind of shifting.
16:05
SPEAKER_01: It's a little bit shitty of you coffee shop to,
16:08
SPEAKER_01: you know,
16:09
to do something like that and to kind of like present this in a
16:12
positive light.
16:13
But like we've talked about on the show before,
16:16
that's one of those filtering things.
16:18
There are people out there who want flexible shifts and
16:22
schedules and whatnot.
16:24
There are people who want to be able to do their thing during
16:27
the day and work at
16:28
SPEAKER_01: night when they want to.
16:29
SPEAKER_01: So by putting this question,
16:31
SPEAKER_01: this issue up there and framing it this way,
16:35
SPEAKER_01: they've actually filtered quite effectively,
16:38
SPEAKER_01: I would say.
16:38
SPEAKER_01: I think they get some points for that.
16:41
SPEAKER_00: I agree.
16:41
And this is a good point because someone who maybe is
16:44
potentially interested in a
16:45
SPEAKER_00: role like this might think,
16:47
SPEAKER_00: oh,
16:47
SPEAKER_00: but
16:48
you know,
16:48
do I have to work either the opening shift or the closing
16:52
shift?
16:53
SPEAKER_00: They might not realize that that's not the case.
16:57
SPEAKER_00: There are lots of shifts built in within within that.
17:01
SPEAKER_00: And it doesn't have to be a full eight hour shift or anything like that.
17:06
SPEAKER_00: I mean, back in the day when I worked at
17:08
a coffee shop you know my shifts very very young my shifts
17:13
would be 5 a.m to 10 a.m
17:17
that's that's great I mean you could just go right back to bed
17:20
if you wanted to you
17:21
can continue on your day you can pick up shifts maybe at a
17:25
different coffee shop
17:26
location like there are lots of opportunities there so I think
17:29
you're right I think
17:30
SPEAKER_00: it's
17:30
SPEAKER_00: It's smart of them to put that in there.
17:32
SPEAKER_00: Flexible scheduling really is saying that will work for your lifestyle,
17:37
SPEAKER_00: like you said,
17:38
SPEAKER_00: which is actually a line that maybe they could consider,
17:41
SPEAKER_00: you know,
17:42
SPEAKER_00: because we know they listen to this podcast.
17:45
obviously obviously a line they can consider uh putting in
17:49
there because it's true
17:50
people might not know what that means what shifts look like at
17:54
coffee shops so
17:55
absolutely and when i was a manager at mcdonald's in university
17:58
um i used to uh i
18:00
used to take that flexible scheduling thing and um carve out
18:04
shifts around some of
18:06
SPEAKER_01: the um the kids who are working there around their class schedule
18:09
SPEAKER_01: So, like, there wouldn't be an established, you know, 1 p.m.
18:13
SPEAKER_01: until 4 p.m.
18:14
SPEAKER_01: Friday shift.
18:16
SPEAKER_01: But I made one because that was when they could work.
18:18
And then that gave me the flexibility to go to the people who
18:22
worked full-time days
18:23
SPEAKER_01: and say,
18:24
SPEAKER_01: like,
18:24
SPEAKER_01: hey,
18:25
SPEAKER_01: I've got some rotational coverage.
18:26
If you want to take,
18:27
like,
18:28
some time off during the day,
18:29
like,
18:29
it's all good.
18:30
SPEAKER_01: Let's figure this out.
18:32
SPEAKER_01: Everybody loved it.
18:33
SPEAKER_01: You know, like, it's great for the business to have that capability.
18:37
um and positioning it like positively like they've done good
18:40
for them absolutely
18:42
yeah i agree uh summary of experience good news no previous
18:47
experience is required
18:50
but we go into basic qualifications not but and we go into
18:54
basic qualifications
18:56
maintain regular and consistent attendance and punctuality with
19:00
or without
19:01
SPEAKER_00: reasonable accommodation
19:03
available to work flexible hours that may include early
19:06
mornings evenings weekends
19:08
nights and or holidays meet store operating policies and
19:12
standards including
19:14
providing quality beverages and food products cash handling and
19:17
store safety and
19:18
security with or without reasonable accommodation engage with
19:23
and understand our
19:24
customers including discovering and responding to customer
19:27
needs through clear and
19:28
SPEAKER_00: pleasant communication
19:30
Prepare food and beverages to standard recipes or customized
19:33
for customers,
19:35
SPEAKER_00: including recipe changes such as temperature,
19:38
SPEAKER_00: quantity of ingredients,
19:40
SPEAKER_00: or substituted ingredients.
19:44
Available to perform many different tasks within the store
19:47
during each shift.
19:49
SPEAKER_00: Gonna stop there.
19:53
SPEAKER_00: What are your green, red, beige flags?
19:56
SPEAKER_01: So they called out accommodations a couple of times,
19:59
SPEAKER_01: which is good,
20:01
SPEAKER_01: but kind of the question mark,
20:02
SPEAKER_01: I consider that a green flag.
20:04
SPEAKER_01: They're talking about it at least.
20:07
SPEAKER_01: But I kind of wonder what type of accommodations they can actually offer.
20:11
in that environment um like i i kind of i kind of think like is
20:17
this performative
20:18
use of accommodations or are there things they can actually do
20:21
now if if anybody
20:23
has got you know accommodations for a fast-paced retail
20:26
environment figured out
20:27
it's this coffee shop for sure they've got the resources to
20:31
figure it out um but i
20:33
SPEAKER_01: think at this point like i perhaps would have liked to
20:37
SPEAKER_01: know a little bit more.
20:39
Maybe an example would have been something like put your money
20:43
where your mouth is
20:44
SPEAKER_01: sort of thing.
20:46
But then again,
20:46
I wouldn't necessarily say that about another job posting.
20:50
Like maybe I'm holding these folks to a bit of a higher
20:52
standard because I know who they are.
20:55
don't know um there's a beige flag that's kind of popped up for
20:59
me uh there still
21:01
isn't really any honesty in this job posting about the nature
21:06
of the work and about
21:07
how chaotic it can be like they they're dancing around it a
21:11
little bit when they
21:12
talk about oh orders will be customized for temperature and
21:17
ingredients which
21:18
Anybody who's been in this coffee shop and heard like some of
21:22
the orders get called
21:23
SPEAKER_01: out,
21:24
SPEAKER_01: they know that it's wackadoodle,
21:26
SPEAKER_01: some of the stuff that you have to do.
21:30
SPEAKER_00: Absolutely.
21:31
SPEAKER_01: So they're,
21:31
they're not really being fully honest and descriptive of what
21:35
the environment's
21:35
SPEAKER_01: truly like sometimes,
21:37
SPEAKER_01: which I consider that a beige flag.
21:39
SPEAKER_01: They definitely could be like, it's not bar, but it'll be fun.
21:42
SPEAKER_01: Like you said.
21:43
SPEAKER_00: Yeah, absolutely.
21:46
Um,
21:47
yeah,
21:47
I'm interested in this with or without reasonable accommodation
21:50
as well.
21:51
SPEAKER_00: I'm confused by that statement.
21:54
SPEAKER_00: Um, and they mentioned several times.
21:56
SPEAKER_00: So like maintain,
21:57
SPEAKER_00: like,
21:58
I guess maybe what I'm looking for from the two of us is to try
22:02
to come up with an
22:03
SPEAKER_00: example.
22:04
Maybe we can come up with an example of what that would look
22:07
like because maintain
22:08
regular and consistent attendance and punctuality with or
22:13
without reasonable
22:14
SPEAKER_00: accommodation.
22:15
SPEAKER_00: What does that mean?
22:17
It's like they're trying to layer a like an actual term that
22:23
has meaning over top
22:25
SPEAKER_01: of something like,
22:26
SPEAKER_01: you know,
22:27
SPEAKER_01: flexibility and common decency.
22:29
SPEAKER_01: So punctuality with or without accommodation.
22:31
SPEAKER_01: OK,
22:34
SPEAKER_01: my I left my car lights on,
22:36
my battery died and I'm going to be late to work because I've
22:40
got to find somebody
22:41
SPEAKER_01: with like jumper cables or something.
22:45
SPEAKER_01: Sure.
22:46
SPEAKER_01: Yeah.
22:46
Like I wouldn't consider that an accommodation if you call up
22:50
the manager and be
22:50
SPEAKER_01: like,
22:51
SPEAKER_01: yo,
22:51
SPEAKER_01: bud,
22:51
SPEAKER_01: I'm going to be probably 20 minutes late because the car won't start.
22:55
SPEAKER_01: Sorry.
22:57
SPEAKER_00: What does that mean with?
22:58
SPEAKER_00: So what is with or without?
23:00
SPEAKER_00: Like, what does that scenario look like without reasonable accommodation?
23:04
SPEAKER_00: And what does it look like with reasonable accommodation?
23:07
SPEAKER_00: That one's kind of goofy.
23:10
SPEAKER_00: Right.
23:11
SPEAKER_00: And like they're, they're, they're accounting for something.
23:14
SPEAKER_00: And clearly this is when,
23:15
SPEAKER_00: when people put things in the job postings,
23:17
SPEAKER_00: it usually means,
23:18
especially under like qualifications usually means that it's
23:22
because this has
23:23
SPEAKER_00: happened multiple times.
23:25
SPEAKER_00: Right.
23:25
SPEAKER_00: And they're like covering the basis,
23:26
SPEAKER_00: but I'm just kind of struggling to understand what,
23:29
SPEAKER_00: what that actually means.
23:31
SPEAKER_00: And the same thing with like,
23:33
SPEAKER_00: you know,
23:34
SPEAKER_00: meat store operating policies and standards,
23:36
SPEAKER_00: including basically making the drinks and working the cash register.
23:41
with reasonable accommodation or without reasonable
23:45
accommodation so you still have
23:46
to be able to do this job without any kind of without
23:50
reasonable accommodation i
23:51
don't know i'm so stuck on this it is so weird to me um i don't
23:54
recall ever seeing
23:55
it in a job posting and i'm just wondering what stories like
23:59
what has happened in
24:00
the past to compel them to make that part of their job posting
24:07
their standard like
24:09
SPEAKER_01: I am betting that this is a case of general counsel run amok.
24:13
SPEAKER_00: Yeah, yeah.
24:14
SPEAKER_01: Because like,
24:17
SPEAKER_01: yeah,
24:18
SPEAKER_01: they're using very weird language just to say,
24:21
SPEAKER_01: you got to be able to do your job.
24:23
SPEAKER_00: Yeah, absolutely.
24:24
SPEAKER_00: So I found that really interesting.
24:26
SPEAKER_00: I found the language interesting.
24:27
SPEAKER_00: And maybe you're right.
24:28
SPEAKER_00: Maybe it's just a lawyer has advised them to include this language.
24:33
SPEAKER_00: It would be interesting to then see what a... Pardon me.
24:38
what an employment contract would look like as well,
24:41
an employment agreement.
24:42
So otherwise,
24:43
the qualifications to me are reasonable,
24:45
like you need to be able to do the job.
24:48
SPEAKER_00: That's it.
24:50
SPEAKER_00: We get into knowledge, skills and abilities.
24:53
SPEAKER_00: So KSAs,
24:55
SPEAKER_00: ability to learn quickly,
24:57
ability to understand and carry out oral and written
25:00
instructions and request
25:02
SPEAKER_00: clarification when needed.
25:04
strong interpersonal skills,
25:06
ability to work as part of a team,
25:09
ability to build relationships.
25:11
Coffee Shop and its brands are an equal opportunity employer of
25:16
all qualified individuals.
25:18
We are committed to creating a diverse and welcoming workplace
25:21
that includes
25:22
SPEAKER_00: partners with diverse backgrounds and experiences.
25:25
We believe that enables us to better meet our mission and
25:28
values while serving
25:29
SPEAKER_00: customers throughout our global communities.
25:31
SPEAKER_00: People of color, women,
25:33
LGBTQIA+,
25:37
veterans and persons with disabilities are encouraged to apply.
25:44
SPEAKER_00: We're going to stop there.
25:47
SPEAKER_00: Oh, sorry.
25:48
SPEAKER_00: Nope.
25:48
SPEAKER_00: Let's just continue for a second.
25:50
Qualified applicants with criminal histories will be considered
25:54
for employment in a
25:55
SPEAKER_00: manner consistent with all federal,
25:57
SPEAKER_00: provincial,
25:58
SPEAKER_00: and local ordinances.
26:00
SPEAKER_00: We confirm this posting represents an ongoing hiring opportunity.
26:04
Coffee Shop Corporation is committed to offering reasonable
26:07
accommodations to job
26:08
SPEAKER_00: applicants with disabilities.
26:10
if you need assistance or an accommodation due to a disability
26:14
please contact us at
26:15
phone number or via email that's the whole section okay okay
26:23
yeah there's some
26:24
there's there's some stuff in there to unpack for sure uh i was
26:28
particularly
26:29
impressed by them saying that they're going to give uh people
26:33
with a criminal
26:34
SPEAKER_03: record a fair shake yeah absolutely because
26:38
SPEAKER_01: Folks who have done time,
26:40
SPEAKER_01: regardless of what it was for,
26:44
SPEAKER_01: they face some real challenges in the workplace,
26:50
SPEAKER_01: like in the labor market.
26:52
SPEAKER_01: In particular, there are a lot of barriers to entry that you
26:55
SPEAKER_01: If you have a record, you're done for.
26:57
SPEAKER_01: And that's fundamentally,
27:00
SPEAKER_01: I think,
27:00
a shame because the whole point of the criminal justice system
27:06
is to create
27:08
consequences for the things that people do that stray outside
27:13
of the norms of civil
27:14
SPEAKER_01: society and what we want.
27:16
SPEAKER_01: uh in our communities um but the the underlying fundamental purpose is
27:21
rehabilitation right so once you've gone through the process
27:25
you've done your time
27:25
you've gone through the programs whatever else like you've paid
27:28
the consequences
27:29
SPEAKER_01: you shouldn't continue to be punished
27:32
um yet there there still are um there still are tons of
27:38
barriers which are you know
27:40
de facto punishment um when you've already done your you've
27:43
already paid your debt
27:44
to society so good for them for saying flat out like yeah we'll
27:47
give you a fair
27:48
shake now whether or not that unfolds in practice who knows
27:52
it's probably different
27:53
store by store but at least they're they're putting a point in
27:56
the sand and they're
27:56
SPEAKER_01: saying like yeah
27:57
SPEAKER_00: That's it.
27:58
SPEAKER_00: And it also says criminal history.
28:00
So that could also be,
28:01
you know,
28:02
it might not necessarily mean have served time.
28:05
SPEAKER_00: It could be other kind of like tick marks on your criminal record.
28:14
A friend told me something that was really interesting when we
28:17
talked about
28:18
SPEAKER_00: background checks at work.
28:20
She is a career recruiter and she told a story about having a
28:28
couple drinks when
28:29
SPEAKER_00: she was about 16,
28:31
SPEAKER_00: 17 years old at a party and driving home.
28:34
and being pulled over in pretty close to her house in a upper
28:39
middle class
28:40
neighborhood and spoke to the officer apologized and the
28:46
officer let her go and
28:47
even let her drive back home because she was so close to her
28:50
house and we talked
28:52
SPEAKER_00: about how if she hadn't been a white woman
28:57
would the story have the same ending and she really got me
29:00
thinking about that and
29:01
it's really changed my perspective about certain things like
29:05
background checks um
29:07
and so you think about that if that to me is considered a
29:10
criminal history could be
29:12
considered criminal history as well and like you said for that
29:16
to be a barrier for
29:17
someone to get a job at coffee shop is would be wild to me and
29:22
the fact that they
29:23
SPEAKER_00: name it there um
29:25
SPEAKER_00: It tells me a couple of things like that,
29:26
that they're open minded again does it happen in practice or is
29:30
it just on paper
29:30
SPEAKER_00: that's a different story,
29:32
but it also to me indicates a very good understanding of their
29:35
candidate pool.
29:37
SPEAKER_00: Right,
29:37
this is a lower barrier to entry job they're not looking for
29:41
people with degrees or
29:43
any kind of specialty or anything like that they have a very
29:47
good understanding.
29:48
SPEAKER_00: of who will be attracted to and applying for their roles.
29:52
And that would potentially include people with potential
29:55
criminal history.
29:56
SPEAKER_00: So I think that, again, this comes with time.
29:59
SPEAKER_00: This comes with being a huge, like, global employer.
30:02
SPEAKER_00: They've really dedicated teams for things like this.
30:06
SPEAKER_00: They've really got an understanding.
30:08
SPEAKER_00: And I think it's a reminder to people who are writing these job postings,
30:12
SPEAKER_00: the job seekers seekers,
30:13
SPEAKER_00: to,
30:13
SPEAKER_00: like,
30:14
really understand get into the psychology and into the head of
30:17
the people that you
30:17
are looking for and write the job description for them there is
30:22
so much you can do
30:23
SPEAKER_00: with job descriptions and this is a really good example of that
30:29
SPEAKER_01: Yep, there was one red flag for me in that section.
30:32
SPEAKER_01: And it was more so a red flag because it hasn't been mentioned.
30:36
So this is an environment that is fast-paced and dynamic,
30:43
as all QSR environments are.
30:44
SPEAKER_01: It's a physically demanding job.
30:46
SPEAKER_01: You're on your feet for a long time.
30:48
um regardless of what um uh what qsr it is like coffee shop or
30:54
food shop or
30:55
whatever like you're on your feet um and you have to be able to
30:59
restock stuff yes
31:01
you need to be able to uh get a case of something off of a
31:07
shelf in a stock room
31:09
SPEAKER_01: that weighs like
31:12
10 15 20 kilos um that's a part of the job nowhere in here have
31:15
they said that they
31:16
haven't said they need to be able to lift up to 10 kilos or 15
31:19
kilos or whatever um
31:21
for a job in a manufacturing environment they would absolutely
31:23
say that they have
31:24
to um they should also be doing that here but they didn't
31:28
there's no talk about
31:30
SPEAKER_00: That's such a good point.
31:30
SPEAKER_00: We've talked about this before in other job postings,
31:33
SPEAKER_00: like what are what are the physical demands of this job?
31:37
SPEAKER_00: They do.
31:38
I think they try to contain that by saying that they're
31:42
committed to offering reasonable
31:45
SPEAKER_00: accommodations,
31:46
SPEAKER_00: like,
31:47
SPEAKER_00: again,
31:47
SPEAKER_00: reasonable accommodations,
31:49
SPEAKER_00: but you're right,
31:50
SPEAKER_00: like you,
31:51
SPEAKER_00: you,
31:52
SPEAKER_00: you won't,
31:52
you wouldn't necessarily need to stand on your feet for long
31:55
periods of time,
31:57
SPEAKER_00: say,
31:57
SPEAKER_00: for example,
31:57
SPEAKER_00: you're confined to a wheelchair,
31:59
but is the layout designed to be able to maneuver a wheelchair
32:05
all over the place?
32:07
Could they design the store where folks could reach things a
32:10
little bit more easily?
32:14
SPEAKER_00: Yes and no, because in food environments, there are regulations.
32:18
SPEAKER_00: It has to be like certain amount of like above the ground.
32:22
SPEAKER_00: It can't just be sitting on the ground.
32:23
SPEAKER_00: I've worked at coffee shops before where they're
32:30
SPEAKER_00: or rodent problems.
32:33
SPEAKER_00: So, so yeah, yes and no.
32:35
And I guess that's what that's why they're saying they're just
32:37
kind of like putting
32:38
SPEAKER_00: a bubble around it by saying reasonable accommodations.
32:40
SPEAKER_00: But yeah, it would be great to know weight.
32:44
SPEAKER_00: Yeah, how much you have to to lift.
32:47
SPEAKER_00: And if you are required to stand on your feet,
32:50
I'm thinking about other disabilities that maybe aren't
32:53
necessarily physical that
32:54
SPEAKER_00: they could be speaking about referring to.
32:59
SPEAKER_00: that they're willing to accommodate.
33:01
SPEAKER_00: So it's interesting,
33:02
SPEAKER_00: but I think that if there are physical requirements for a role,
33:07
SPEAKER_00: list them,
33:08
SPEAKER_00: absolutely.
33:08
SPEAKER_00: Help people out to understand, yeah.
33:11
SPEAKER_01: Because it's not a throwaway thing,
33:13
SPEAKER_01: you know,
33:13
SPEAKER_01: at McDonald's when I was working there in university or whatever,
33:18
SPEAKER_01: the syrup for the softwares came in like boxes,
33:23
SPEAKER_01: right?
33:23
SPEAKER_01: And inside the boxes,
33:24
SPEAKER_01: you know,
33:25
you've got a plastic sleeve with like a little cap thing and
33:28
there's like a screw
33:29
SPEAKER_01: top thing.
33:30
You rip open the front of the box,
33:31
you unscrew the thing,
33:32
you hook up the hose.
33:34
SPEAKER_01: That's how your soft drink gets made.
33:35
SPEAKER_01: You know, they mix that with carbonated butter and...
33:38
SPEAKER_01: There's your soft drink,
33:39
SPEAKER_01: but those boxes,
33:40
SPEAKER_01: uh,
33:41
SPEAKER_01: 20 kilos,
33:41
SPEAKER_01: 45,
33:43
SPEAKER_01: 50 pounds,
33:43
SPEAKER_01: you know,
33:43
SPEAKER_01: for,
33:44
SPEAKER_01: for the folks who are,
33:45
SPEAKER_03: uh,
33:46
SPEAKER_01: on the Imperial system.
33:47
SPEAKER_01: Cause you know,
33:47
SPEAKER_01: here in Canada,
33:48
SPEAKER_01: we like to snort our assortment of measurement systems every single day.
33:52
Um,
33:52
but lifting 20,
33:55
25 kilos,
33:56
um,
33:56
for someone who's like young,
33:58
whatever,
33:59
no big deal.
33:59
SPEAKER_01: Um,
34:00
SPEAKER_01: but what if you are,
34:01
SPEAKER_01: you know,
34:01
SPEAKER_01: in your forties,
34:02
SPEAKER_01: fifties,
34:02
SPEAKER_01: sixties,
34:03
SPEAKER_01: what if you're in your seventies,
34:04
SPEAKER_01: uh,
34:04
SPEAKER_01: and you're,
34:05
SPEAKER_01: you're.
34:06
SPEAKER_00: I take offense to that.
34:09
SPEAKER_00: No, you're right.
34:12
SPEAKER_00: And you also mentioned something interesting,
34:15
SPEAKER_00: not just about the lifting,
34:15
but like there are little intricate things that you need to
34:19
twist and be able to
34:20
SPEAKER_00: peel off.
34:21
SPEAKER_00: And so you have to be able to have that mobility
34:24
in in your hands and your fingers as well so that's a that's a
34:28
really good point um
34:30
and i mean they know what they're doing this is coffee shop
34:33
after all so i'm
34:34
wondering if maybe there's a reason or they have been advised
34:38
not to list um these
34:41
details because it's interesting that they wouldn't and i'm
34:45
just wondering what the
34:48
SPEAKER_00: what the decision making process is behind that.
34:52
SPEAKER_00: That's interesting to me.
34:53
SPEAKER_01: Yeah.
34:54
I kind of wonder what the accommodation would be if somebody
34:57
wasn't physically
34:58
SPEAKER_01: capable of screwing a top or whatever.
35:01
SPEAKER_01: How do you get around that?
35:02
SPEAKER_01: At some point there is like a kind of a basic set of stuff,
35:08
mobility stuff that you have to be able to do to work in an
35:11
environment like this.
35:11
SPEAKER_01: And how do you thread that needle?
35:13
SPEAKER_01: Tough challenge.
35:14
SPEAKER_00: Yeah.
35:15
SPEAKER_00: And I mean,
35:15
SPEAKER_00: you're never in a place like this,
35:17
SPEAKER_00: especially like a well-known establishment,
35:21
SPEAKER_00: you're not going to be solo.
35:22
SPEAKER_00: So you would have a colleague maybe who could help you out for sure.
35:27
SPEAKER_00: When I worked at a coffee shop back in the day,
35:31
SPEAKER_00: we at the store,
35:33
the location that I was at employed an individual with Down
35:37
syndrome and their role
35:40
SPEAKER_00: was not at the
35:43
SPEAKER_00: cashier cash register.
35:46
SPEAKER_00: or making drinks, it was cleaning.
35:48
It was cleaning and talking to customers and bussing tables,
35:53
mopping the floors.
35:54
And so,
35:56
you know,
35:56
there were accommodations made in that way that worked to their
36:00
strengths.
36:01
And it was lovely and it was absolutely wonderful and it worked
36:04
out really well for everyone.
36:07
SPEAKER_00: So I can see accommodations like that potentially.
36:10
SPEAKER_00: To me, that is having a budget to create
36:15
a specialty role and not all places can afford to do that um
36:21
maybe there's there
36:22
was a partnership program or something that i wasn't aware of
36:25
uh but i can see
36:26
SPEAKER_00: accommodations like that um but in in places like coffee shops
36:31
you're really looking for people who can do all of the things
36:35
required right it's
36:37
not just gonna be you're you're at the cash all day long you're
36:41
switching between
36:42
making drinks and cleaning and cash and all all of the things
36:46
so yeah reasonable
36:47
accommodations i think they're they're trying to cover all of
36:50
that but i would like
36:51
SPEAKER_00: to know what the physical requirements are yeah yeah absolutely
36:56
SPEAKER_00: We're not done yet.
36:59
SPEAKER_01: It's my damn fault because I keep on yapping.
37:03
SPEAKER_00: No, it's good.
37:03
SPEAKER_00: These are all good points.
37:05
SPEAKER_00: I think this is a really fascinating case study in job postings for sure.
37:12
SPEAKER_00: And this is, I guess, the entry level job for coffee shop.
37:17
It would be interesting to explore as you go up the career
37:21
ladder because they do
37:22
SPEAKER_00: have a lot of opportunities,
37:25
SPEAKER_00: how the job postings change in complexity.
37:29
It might be really interesting to look at a job posting from
37:34
coffee shop that's
37:36
SPEAKER_01: meant for like a regional or a home office.
37:39
SPEAKER_00: Yes.
37:39
SPEAKER_00: Oh, like a corporate type.
37:41
SPEAKER_00: Let's do that.
37:42
SPEAKER_00: Let's let's bookmark that and definitely explore that.
37:46
SPEAKER_00: I love that idea.
37:52
Let's go into benefits,
37:55
extended health and dental,
37:57
short and long term disability.
38:00
SPEAKER_00: Life Insurance,
38:01
SPEAKER_00: Stock Options,
38:02
SPEAKER_00: Future Savings Plan,
38:04
SPEAKER_00: Stock Investment Plan,
38:06
SPEAKER_00: Tuition Reimbursement,
38:08
SPEAKER_00: Coffee Shop Global Academy,
38:11
SPEAKER_00: Sick Time,
38:12
SPEAKER_00: Vacation and Other Time,
38:14
SPEAKER_00: Employee Assistance Program through TELUS Health,
38:18
SPEAKER_00: Family Expansion Reimbursement,
38:21
SPEAKER_00: Headspace,
38:22
SPEAKER_00: Employee Supported Fund,
38:24
just a caveat there i called it that it has a name but i
38:27
changed it to employee
38:28
supported fund and we can unpack that a little bit beverage
38:32
benefit weekly mark out
38:34
and discount and matching gifts and that's the end of the job
38:38
posting so let's talk
38:41
about those benefits what stood out to you questions you have
38:45
that i might be able
38:46
to answer for you having worked at coffee shop yeah it's you
38:51
know this is this is
38:52
SPEAKER_01: kind of tough because um
38:54
SPEAKER_01: We, you know, we're talking about the job app, right?
38:58
SPEAKER_01: And our kind of purpose on the show and for everybody at home,
39:02
SPEAKER_01: we're going to put a copy of this on the episode page.
39:06
So you can kind of read through it yourself and get a sense of
39:08
what we're talking about.
39:09
SPEAKER_01: Follow along if you want.
39:10
SPEAKER_01: Link will be in the show notes for that.
39:12
SPEAKER_01: But our purpose here is to roast posts.
39:16
So there's a little bit of tension between treating a post as
39:21
one thing and
39:22
SPEAKER_01: treating what the company offers as a different thing.
39:26
SPEAKER_01: Like I want to I want to say in this section,
39:28
SPEAKER_01: like green flags,
39:29
SPEAKER_01: they're offering fantastic benefits,
39:31
SPEAKER_01: but
39:32
SPEAKER_01: What does that have to do with the job post, the job ad itself?
39:35
SPEAKER_01: Like they're two kind of separate things.
39:38
SPEAKER_01: There is actually a beige flag in that section for me.
39:44
SPEAKER_01: There was a bunch of stuff in there.
39:45
SPEAKER_01: I didn't understand what it was.
39:47
SPEAKER_00: Yeah, let's talk about that a little bit.
39:49
Yeah,
39:50
it wasn't like they didn't really explain what some of that
39:53
stuff was.
39:53
And one example that kind of sticks out for me is I forget what
39:57
they called it,
39:58
SPEAKER_01: the family expansion.
40:01
SPEAKER_00: Reimbursement.
40:02
SPEAKER_01: Reimbursement.
40:03
SPEAKER_01: Is that a baby bonus?
40:04
SPEAKER_01: Like if you have a kid, are they going to give you 500 bucks?
40:06
SPEAKER_01: Like what is that?
40:09
SPEAKER_01: It's not, it's not descriptive.
40:11
SPEAKER_01: Right.
40:12
SPEAKER_01: And there were a few others that were kind of the same in my brain.
40:15
SPEAKER_01: Yeah.
40:16
SPEAKER_01: What is that?
40:17
SPEAKER_00: So this is, this is a really good point.
40:19
SPEAKER_00: When you, you know, if they're posting on something like Indeed, um,
40:25
SPEAKER_00: It's not going to have the opportunity.
40:26
You're not going to have the opportunity to get more
40:29
information than the basic
40:31
SPEAKER_00: benefits that they list.
40:32
SPEAKER_00: But when you go to their website and you you go on the job posting,
40:38
there's a whole other section to click on with their benefits
40:43
and for each one.
40:45
SPEAKER_00: you can expand and read all about the benefits.
40:48
SPEAKER_00: So it's quite detailed.
40:49
There's quite a lot of information,
40:51
but it depends how you are accessing that information.
40:55
SPEAKER_00: And so I'm assuming that when you go to apply,
40:59
SPEAKER_00: if it is posted on Indeed,
41:02
SPEAKER_00: that it'll take you to their page,
41:05
SPEAKER_00: their careers page,
41:06
SPEAKER_00: and you can apply from there.
41:07
SPEAKER_00: So all of that information is available,
41:11
SPEAKER_00: but at a glance,
41:14
SPEAKER_00: like you said,
41:15
SPEAKER_00: why would you know what that means?
41:18
SPEAKER_00: Family expense to me means helping to pay for fertility treatments,
41:23
SPEAKER_00: helping to cover adoption costs.
41:28
SPEAKER_00: But it might not be, like you said, you write it as baby bonus.
41:31
SPEAKER_00: Do you get a bit of a bonus when you have...
41:34
SPEAKER_00: Add a new family member does it does apply to our free fur babies.
41:40
SPEAKER_00: Oh my god, I hate that term and I can't believe I said it.
41:45
SPEAKER_00: Right.
41:45
SPEAKER_00: So who knows, more information for sure.
41:48
SPEAKER_00: Yeah.
41:49
SPEAKER_01: Yeah, and we talked about this a little bit in another episode too.
41:55
When you create benefits that are so finely targeted to a
42:03
particular group of
42:04
SPEAKER_01: people,
42:05
you do run the risk of creating some dissatisfaction or
42:11
malcontent amongst people
42:14
SPEAKER_01: who
42:14
can't take advantage of that benefit and the the family thing
42:18
is um is one where
42:20
you you kind of do run the risk of creating a little bit of
42:23
discontent with people
42:24
who it's not their thing so you know they get nothing um do i
42:28
think that a benefit
42:29
like that is bad no no not at all i think it's very good i
42:32
think for the people who
42:33
it uh who it will help then it'll help them um but what about
42:38
the people that
42:39
SPEAKER_01: doesn't help
42:41
SPEAKER_01: Right.
42:42
Like there's there's enough here where the people who don't
42:46
fall into that that
42:47
SPEAKER_01: bucket of family expansion,
42:49
SPEAKER_01: lots of other stuff for them.
42:51
SPEAKER_01: So great.
42:51
SPEAKER_01: It's a non issue in this case.
42:53
But what if you what if you were a smaller company and you had
42:56
two benefits and
42:57
SPEAKER_01: they were both very,
42:58
SPEAKER_01: very narrowly targeted to groups of people who won't represent
43:03
SPEAKER_01: the base, the broad base of your employee pool, right?
43:06
SPEAKER_01: Like you create some risk there when you do that.
43:08
SPEAKER_01: So I think for folks who are writing job descriptions,
43:11
SPEAKER_01: like it's good to be creative and it's great to have these policies,
43:15
SPEAKER_01: but think about people who they don't apply to as well.
43:18
SPEAKER_01: Like don't paint yourself into a corner.
43:21
absolutely i agree i think when you have a robust offering it
43:24
doesn't matter like
43:25
you said um but if you have a couple of things and they're
43:28
primarily designed for
43:29
maybe people with families then uh it's a little bit different
43:34
um i like that they
43:36
have short-term and long-term disability uh you don't really
43:40
find it that often um
43:43
but you will you are more likely to find it in environments
43:46
like this where
43:47
SPEAKER_00: repetitive motion injuries can come up or you know maybe
43:52
SPEAKER_00: you hurt yourself at work, you slipped or whatever, burned yourself.
43:57
SPEAKER_00: So short-term, right?
44:00
SPEAKER_00: Yes.
44:01
SPEAKER_01: Bill got one from 25 years ago.
44:03
SPEAKER_00: McDonald's fire burns.
44:05
SPEAKER_00: Yeah.
44:07
So the fact that they offer that is,
44:10
that's great because it's going to happen.
44:12
And so you might as well have coverage for folks who are
44:15
dealing with that so that
44:16
SPEAKER_00: they can get better fast and come back.
44:19
SPEAKER_00: to work.
44:20
SPEAKER_00: Yeah, there's beverage benefit.
44:26
SPEAKER_00: You know, that's great.
44:27
SPEAKER_00: You get free drinks when you're on shift.
44:29
SPEAKER_00: I think it's half an hour before you start,
44:31
SPEAKER_00: I'm assuming,
44:32
SPEAKER_00: and until half an hour after your shift ends.
44:36
i think places like this usually give a pound of coffee a week
44:40
for free like
44:41
there's some there's some pretty pretty cool things too um one
44:46
i wanted to touch on
44:46
was employee supported fund uh that was the one that i said i
44:49
kind of changed the
44:50
name a little bit but that's a really cool opportunity where if
44:55
you are so inclined
44:56
you could choose a um percentage or dollar amount from every
45:00
paycheck to come
45:02
off of your check into this this pool this fund so that if and
45:07
when something comes up for
45:10
your colleagues and it's throughout all of the stores there's a
45:15
fund that they can
45:16
they can access to help them get back on their feet again for
45:20
example when I worked
45:21
at a coffee shop somebody's apartment building burnt down and
45:27
they were able to
45:27
access additional funds that were funded by their colleagues
45:33
and colleagues all
45:34
SPEAKER_00: over Canada all over North America to help
45:40
short-term rental,
45:41
clothing to get some food,
45:43
to get clothing and food for their children.
45:45
SPEAKER_00: So things like that are really cool.
45:47
And you might think automatically,
45:48
well,
45:49
why doesn't the employer just do that for them?
45:52
There is something about building that community that we talked
45:55
about at the very
45:55
SPEAKER_00: beginning of the job posting that is really,
45:58
SPEAKER_00: really important,
45:59
that it comes from your colleagues that you are creating this
46:03
support system.
46:04
SPEAKER_00: And so I understand kind of the psychology
46:07
SPEAKER_00: behind that as well.
46:09
SPEAKER_00: I think it's really, really lovely.
46:11
SPEAKER_00: And so that's what that is.
46:12
I just wanted to call out employee supported fund is for
46:15
situations like that.
46:16
SPEAKER_00: And I think it's pretty cool.
46:18
SPEAKER_01: But that ties back to that, you know, theme of togetherness, right?
46:21
SPEAKER_01: Like that only understanding,
46:23
SPEAKER_01: thanks,
46:24
SPEAKER_01: appreciate the explanation because I didn't clock that,
46:26
SPEAKER_01: no clue.
46:28
I'm sure the folks at home didn't clock that either,
46:31
now that we kind of know what that is.
46:33
SPEAKER_01: It just kind of drills home that coffee shop is trying to really craft an
46:41
SPEAKER_01: environment where togetherness is the underlying kind of theme.
46:46
SPEAKER_01: And this absolutely fits into that.
46:48
I do have one question,
46:50
and I don't know if you'll be able to answer it,
46:51
though.
46:53
SPEAKER_01: When you...
46:55
SPEAKER_01: opt in to this fund, like presumably it's optional, right?
46:59
SPEAKER_01: Like you have to you have to consent to it.
47:03
Is is that an anonymous process or does your manager or the
47:08
store manager when
47:09
SPEAKER_01: you're being on board on your first day,
47:10
SPEAKER_01: sit down with you and say,
47:12
would you like me to check the box that takes two percent off
47:14
of your paycheck to
47:15
SPEAKER_01: donate to this worthy cause by all of your employees?
47:17
SPEAKER_01: Because that can create some kind of weirdness.
47:19
Like you think about when you're at a grocery store and they
47:22
ask you in the
47:22
SPEAKER_01: checkout line,
47:23
SPEAKER_01: do you want to donate
47:25
two five ten dollars to uh to this cause it's like if you say
47:29
no to that person out
47:31
SPEAKER_01: loud with all of the other people around you you are an asshole
47:37
that's the environment that it creates right so it's just like
47:41
that or is it more a
47:43
shaming thing right i totally i totally get that i know exactly
47:48
what you're talking
47:48
about when you're at the grocery store and they ask i mean i i
47:52
try to have a
47:52
practice myself of doing it every other time um and not this
47:57
time uh but i totally
47:59
SPEAKER_00: get it um no it's so automated
48:01
SPEAKER_00: Right.
48:02
SPEAKER_00: Like you'll get your onboarding package.
48:04
SPEAKER_00: And as you fill in your banking information,
48:07
SPEAKER_00: there are options with explanations of what this is.
48:13
SPEAKER_00: Companies like this have really robust onboarding programs as well.
48:18
SPEAKER_00: And it will explain like your employee handbook will explain everything.
48:23
SPEAKER_00: I'm saying this like it's a book.
48:25
SPEAKER_00: Back in my day, it was.
48:26
SPEAKER_00: I doubt it is anymore.
48:27
SPEAKER_00: Yeah.
48:28
SPEAKER_00: Yeah,
48:29
SPEAKER_00: but I didn't have,
48:30
SPEAKER_00: even in the old school days,
48:32
SPEAKER_00: like you were talking about 25 plus years ago,
48:34
SPEAKER_00: nobody really sat down and explained it,
48:37
SPEAKER_00: but there were regular newsletters printed out,
48:40
SPEAKER_00: put on the bulletin board that said,
48:42
SPEAKER_00: here's this program,
48:44
SPEAKER_00: information about it.
48:45
SPEAKER_00: So no,
48:46
that was completely optional and there was no specific somebody
48:50
sitting down and
48:51
SPEAKER_00: watching you tick the box.
48:54
You just took your time in the bathroom and filled out all your
48:57
information on day one.
48:58
um yeah that's good yeah yeah that's it is there anything else
49:05
that stood out to
49:05
you and the benefits so that's the entire post or is it higher
49:09
post okay so there's
49:11
there are two red flags that they uh have done that we've
49:14
talked about in pretty
49:14
much every episode um they didn't list salary they didn't list
49:19
a wage band which
49:22
SPEAKER_01: Maybe it doesn't apply to hourly wage jobs.
49:25
SPEAKER_01: Maybe it's just salaries.
49:26
SPEAKER_01: Maybe I'm being a jerk for no reason, but they didn't list a salary.
49:31
Let me go back to where I found this from because I don't think
49:37
it's their miss.
49:39
SPEAKER_00: I think it's mine.
49:40
SPEAKER_00: I think the format of the posting was a little bit odd.
49:46
SPEAKER_00: So because this is this is a good point.
49:49
SPEAKER_00: A company like this wouldn't miss that.
49:51
That's a,
49:52
you know,
49:52
that really,
49:53
really surprised me when we didn't talk about them.
49:56
SPEAKER_00: This is I apologize, coffee shop.
49:58
SPEAKER_00: I apologize.
50:00
SPEAKER_00: There is there is one.
50:01
So I'm going to add I'm going to make sure that I add that to
50:04
the job posting that we link to.
50:08
SPEAKER_00: But yeah, what do you think?
50:10
SPEAKER_01: My guess is minimum wage.
50:13
And so this is,
50:14
do you know off the top of your head what minimum wage is in
50:17
BC?
50:17
SPEAKER_00: 18?
50:20
SPEAKER_00: An hour?
50:21
SPEAKER_00: I should know this.
50:23
SPEAKER_00: 1785.
50:23
SPEAKER_01: 1785, yeah.
50:26
SPEAKER_01: So is that what they've listed at?
50:30
SPEAKER_01: 1785?
50:31
SPEAKER_00: So this is a good, that's a good question.
50:34
SPEAKER_00: And I, one thing to note is that
50:37
a company like this and specifically this company usually leads
50:42
and is not going to
50:45
SPEAKER_00: lag or match.
50:47
And so the,
50:49
I'm not going to guess because I have the information right in
50:51
front of me.
50:52
SPEAKER_00: The hourly rate is 1835.
50:54
SPEAKER_00: Okay.
50:54
SPEAKER_01: It's a little better than my wife.
50:59
So yeah,
51:01
$17.85 is minimum wage in British Columbia and it's $18.35 for
51:06
this.
51:07
SPEAKER_01: So one other thing they did not do,
51:09
SPEAKER_01: which they should have,
51:10
SPEAKER_01: they did not disclose the use of AI in the recruitment process.
51:17
SPEAKER_01: So that means that if they're following the letter of the law,
51:23
SPEAKER_01: no disclosure means they do not use it.
51:26
which I find very difficult to believe given that this company
51:29
is the size and
51:30
SPEAKER_01: scale that they are.
51:32
I'm sure that somewhere in their hiring process,
51:34
they're using machine learning tools.
51:37
SPEAKER_00: This is really interesting.
51:38
SPEAKER_00: This is a conversation for us to have too,
51:40
SPEAKER_00: for prior to the recording,
51:43
SPEAKER_00: starting the recording,
51:44
SPEAKER_00: Paul and I were having a conversation about this and,
51:47
SPEAKER_00: you know,
51:48
SPEAKER_00: creating our own job postings.
51:51
SPEAKER_00: And because we, because we have
51:54
SPEAKER_00: such high standards.
51:55
SPEAKER_00: What does it look like when we are tasked with creating a job posting?
51:58
SPEAKER_00: And my belief is that whether you use it or not should be disclosed.
52:02
SPEAKER_00: Say that you don't use it.
52:04
SPEAKER_00: Explain that.
52:04
SPEAKER_00: Human eyes will be reading this job posting.
52:07
SPEAKER_00: So yeah, absolutely good point.
52:09
SPEAKER_00: No AI disclosure for sure.
52:13
SPEAKER_00: Yeah.
52:14
SPEAKER_00: And like you said, there's no way that they don't.
52:15
SPEAKER_00: There's no way that they don't use AI.
52:19
SPEAKER_00: They're going to get so many applicants
52:23
SPEAKER_00: And I think that they also,
52:24
they're the kind of company that has just general application
52:28
form where people
52:28
just submit and then maybe they do the sorting for you and
52:32
decide which job.
52:34
SPEAKER_00: Back in my day applying for a job like this,
52:39
SPEAKER_00: even though you would apply at one store,
52:42
SPEAKER_00: they could say,
52:43
SPEAKER_00: actually,
52:43
SPEAKER_00: we need someone to fill a position because turnover can be high,
52:47
SPEAKER_00: whatever things are constantly changing.
52:49
need someone to work in this location but you can kind of
52:52
choose your desired like
52:54
your top choices um for store location uh but a human isn't
53:00
doing that absolutely
53:03
not so you're right now that's this this also was in this is
53:08
for a job in bc as
53:10
SPEAKER_01: well um
53:12
SPEAKER_01: I wonder where their head office in Canada is.
53:16
SPEAKER_01: And so if they had a country office,
53:19
SPEAKER_01: head office in,
53:20
SPEAKER_01: say,
53:20
SPEAKER_01: Ontario,
53:22
SPEAKER_01: do they have to comply with Ontario's standards or BC's standards?
53:27
SPEAKER_01: That's a question mark for me.
53:28
SPEAKER_01: I don't know the answer to that one.
53:31
So Quick Search told me that their Canadian head office is
53:34
located in Toronto or Toronto.
53:38
SPEAKER_01: So under Ontario law,
53:40
they have to disclose the use of AI if they're using it in the
53:44
hiring process.
53:45
SPEAKER_01: Is it the same in BC?
53:46
SPEAKER_01: Do they have that as well in your version of the Pay Transparency Act?
53:51
SPEAKER_00: I can't remember off the top of my head.
53:53
SPEAKER_00: This is making me look terrible.
53:55
SPEAKER_00: I can't remember off the top of my head.
53:59
SPEAKER_00: But again, maybe they don't use it.
54:04
Maybe they employ so many human resources and recruitment
54:09
people that they don't.
54:11
SPEAKER_00: And so maybe it's a moot point, but it's an interesting to know.
54:14
SPEAKER_00: I think, again, we've talked about this before.
54:17
SPEAKER_00: Why wait until your hand is forced?
54:19
SPEAKER_00: Just start doing those things now.
54:22
SPEAKER_01: And even kind of further extending that, right?
54:24
SPEAKER_01: Like AI is a hot topic in society.
54:26
SPEAKER_01: Like there's a lot of debate,
54:28
a lot of conversation around ethical practices in using AI
54:32
because there's very
54:33
SPEAKER_01: real risk of job displacement with automation,
54:36
SPEAKER_01: whether it's this or this plus a robot,
54:39
SPEAKER_01: there's risk.
54:41
So if an issue potentially matters to the people who are
54:46
working or will be working
54:48
SPEAKER_01: for your organization,
54:50
SPEAKER_01: why not address it?
54:53
SPEAKER_01: whether you're required to or not, right?
54:55
SPEAKER_01: Like I would be kind of taking the standpoint with this and being like,
55:00
SPEAKER_01: okay,
55:00
SPEAKER_01: you know,
55:01
SPEAKER_01: our workforce might have some ethical questions about our use of AI.
55:06
SPEAKER_01: So let's have some disclosure.
55:08
SPEAKER_01: Let's talk about how we use it.
55:09
Let's have honest conversations instead of just kind of
55:13
ignoring the whole thing.
55:14
I'm just looking as you're seeing that I'm just looking on the
55:17
website that I
55:18
SPEAKER_00: pulled it from just to see if on the careers page,
55:21
SPEAKER_00: maybe there is something that covers it because they do have quite a,
55:27
SPEAKER_00: quite a big careers page,
55:30
SPEAKER_00: but I'm not seeing,
55:34
SPEAKER_00: I'm not seeing anything that discloses AI use.
55:36
SPEAKER_00: Yeah.
55:39
I mean,
55:39
maybe it's a move point,
55:42
but it's still something I would address.
55:47
I think that I have enough information to come to a score to
55:52
hear my number.
55:54
SPEAKER_01: uh overall this was a really good post the way that it was written it was
55:57
structurally sound it gave you all of the information that you
56:00
needed it sold the
56:03
organization quite positively it communicated their values and
56:08
not through a
56:09
performative way of saying we believe in blah blah blah like
56:13
you see in a lot of
56:13
SPEAKER_01: job posts they have benefit programs that connect to those values
56:18
So they're communicating their organizational values by showing
56:21
what they're doing.
56:22
SPEAKER_01: Super refreshing.
56:23
SPEAKER_01: Absolutely love that.
56:26
SPEAKER_01: I would give this like 9.9 out of 10.
56:30
SPEAKER_01: This was a really, really good job post.
56:33
There were just a few little things that were missing for me
56:36
that I would expect an
56:36
SPEAKER_01: organization this size to have.
56:39
SPEAKER_00: So what would put it over the edge for you?
56:43
SPEAKER_00: What would make this perfect?
56:46
SPEAKER_01: A more honest communication of the environment.
56:50
SPEAKER_01: So we talked about the lift stuff in a QSR environment.
56:56
didn't really talk about that at all they didn't really talk
56:59
openly and honestly
57:00
about the chaotic nature of qsr qsr environments um and this
57:04
one is particularly
57:05
crazy given the customization that you can do uh for your
57:09
drinks like there there
57:10
SPEAKER_01: was a lack of honesty around that
57:12
SPEAKER_01: So those two things,
57:14
SPEAKER_01: plus kind of the confusion around what are these benefits actually,
57:18
SPEAKER_01: like there are labels for them,
57:20
SPEAKER_01: but the labels aren't descriptive for people who lack context for them.
57:24
SPEAKER_01: You know,
57:24
SPEAKER_01: those three things,
57:25
SPEAKER_01: if they were kind of nailed off in a way that was acceptable,
57:29
SPEAKER_01: would be a perfect 10 for me.
57:31
SPEAKER_00: Yeah, I appreciate that.
57:32
SPEAKER_00: And I agree,
57:33
SPEAKER_00: like one thing to note too,
57:34
SPEAKER_00: we talked about fast paced environment,
57:36
but one thing that isn't brought up in this posting or any of
57:40
these customer
57:40
service retail type restaurant job postings is you have to have
57:45
an incredibly thick
57:46
SPEAKER_00: skin.
57:47
SPEAKER_00: Like, people are going to be abusive to you.
57:50
SPEAKER_03: They're going to be jerks.
57:51
SPEAKER_00: They're going to be jerks.
57:53
SPEAKER_00: A sidebar story.
57:56
SPEAKER_00: Back in my day,
57:57
SPEAKER_00: when I started working at a coffee shop,
58:02
SPEAKER_00: when I was working at a coffee shop,
58:03
SPEAKER_00: they started to introduce sandwiches.
58:05
SPEAKER_00: Like, this was before they had food beyond just muffins.
58:08
SPEAKER_00: They started to introduce sandwiches wrapped in plastic.
58:12
SPEAKER_00: And...
58:13
SPEAKER_00: We once had a woman come in who wanted her sandwich heated up,
58:17
SPEAKER_00: but we didn't have anything to heat up a sandwich and they were just cold
58:20
SPEAKER_00: sandwiches,
58:21
SPEAKER_00: apart from our microwave in the back room for our own staff meals.
58:27
And when we said that we couldn't heat up her sandwich for her
58:30
because we didn't
58:31
SPEAKER_00: have a way to do it.
58:33
she insisted on us inserting the milk steam wand into her
58:39
sandwich to heat it up
58:41
for her and when we said we couldn't do that because one it
58:45
wouldn't work and
58:47
you're introducing allergens allergens um she took her sandwich
58:53
and threw it at us
58:56
across the counter so that's just an example of like just a
59:01
really that's a mild
59:02
example I could give so many more and maybe you know that's
59:05
another bonus episode
59:06
that we do one day is our horrific work experiences because I'm
59:11
sure between the
59:11
two of us we've got some stories um but that's an example you
59:14
could do a call-in
59:16
too you could do a call-in show have people like call in with
59:19
their crazy stories
59:20
SPEAKER_01: that'd be a lot of fun
59:21
SPEAKER_00: Listeners, please.
59:22
SPEAKER_00: I would love that.
59:24
SPEAKER_00: I would love that.
59:25
SPEAKER_01: I'm taking another note.
59:26
SPEAKER_00: And do some collective healing around those experiences.
59:30
SPEAKER_00: But like that doesn't, that's not a fast-paced environment.
59:33
SPEAKER_00: That is like, that's a huge requirement.
59:36
SPEAKER_00: And I would,
59:37
I'm curious as to how one would word that because you don't
59:40
want to steer people
59:41
SPEAKER_00: away from it,
59:41
but you want to be honest about the work environment that
59:44
they're going to be in.
59:44
SPEAKER_00: And so we're,
59:45
SPEAKER_00: we're so generous with the fast-paced dynamic environments,
59:48
SPEAKER_00: but we never really talk about the like,
59:50
actual abuse what does that mean what what does that mean so
59:54
having a thick skin
59:55
right like if if if you struggle with people being mean to you
1:00:00
and you are a people
1:00:01
pleaser or a people person as they talk about in the job
1:00:04
posting that's going to be
1:00:05
really hard and for maybe younger people who are just entering
1:00:11
the workforce their
1:00:12
first exposure to that is um that's going to be eye-opening
1:00:16
like people are wild
1:00:19
and so mean and even scary so anyway so I agree all that to say
1:00:24
that little tangent
1:00:25
was to say that I agree with you like what does that look like
1:00:28
let's go a little
1:00:29
bit beyond that but I guess that's also an admission of
1:00:33
potentially an unsafe work
1:00:34
environment psychologically and nobody no lawyer is gonna say
1:00:38
yeah put all of that
1:00:39
SPEAKER_00: into your job posting so yeah honest and then
1:00:46
SPEAKER_00: dangerous are two, two very different things.
1:00:51
SPEAKER_00: So yeah.
1:00:52
SPEAKER_01: What would you score this?
1:00:53
SPEAKER_00: What would I score it?
1:00:54
SPEAKER_00: Paul's like, get to the point.
1:00:56
SPEAKER_00: I would say, yeah, 9.5 for sure.
1:00:59
SPEAKER_00: I think that it's done such a good job.
1:01:03
Like you said,
1:01:03
I love the way you described that they're showing their values
1:01:06
in action,
1:01:07
right?
1:01:08
SPEAKER_00: They really know what they're doing.
1:01:09
SPEAKER_00: They're in the headspace of who is applying for the job.
1:01:13
SPEAKER_00: You know, they're not writing a job posting like, I'm the...
1:01:18
SPEAKER_00: head of recruitment writing this job posting.
1:01:20
It's I am the person I'm writing it from the perspective of the
1:01:23
person who would be
1:01:24
SPEAKER_00: applying for this job.
1:01:26
SPEAKER_00: So yeah, I think it's great.
1:01:27
SPEAKER_00: What it's lacking to me
1:01:30
I would like to know just a little bit more when it says no
1:01:33
qualifications or no
1:01:34
SPEAKER_00: experience required.
1:01:37
SPEAKER_00: Good news.
1:01:37
SPEAKER_00: That is good news.
1:01:38
SPEAKER_00: But like, how are you going to get me to where I need to be?
1:01:40
Because you also say you must be good with this and you must be
1:01:43
good with that.
1:01:44
SPEAKER_00: I would be a little bit anxious.
1:01:45
SPEAKER_00: Well, I don't know how to do any of that.
1:01:47
SPEAKER_00: So how are you helping me to do that?
1:01:49
SPEAKER_00: So I think for me,
1:01:50
what would bring it over the top is just under no previous
1:01:53
experience required.
1:01:54
SPEAKER_00: We will get you there.
1:01:55
SPEAKER_00: And here's how, here are some of the ways that we're going to do that.
1:01:58
SPEAKER_00: Like maybe a 30, 60, 90 day snapshot.
1:02:02
SPEAKER_00: You know, in your first week, we're going to teach you how to do this.
1:02:06
SPEAKER_00: In your first two weeks,
1:02:07
SPEAKER_00: you will know how by the end of month three,
1:02:10
SPEAKER_00: you will be like just cracking out those customized drinks,
1:02:14
SPEAKER_00: no problem.
1:02:15
SPEAKER_00: So that's what I would like to see to bring it to a 10.
1:02:19
SPEAKER_01: That is something that would keep me from applying for a job like this,
1:02:23
SPEAKER_01: like the hesitation around,
1:02:25
am I going to learn how to make a half a Frappuccino latte El
1:02:32
Dolce Fomadero with
1:02:35
SPEAKER_01: like camel sugar?
1:02:39
And I will tell you that you will be dreaming of those drink
1:02:45
combinations for the
1:02:46
SPEAKER_00: first probably six months of working there.
1:02:49
SPEAKER_00: Like it is all consuming, but it's right.
1:02:53
SPEAKER_00: Like it feels very intimidating.
1:02:55
SPEAKER_00: And so what are you going to do to make sure I get there?
1:02:57
SPEAKER_00: How are you setting me up for success?
1:02:59
If you say no experience required,
1:03:02
then how are you going to make sure that I'm successful?
1:03:04
SPEAKER_00: So yeah.
1:03:05
SPEAKER_01: Yeah.
1:03:06
SPEAKER_01: Well,
1:03:06
SPEAKER_01: given that,
1:03:07
SPEAKER_01: you know,
1:03:08
SPEAKER_01: given that given that we have given this job at such great scores,
1:03:12
I don't think it's fair for us to say that we have successfully
1:03:16
roasted this post.
1:03:17
I think it's more like we've lightly caramelized it and added
1:03:21
some some foam camel
1:03:22
SPEAKER_01: sugar to make it sweet.
1:03:25
SPEAKER_01: Nonetheless, post is roasted.
1:03:31
Thanks for riding shotgun with us on roast the post,
1:03:33
the story behind the bullet points.
1:03:35
If this episode helped you make sense of a messy job posting or
1:03:38
just confirmed your
1:03:39
SPEAKER_01: instincts,
1:03:40
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1:03:42
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1:03:45
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1:03:47
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1:03:50
SPEAKER_01: laugh,
1:03:51
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1:03:54
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1:03:55
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1:03:58
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1:04:00
SPEAKER_01: We'll be back next week with another Post to Roast.